5 Research-Backed Team Working Models for Driving Productivity


In today’s modern workplace, the traditional hierarchical structure is becoming more and more a thing of the past.

As new technologies enable companies to become more agile and adaptable, team working models have had to evolve in order to keep up. But which team working models are best for driving productivity?

In this blog post, we’ll explore five research-backed team working models for driving productivity in the workplace.

From self-managing teams to autonomous groups and decentralized organizations, learn how these models can help you create an environment. Where everyone can work together while still achieving the highest level of efficiency.

What are Team Working Models

Team Working Models are frameworks that help to explain how teams are structured and how they interact.

They include models such as the Tuckman Model, the Belbin Model, the Hersey-Blanchard Model, the Leader-Member Exchange Model, and the Five Stage Model.

Each model has a different approach to understanding team dynamics and interactions between team members.

Purpose of using Research-backed Models of Team Building

There are many benefits to using research-backed models of team building. By understanding and utilizing the latest findings from academic and business research, organizations can improve their team’s productivity.

Furthermore, research-backed models of team building can help organizations to identify potential problems and develop creative solutions.

The first benefit of using research-backed models of team building is that it can help organizations improve their team’s productivity. A productive team is one that is able to accomplish its goals efficiently and effectively.

In order to build a productive team, organizations need to understand the factors that contribute to team productivity. Research-backed models of team building can provide this understanding by identifying the key drivers of productivity.

Once these drivers are known, organizations can take steps to ensure that they are present in their teams.

The second benefit of using research-backed models of team building is that it can help organizations to identify potential problems and develop creative solutions.

By understanding the latest research findings, organizations can be aware of potential issues that may arise within their teams. This awareness allows organizations to develop creative solutions to address these issues before they become problematic.

Additionally, by utilizing research-backed models of team building, organizations can learn from the successes and failures of other teams. This knowledge can then be used to further improve the organization’s own teams.

Overview of 5 Best Research-backed Team Working Models

Each model has its own unique approach to team development and composition, and each has been backed by extensive research in the field of psychology. Here is a brief overview of each model: 

a. Scrum Model

The Scrum model is a popular team working model that has been extensively researched and is known to be effective in driving productivity. The Scrum model is based on the following principles:

  • Self-organization: The team decides for itself how best to accomplish its work.
  • Iterative and incremental delivery: Work is delivered in short cycles (called sprints), with each successive sprint building upon the previous one.
  • Close collaboration: Team members work closely together, communicating frequently to ensure that everyone is on the same page.
  • Continuous improvement: The team continually strives to improve its processes and deliverables.

b. Kanban Model

The Kanban Model is a team working model that helps drive productivity by visualizing work, setting priorities, and limiting work in progress. It is based on the principles of just-in-time production and Lean manufacturing.

The Kanban Model was first developed by Taiichi Ohno, the inventor of the Toyota Production System. The name “Kanban” comes from the Japanese word for “sign” or “card.”

The Kanban Model is sometimes referred to as a “pull system” because work is pulled into the system only as needed, rather than being pushed into the system whether or not it is needed.

In the Kanban Model, work is represented by cards that are moved through a series of columns on a board. Each column represents a different stage in the work process. For example, a column might represent “To Do,” “In Progress,” and “Done.”

Cards are added to the board as new work arrives. Work progresses through the columns from left to right. When work reaches the end of the board, it is considered complete.

The Kanban Model can be used with any size team and any type of work. It is especially well suited for software development and other knowledge work where priorities can change quickly and work needs to be flexible.

c. Lean Model

In a lean model, everyone on the team is responsible for ensuring that the work gets done efficiently and effectively. There is no one person in charge of the entire operation; instead, each team member has a specific role to play.

This model encourages communication and collaboration, as well as a sense of ownership over the work.

The lean model is often used in manufacturing and other production-based industries, but it can be applied to any type of work.

In this model, waste is eliminated and quality is emphasized. The goal is to produce the best product or service possible with the least amount of resources.

This model can be beneficial for teams who are looking to increase their productivity. By eliminating waste and focusing on quality, teams can get more done in less time.

This type of model can also help to create a more positive work environment, as everyone feels like they are contributing to the success of the team.

d. Agile Model

The Agile Model is a popular team working model that is based on the principles of iterative development, where requirements and solutions evolve through collaboration between self-organizing cross-functional teams.

The Agile Model was first proposed by software developers in the early 2000s as an alternative to the traditional waterfall model of software development.

The main aim of the Agile Model is to provide a more flexible and responsive approach to software development that can better deal with the rapid changes and uncertainty that are characteristic of many software projects.

The Agile Model has since been adopted by organizations in a variety of industries, and there are now many different agile frameworks that have been developed to guide organizations in how to best implement agile principles within their own context.

e. Waterfall Model

The waterfall model is a sequential design approach in which development is seen as flowing steadily downwards (like a waterfall) through the phases of Conception, Initiation, Analysis, Design, Construction, Testing, Deployment, and Maintenance.

Waterfall works best for projects with well-defined requirements where there is little or no uncertainty.

The main disadvantage of the waterfall is that it does not allow for much flexibility and does not accommodate well for changes that occur during the project lifecycle. 

If you are working on a project with clearly defined requirements and minimal uncertainty, then the waterfall model may be the right choice for you.

However, keep in mind that this approach does not allow for much flexibility and may not be able to accommodate changes that occur during the project lifecycle.

Benefits of Research-backed Team Working Models

When it comes to team productivity, there is no one-size-fits-all solution. However, there are a few research-backed team working models that can help drive productivity in your organisation. Let’s take a look at some of the benefits of these models:

a. Improved Communication & Collaboration

In order for a team to be productive, members need to be able to communicate and collaborate effectively. Fortunately, there are a number of research-backed models that can help teams improve communication and collaboration.

One such model is the “team performance model” developed by Dr. Richard Hackman. This model posits that there are three key elements that need to be in place for a team to be productive: effective structure, supportive context, and skilled leadership.

If any of these three elements is missing, the team will likely struggle to be productive. For example, if the team’s structure is ineffective, members may have difficulty communicating and working together towards common goals.

Similarly, if the team’s context is not supportive (e.g., members do not trust each other or feel like they are not valued), this can also lead to communication and collaboration problems.

When it comes to driving productivity, there is no one-size-fits-all solution. However, research has shown that certain team working models can lead to increased productivity.

One such model is the “task force” model, which involves assigning a specific team or individual to work on a particular task. This model can be effective in situations where the task is clearly defined and there is a need for quick results.

Another model that has been shown to increase productivity is the “project team” model, which involves assigning a team of individuals to work on a specific project over a period of time.

This model can be especially effective in situations where the project requires creative input from multiple individuals.

b. Improved Goal Setting & Execution

Setting and executing goals is critical for any team – whether in a corporate, academic, or another context. And yet, it can be all too easy for teams to get bogged down in the day-to-day and lose sight of their overarching objectives.

That’s where having a clear and well-defined goal-setting and execution process can make all the difference.

By taking the time to map out specific goals and then creating a plan for how to achieve them, teams can stay focused on what’s important and make real progress toward their objectives.

There are a number of different models for goal setting and execution that teams can use, but some of the most popular and effective ones are described below.

c. Higher Quality Output

When it comes to driving productivity, research has shown that higher quality output is achieved when team members are allowed to work in an environment that suits their individual needs and preferences.

This could mean giving them the ability to choose their own hours, working from home, or having a flexible schedule.

Studies have also shown that employees who feel like they have a good work/life balance are more productive. So, if you want your team to be productive, make sure they have the freedom to create a schedule that works for them.


Team working models are essential for driving productivity in any business. By understanding their individual strengths, weaknesses, and dynamics, teams can increase collaboration, and creativity and ultimately boost performance.

We have outlined five research-backed team working models that have been proven to be successful, but it’s important to remember that each team is unique and will require its own tailored approach.

With the right tools and strategies in place, organizations can create a winning environment where everyone can thrive while producing quality results.

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