What is it?

A workshop designed around the GRPI Model developed by Richard Beckhard to help strengthen team performance and unity.

Why is it useful?

This workshop creates a strong, shared foundation for the team, helping them operate with clarity, purpose, and mutual support.

The GRPI Model (Goals, Roles, Processes, Interpersonal Relationships) was developed by Richard Beckhard in the 1970s as a framework for diagnosing team effectiveness.

Objectives

To strengthen team effectiveness by clarifying goals, defining roles, establishing clear processes, and enhancing interpersonal relationships.

Resources Required

• Time: 3 hours
• Number of People: 4-18
• Flip charts or whiteboard
• Sticky notes and markers
• Printed worksheets for each GRPI layer (one per participant)
• Timer
• Projector (optional for displaying slides)

Process

Introduction (10 minutes)

1. Overview of the GRPI Model: Briefly introduce the four layers — Goals, Roles, Processes, Interpersonal Relationships — and explain that this workshop will guide the team through each, laying the foundation for more effective collaboration.
2. Setting Expectations: Outline the session’s purpose and ask participants to commit to open and respectful communication.

Step 1: Goals (30 minutes)

1. Goal Clarity Discussion (10 minutes): Ask, “What is our team’s primary mission?” and “What are the key goals for our team over the next quarter?”
2. Activity – Aligning Goals (20 minutes):
   • Divide participants into groups of 3 or 4 and have them write down the team’s top three goals on sticky notes.
   • Come together as a group and compare the responses, discussing any discrepancies. Work toward a shared understanding of team goals.
3. Reflection: Capture the finalised goals on a flip chart or whiteboard. Ensure everyone agrees before moving on.

Step 2: Roles (30 minutes)

1. Role Clarity Exercise (10 minutes): Ask each team member to write down their role, key responsibilities, and unique contributions to the team (use the template provided in the download).
2. Activity – Role Mapping (20 minutes):
   • Each person shares their responses, highlighting any overlaps or gaps in responsibilities.
   • Discuss and adjust as needed to avoid role conflicts or confusion.
3. Reflection: Summarise and document each team member’s role and responsibilities, ensuring clarity.

Step 3: Processes (30 minutes)

1. Process Review Discussion (10 minutes): Ask, “What key processes or workflows do we rely on?” and “Where are we experiencing inefficiencies or confusion?”
2. Activity – Process Mapping (20 minutes):
   • In pairs, team members brainstorm one or two critical processes they feel need improvement (e.g., decision-making, communication, or task tracking).
   • Reconvene as a team and discuss these areas, aiming to identify and agree on at least one specific process improvement.
3. Reflection: Document the agreed-upon process improvement and assign follow-up actions to implement changes.

Step 4: Interpersonal Relationships (40 minutes)

1. Trust and Psychological Safety Discussion (10 minutes): Ask, “How safe do we feel sharing honest feedback or voicing new ideas?” and “What might help us strengthen our relationships?”
2. Activity – Appreciation Circle (15 minutes):
   • Each team member takes turns sharing something they appreciate about each of their colleagues.
   • Encourage specifics, such as how a person’s actions contributed to the team.
3. Activity – Team Contract (15 minutes):
   • Collaboratively draft a “team contract” with a few principles for maintaining a supportive, respectful environment (e.g., “We commit to open communication” or “We assume positive intent”).
4. Reflection: Display the team contract in a shared workspace as a reminder of the team’s commitment to strong relationships.

Closing & Next Steps (10–15 minutes)

1. Review & Recap: Summarise the workshop’s key takeaways. Confirm everyone is aligned on the goals, roles, processes, and relationship-building practices discussed.
2. Action Plan: Assign follow-up actions for key process improvements or relationship-building initiatives.
3. Feedback: Gather brief feedback on the workshop’s impact and usefulness to identify lingering questions or areas to revisit in future sessions.