5 steps in how to create effective teams in times of change.

Developing a productive and proficient team is important to every company and every project. It is an integral part of the business strategy and vision.

Understanding the stages of team development and how you can facilitate and even foster that development can make the process faster and easier. In today’s environment of Covid-19, changing roles and careers, mastering this process is more important now than ever before.

The best model for doing this that I’ve found is Tuckman’s Tool, a self-evaluation process to help facilitate group development by helping the team cooperate more effectively. The model is named after its developer, Bruce Tuckman, an educational psychologist, who developed it in 1965 based on his observations of group behaviour in different settings.

In Tuckman’s Model, he outlines the different phases groups go through to grow as a team. The model initially consisted of four stages of group formation: forming, storming, norming and performing. Later, a fifth stage was added, called adjourning.

Note: This model is presented in a linear format, but teams can go in and out of some of these phases as new tasks or projects are introduced or new team members are added.

In step one of '5 steps in how to create effective teams in times of change' we look at – Forming. 

This is the time when the team is being formed. Everyone is on their best behaviour and getting to know each other, welcoming and polite but yet distant. Some team members are anxious because they don’t yet understand the work ahead and their role in it. Other team members are excited about the project ahead.

Insights for the leader:

The members of the team focus on you as the leader, accepting your guidance and authority. The leader should be open with information and ready to answer questions. Realise that boundaries, strengths and weaknesses will be tested, including those of the leader.

There is likely to be some baggage regarding the way people have been treated in the past, which might result in some clinging to the old ways, if their experience was positive, or suspicion and apathy if their experience was negative. Make sure expectations and job descriptions are clearly laid out and define a reward structure.

As the leader, you should model the behaviour you would like to see the team exhibit. Be directive and assert your position. Bring the team together on a regular basis to work on joint projects.

To download the full paper on '5 steps in how to create effective teams in times of change' click HERE

Insights for team members:

The best thing to do during this phase is to listen to and empathise with the other team members. Learn as much as you can, and invest in getting to know your team members and your leader.

In my next article I will look at 'Storming' which is the second stage of '5 Steps in how to create effective teams in times of change'. Be sure to join my mailing list at www.keepthinkingbig.com to be kept updated of future posts.

About the author:

Tony Lynch is a business growth consultant, speaker, coach and trainer. He helps business leaders develop strategic plans, closing the gap between expectations and results, providing a process for greater effectiveness, team engagement, performance, productivity and profitability. Tony has trained those in the following professions:

• Hospitality
• Sales
• Financial services
• Estate agency
• Legal services
• Health & wellness
• Coaching

Also, Tony has been a Judge at the UK Business Awards in London as well as the International Business Awards in Amsterdam.

Tony is a regular speaker at events in person or online, as well as being a TEDx speaker. He was also featured in Inc in the ‘100 Great Leadership Speakers for Your Next Conference’.

Tony can be reached at:

Keep Thinking Big

22-25 Farringdon Street,

London. EC4A 4AB

T: 0203 195 2905.

E: [email protected]

W: www.keepthinkingbig.com

L: www.dhirubhai.net/in/tonylynch1