How can you integrate team building theories into your management style?

1 Tuckman's stages of group development

One of the most widely used team building theories is Tuckman's stages of group development, which describes how teams evolve over time. According to Tuckman, teams go through four main phases: forming, storming, norming, and performing. As a manager, you can use this theory to understand the different challenges and opportunities that your team faces at each stage, and adapt your communication, feedback, and support accordingly. For example, in the forming stage, you can help your team members get to know each other and clarify their roles and expectations. In the storming stage, you can facilitate constructive conflict resolution and encourage open dialogue. In the norming stage, you can reinforce positive norms and values and celebrate achievements. In the performing stage, you can empower your team members to take ownership and initiative and provide them with ongoing coaching and recognition.

2 Belbin's team roles

Another useful team building theory is Belbin's team roles, which identifies nine different roles that contribute to the success of a team. These roles are: plant, resource investigator, coordinator, shaper, monitor evaluator, team worker, implementer, completer finisher, and specialist. Each role has its own strengths and weaknesses, and a balanced team should have a mix of different roles. As a manager, you can use this theory to assess the role preferences and preferences of your team members, and assign them tasks and responsibilities that match their skills and personalities. You can also use this theory to identify any gaps or overlaps in your team's composition, and recruit or develop new team members accordingly. By using Belbin's team roles, you can enhance your team's diversity, creativity, and performance.

4 Hackman's conditions for team effectiveness

A fourth team building theory that can guide your management style is Hackman's conditions for team effectiveness, which specifies the essential factors that enable teams to perform well. These factors are: real team, compelling direction, enabling structure, supportive context, and expert coaching. As a manager, you can use this theory to design and support your team in a way that maximizes its potential and satisfaction. For example, you can create a real team by ensuring that your team members have a shared purpose, interdependence, and stability. You can provide a compelling direction by setting challenging and meaningful goals and communicating them clearly and consistently. You can establish an enabling structure by defining roles and responsibilities, fostering norms and values, and facilitating coordination and collaboration. You can offer a supportive context by providing your team with the resources, incentives, and information they need to succeed. You can deliver expert coaching by giving your team feedback, guidance, and recognition.

5 Appreciative inquiry

A fifth team building theory that can influence your management style is appreciative inquiry, which is a positive and strengths-based approach to change and improvement. Appreciative inquiry focuses on identifying and amplifying what works well in a team, rather than fixing what is wrong. It involves four steps: discover, dream, design, and destiny. As a manager, you can use this theory to foster a culture of optimism, innovation, and resilience in your team. For example, you can discover your team's strengths by asking questions that elicit stories of success and learning. You can dream of your team's aspirations by envisioning the ideal future and the opportunities for growth. You can design your team's actions by co-creating plans and strategies that leverage your team's strengths and align with your vision. You can destiny your team's outcomes by implementing and celebrating your team's actions and achievements.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?