哈克曼 团队效能模型

The Hackman model

J. Richard Hackman, who started studying teams in the 1970s, introduced the Hackman team effectiveness model. Through his 40 years of research, he discovered that what is central to collaboration is not the personalities or behaviors of individual team members but the conditions that enable a group of people to thrive. 

His model comprises five factors, which are:

1. Being a Real Team – Everyone has a defined role with set tasks to complete.

2. Compelling Direction – There is a clear direction or end goal to work towards.

3. Enabling Structure – Workflows and processes support the team in achieving their goals.

4. Supportive Context – Tools, resources, and training help the team reach their goal.

5. Expert Coaching – Access to a coach or mentor when needed helps teams perform more effectively.

The Hackman model is most helpful to managers who want to know how to best structure their team and give them the tools they need to eventually be self-sustaining.

在20世纪70年代，理查德·哈克曼（Richard Hackman）教授就开始研究团队，并提出了哈克曼团队效能模型。

经过40年的研究，他发现：团队协作要想取得成功，并不取决于某个成员的个性或行为， 而是要创造良好的条件，确保成员都能充分发展。

哈克曼模型包含五大要素，分别是：

打造真正的团队 ——成员分工明确、任务明晰。

规划发展方向 ——制定明确的发展规划或最终目标。

强化组织发展 ——团队协作的流程设置贴合团队发展目标。

创建支持性环境 ——提供相关工具、资源和培训服务，助力团队实现发展目标。

提供专业指导 ——必要时需提供专业人士指导，提高团队协作效能。

若管理者想要打造最佳团队，获得独立管理的指导工具，哈克曼模型便是最佳选择！