The GRPI model stands for goals, roles, procedures, and interpersonal relationships. As one of the oldest models for team effectiveness, it was first introduced by Richard Beckhard in 1972 to help with understanding team behavior. It was then made popular in 1977 by doctors Irwin Rubin, Mark Plovnick, and Ronald Fry.

The model consists of four components:

Goals: Teams must have clear objectives and desired accomplishments in order to be effective. Without evident direction, it can lead to disputes and disagreements.

Roles: Each and every team member is required to know their responsibilities, authority, and what they’re accountable for. Not knowing this can also lead to conflict.

Procedures: There has to be set processes in place in order for the team to operate successfully. This includes, but isn’t limited to, decision making methods, workflow procedures, conflict resolution strategies, and communication best practices.

Interpersonal relationships: It’s crucial for team members to develop relationships with one another that are based on trust, good communication, and adaptability.

Best suited for: Teams who have lost their direction and need to find their way back into the swing of things.

Rubin, Plovnick, and Fry’s GRPI Model of Team Effectiveness

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