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Building/Sustaining High-Performance Teams

Seemingly effortless and yet powerfully compelling

The Drexler Sibbet Team Performance Model

The Drexler Sibbet
Team Performance Model



HPS approaches team development in the context of the organization's vision, mission and business goals. This ensures that unique team talents, skills and abilities are focused on achieving the desired business results. We help you build high-performance teams that are “strength-based” and, as a result, highly effective in executing both tactical and strategic initiatives.

HPS has long used a research-based and highly predictable model to describe the required stages for creating and sustaining high-performance teams. The model applies to CEO and senior executive team development, as well as mid- to front-line leadership. This model ensures consistency in the team development process throughout the organization.

HPS offers a very deliberate, proactive approach toward developing and sustaining high-performance teams. Without well-conceived, purposeful development approaches and methods, teams will evolve independently. This type of team evolution often produces individual and collective team behaviors and performance that are suboptimal, compromising highest potential. This seldom, if ever, yields the best tactical and strategic business results.

HPS offers a unique and highly objective team effectiveness assessment based on 16 Critical Success Factors. The team effectiveness assessment is used in tandem with highly effective individual assessments to raise self-awareness as well as to allow the team to understand how different styles affect overall team performance. Executive and team coaching are often used as parallel development processes to more fully leverage individual and team strengths.

HPS also incorporates the unique power and influence of Emotional Intelligence (EQ) into the team development process. Our experience and research findings confirm that teams' aggregate EQ significantly influences the effectiveness and overall performance of the team. In short, IQ + EQ = 100% of potential.


- High-Performance Teams — executive, senior, mid-level and front-line — at all levels of the organization. Everyone is playing more fully to individual and collective strengths in a much more effective, productive and consistent fashion.

- The ability to assess and evaluate performance between different teams to identify internal best practices of both the most effective team(s) as well as the most effective leader(s). The combination becomes part of the organization's team and leadership development program and succession planning process.

- Ongoing use of a simple and effective model to establish a common language and consistent method of team development throughout the organization. The model also provides built-in diagnostics for team and team member use to identity and remove barriers to high-performance that may surface from time to time in the course of day-to-day team interaction.

- Ongoing evaluation of current team performance against a concise list of research-based Critical Success Factors. This process keeps teams and team members focused on the essential factors as well as the individual and collective team behaviors which create and sustain high-performance.

- Elevation of team aggregate levels of Emotional Intelligence (EQ), which research has shown has the potential to double (or more) overall productivity. Elevate individual levels of Emotional Intelligence as team members gain a greater sense of inclusion, satisfaction and value as key players and members of a high-performance team.

- Improved morale, productivity and many other unique competitive advantages by significantly more effective team and individual human resource utilization throughout all levels of the organization.