TUCKMAN TEAM BUILDING STAGES FOR BEST PERFORMANCE

One of the most influential studies about team building and team effectiveness is Bruce Tuckman’s four stages called “Tuckman’s stages for group building” from 1965.

It states that the ideal group decision-making process should occur in four stages, these stages enable a group, a team to tackle problems, finds solutions and deliver results.

•  STAGE ONE “FORMING":

This is the first stage, which involves bringing the team together, at this stage, team usually have positive expectations also they may express some anxiety about other members, at this point it is about building relationships within the team, clarifying the mission, the mission must be clearly articulated.

Many individuals may be reluctant to contribute at this stage, the support of the leader is needed extensively, he must hands-on giving clear directions and make sure to create a culture of respect, no misunderstanding must be found.

•  STAGE TWO “STORMING”:

 At this stage, the team members, feel more able to express and question opinions, you will see more internal conflict. Your role as a manager is to contain and direct this energy into a productive channel.

You need to be more supportive and guiding the team in their decision-making and offering explanation, you need to explain clearly what are the expectations, no conflict is allowed.

Once the team starts to address the differences between their initial perception then you will realize that you are in the “storming stage”.

You will start to discuss the situations they are supposed to solve, you need to amplify your listening powers, your team members begin to negotiate the work assignment and express their views. Your role becomes more a facilitator, building trust within sub-groups of the teams.

•  STAGE THREE “NORMING”:

 At this stage, the leader becomes a team member, team concept starts to manifests itself, members will learn how to work together, the team now has established core processes, as a manager, you need to ensure the team avoids spending unnecessary time on issues related to smaller processes.

You will be an observer and a facilitator to ensure mutual trust and feeling of the pleasure in accomplishing tasks.

 Your team starts to develop a sense of “team pride”.

•  STAGE FOUR “PERFORMING”:

Your team now has reached the final stage of its development and can bring real benefits to you and the organization.

Your team members are now competent, autonomous and able to handle the decision-making process without supervision.

Moral is high and general atmosphere is positive, members are confident about their outcome, enjoy open communication and exhibit high energy, disagreement is allowed as long as they are in acceptable channels.

 Now you become a delegator, but you need to keep an eye on their relationships to remain positive and productive, this is because changes in the dynamics of the group can result going back to stage one.

SAMER HADDAD - MAY 2020