Forming/Storming/Norming and Performing REMOTELY?

Anybody who has attended a team building exercise in a training room OR facilitated/led any sort of course will have experienced Tuckman’s model*.

But how does Tuckman work within remote learning through Zoom or Teams?

Basically, Psychologist Bruce Tuckman originated the "Forming, Storming, Norming, and Performing" model, which is designed to help make a new team become effective – faster.

It’s quite tangible and visible when you are in front of people but harder to detect on line! What’s your experience?

As a basic reminder, the four ?Tuckman stages are:

Forming?when people get to know each other and their roles.

Storming?when conflict and friction can arise as people's true characters start to emerge and they start to push against boundaries.

Norming?where people start to resolve their differences, appreciate one another's strengths, and respect your authority as a leader.

Performing?when your team is in flow and performing to its full potential.

Tuckman later added a fifth stage, "adjourning" (also known as "mourning") to mark the end of a team's journey.

In terms of ?Teams and/or Zoom I have found that:

Forming? can take for ever as people join late, have trouble connecting or switch off their videos. Sometimes it’s like being at the start of a séance -operating a Ouija board with the question “Is there anybody there?”

Storming?“when conflict and friction can arise as people's true characters start to emerge” ?DITTO -they often don’t although I have witnessed some off camera and stage voice domestic conflicts if the person is working from home!

Norming? DITTO

Performing?“when your team is in flow and performing to its full potential”. I find that if the Norming stage is eventually achieved in Teams or Zoom, we jump here.

Tuckman later added a fifth stage, "adjourning" (also known as "mourning") to mark the end of a team's journey. Hmm, the jury is out for me!

All this points to the need for new ways of working through either Teams or Zoom.

There are, of course, plenty of points of convergence between real time and virtual events but a lot of differences. I have produced a free 29-point check list that has a comprehensive focus on what you often need to think about before, during and after any virtual event.

Not all of these will always be applicable for your training design, delivery, and evaluation activities, but the range ?is wide enough to cover most learning arrangements and any engagement with other internal or external workplace events.

There is also a Code of Conduct setting out protocols which can be used as the basis for ground rules or learning agreements for virtual training courses. This is cross referenced to the checklists.

Get in touch if you would like a copy AND tell me IF and HOW Tuckman works for you remotely.

www.qedworks.co.uk

*https://en.wikipedia.org/wiki/Tuckman%27s_stages_of_group_development