What are the most effective strategies for team building in Tuckman's performing stage?

Remember those bumpy stages of forming, storming, and norming? Well, the performing stage is where your team truly harmonizes. Roles are clear, trust is built, and problem-solving becomes a collaborative dance. But complacency is the enemy here! Continuous team building keeps the engine purring and the team spirit soaring.

In 1965, Bruce Tuckman developed his paper "Developmental Sequence in Small Groups." with the activities of Forming, Storming, Norming, and Performing, with the idea of nurturing a Team to High Performance. Later he added a fifth stage, that he named adjourning (mourning) to mark the end of a team's journey. The first three stages, prepare your team to work together after knowing each other, find each other's strengths and resolve their differences. On the performing stage the team is ready to focus on reaching the goals. PERFORMING Once your team is in flow and performing to its full potential, it's time to focus on the goals efficiently. The differences among your team members will enhance the team's performance.

The time invested in building your team will be paid with "diamonds" when they learn how to respect each other differences, recognize their strengths and trust in each other in order to reach the strategic plan of the company. Many groups fail between the second and third stage and are unable to build a strong performance team and remember after Performing is Adjourning and if you build a great team, they will reach the last stage naturally. One phrase I hear long time agio and like is "the only constant issue on your teams is call change", so stay alert, prepared and ready to "rock".

Building on the performing stage is like adding nitro to a race car. It strengthens communication, boosts morale, and fosters innovation. It prevents complacency and keeps the team focused on shared goals. Remember, a strong team is a winning team, and continuous building keeps them ahead of the pack.

Even in the performing stage, where your team is hitting all the right notes, team building remains crucial. It's like the backstage pass that allows you to fine-tune your performance, address any lingering issues, and prep for future gigs. Beyond the daily grind, team building fosters a sense of belonging and appreciation, injecting a dose of fun that keeps the workplace vibe positive. It's the spice that adds flavor to the routine, making work not just productive but enjoyable. So, think of team building as the encore that ensures your team's success continues to resonate long after the performance is over.

Tuckman's model doesn't reflect reality on the ground. The model oversimplifies how humans actually behave. Storming will happen during performing, but will go more smoothly when a team has a sense of cohesion.

Team building in the performing stage is like tuning instruments in a band – it ensures everyone plays together seamlessly, turning individual skills into a powerful group performance. Over years I have worked with one of best and worst teams A good team is has clear communication, mutual trust, shared goals and a supportive environment without ego centric apporach. While a bad is lacks all above characters. I always say that if a team cannot sit together, its going to be a phenomenal circus at workplace.

Forget stale icebreakers and forced retreats. The performing stage calls for tailored experiences that challenge and inspire. Think collaborative problem-solving games, volunteer initiatives, or even off-site workshops that focus on specific skills relevant to your project. Remember, cater to your team's interests and keep it fresh!

The best way of cohering your team, is sharing stories. You can dictate a long conference until everybody is asleep and probably next week, all of them forgot what it was said. Stories open recipients' minds, they will remember the subjects, the actions and the results, and maybe a year later, a god story will always be remembered. Let them share their exit/failure stories, to learn from each other and know better, how each member will perform, in a similar condition.

Try to keep the team building relevant. Camaraderie matters, but it doesn't create culture, so don't substitute social time for team building. Create a culture of appreciation and small rituals that make sense to the team in the context of the work.

Escape rooms: Test teamwork and communication under pressure. Hackathons: Spark creativity and problem-solving in a fun, competitive environment. Volunteer projects: Build team spirit while giving back to the community. Skill-building workshops: Hone specific skills relevant to your project goals. Team appreciation events: Celebrate successes and build morale.

In the performing stage, team building activities act as the encore to your team's success. Consider organizing hackathons, where the team collaborates on creating innovative solutions. Retreats or offsites can transport the team to a different setting, fostering workshops, games, and outdoor adventures. Celebrate achievements with recognition events, boosting morale and loyalty. These activities not only enhance problem-solving and decision-making but also ensure your team's success resonates long after the performance. It's the secret sauce that keeps your team in the spotlight!

10 years ago, I started as General Manager of an international operation in Guatemala, the direct collaborators were 18, 20 indirect independent distributors and more than 1800 active sales members. Working 4 stages with such a group would be a nightmare, so a common target had to be implanted on all of them... TEAM WORK - ONE TARGET I share with them the sales results of the region and compare each country (population, PBI, market size). Guatemala was the biggest market of the CAP region but was the 2nd or 3rd in sales. I asked why we were not #1 and share all the tools available to reach the goal. The future meetings were all about how each individual can make a difference in reaching the #1 goal.

If you want to create a positive culture, start with appreciation and the 5:1 rule of 5 positive interactions for every negative or corrective interaction. Notice what others contribute, even if they're "just doing their job".

Focus on individual strengths and interests. Encourage open communication and feedback. Celebrate diversity and individual contributions. Remember, a happy and engaged team is the true fuel that propels your project to even greater heights.

Never underestimate any idea, look for cohesion and keep good humor and great relations, with all your team! Take the time to celebrate team's achievements, don't forget a birthday detail and give proper feedback to everyone, listen and learn to be a better manager, with future teams. When a team member feels uncertain or lacks of energy, boost their confidence and career prospects, by praising them at company meetings. Keep the greatness in your work!