High-performing work teams are characterized by high alignment and harmony among its members, and this positively affects working relationships, procedures, decisions, and results. But is there work without problems? Certainly not, the team consists of a group of people who are different from each other in terms of thinking, backgrounds and culture, and some problems may arise between them that need to be effectively solved by trust in the leadership and among team members, otherwise, the team will not be able to provide the best performance.
It is known that building or developing a team is not an easy task, as it takes a lot of effort. Because when the project manager forms the work team, he deals with members of various specialties and cultures and they have different opinions and ideas. In this case, each member of the team will work according to what he thinks, and there will be a lot of differences in views as well as a lack of acceptance of the other, which leads to some collisions. In such a working environment, no project can succeed.
What is the Tuckman model and where is it used?
It is a strategy that is adopted to build and develop successful, high-performance work teams that can accomplish their tasks with high efficiency, and be able to overcome the challenges facing the work team members and the leader by identifying the stages that the work team goes through and what happens at each stage, it is used in institutions, companies, projects, businesses, and more
What are the stages of the Tuckman model and what happens in each stage?
It consists of five stages: Forming – Storming – Norming – Performing – Adjourning
It is the first step of team building, and it is considered a very important step, as the team manager tries to bring the members together and makes an effort to get the team members to know each other, exchange some personal information and maybe make friends. It is also a good opportunity to see how each member of the team functions as an individual and how they respond to stress. The team manager should inform each member of the team of his importance and the reason for his choice.
Teams enter the stage of storming, where different ideas are competing with each other while each idea owner thinks he is right. The difference of ideas may result in a conflict between the members, and in this case, the role of the team manager is to try to reconcile opinions and to show each member that his opinion is important and right.
At this stage, team members become open to each other and each one knows the other's idea and point of view by identifying some things such as: identifying the problems they are supposed to solve, how they will perform their tasks individually or collectively, and what leadership model they will accept.
The maturity of team members plays an important role in determining whether the team will move from this stage to the next or never leave it. In some cases, the team gets out of this phase quickly and in other cases, it is destroyed.
In the norming stage, all members of the work team bear the responsibility and have the ambition to achieve the team’s goals. The role of the team manager is supervisory and gives the members the power to make decisions, where the members of the work team are more harmonious and agree to manage the work together to reach the goal. Some team members may present their ideas to the rest and agree on them to enable the team to work.
Work teams reach the performance stage after they have passed all the previous stages successfully. High-performing teams work as a unit and devise ways to carry out their tasks effectively and smoothly without conflict and without the need for supervision from outside the team. At this stage, the team members agree and become qualified and able to deal with the decision-making process without supervision, and the difference between them is possible, expected, and welcome as long as it is within the acceptable framework of the team.
This phase can be stressful, especially if it is unplanned as all the previous four phases involve the team task termination phase, in which tasks are completed, roles are ended, and powers are handed over.
Tuckman’s Team Development Model PowerPoint Diagrams
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