M4D1: Team Building

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M4D1 Team Building

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Tuckmans Team Development Model

Introduction

Bruce Wayne Tuckman came up with the initial four stages of team growth. The theory that he put forth was given the name Tuckmans Stages. He researched team dynamics to lay foundation for his theory. He believed in the fact that the stages that he proposed are essential for groups to progress, function altogether and produce quality results. Later in 1977, Tuckmans work was further strengthened by the adding of fifth step that he worked on with Mary Ann Jensen (Natvig Stark, 2016). The fifth step was Adjourning. Below are the five stages created by Tuckman.

Forming This is the step when the team members first get acquainted.

Storming In this stage the members of the team contribute their ideas for status and acceptance of viewpoints.

Norming At this point working together becomes easier the team members become considerate for each others differences.

Performing In this stage the primary emphasis is to reach the project goal as a team.

Adjourning In the final step the project finally comes to an end, and every member of the team goes in their separate direction.

Example of a Team Progressing via the Tuckman Stages

A team consisting of six members was formed from different parts of a large organization. The goal of the team is to create a better process improvement structure which is essential to maintain and manage the client base. The leader of the team is Anna, who has ten years of experience in project management. Joe is one of the member he has eight years of experience in budgeting. The third member is Brook she has five years of experience in programming. The fourth member is Benjy, carrying fix years of knowledge in stakeholder analysis and problem-solving. The fifth member is Dove she has two years of experience as an individual contributor. The final member of the team is Raj he has one year of experience in value management and the development of database.

Forming The Group meets for the first time

The first time the team assembled, it was terrific. Anna the team lead saw chemistry in all the team members immediately. They were all happy to meet each other and excited for the work ahead. Team members introduced themselves to each other, roles were assigned, group norms were circulated, and team building exercises were held.

Storming The work on the Project has started

The members of the team are back at their workstations, they are in communication with one another through a forum. Joe has assigned some tasks to Brook and Benjy and has not involved Dove and Raj. They believe that their views have not been put into consideration. Both decide to challenge Joe that the tasks assigned to Brook and Benjy are not a two people job. Anna is keeping it low she wants the team members to form an understanding on their terms. Eventually, towards the end of the day, Anna asks all the teams members to keep in mind the things that they decided in their first meeting.

Norming Everything is finally on track

The group is working together for two months now. They are doing well and have formed an understanding. Everyone has started to enjoy working with each other and even communicate after the working hours are finished. Dove has stuck close to Anna and has learned a lot in this period. The team is in the right direction and are progressing towards the project goal.

Performing The Progress Made is Evident

The progress has started to show. The team is now a high-performance team. Dove and Raj have developed their skills in value management. Every team member is progressing well. Joe has developed perfect budgeting plan which seems to be aiding in the progress. Anna goes through the daily progress and appreciates each team member on milestones being met. The achievement of the goal is close.

Adjourning Its a Wrap

The project has reached its end and was a huge success. It was appreciated by international clients immensely. The team members are pleased, they have become close and have learned a lot in the nine months they worked together. Anna is delighted with the team, there were ups and downs, but it all worked out at the end of the day. The team has developed a bond and will be staying friends in the future as well even after parting (Betts Healy, 2015). A final meeting is held in which Anna discusses what worked impactfully and what should be done differently if they are ever given a chance to work together in the future. They are accompanied by the sponsor of the project and executives who are also happy with the result.

Conclusion

It is essential to understand that no matter what the nature of the work, it is inevitable that these steps are going to be followed. It is the task of the team leader to make sure that the team follows these steps for maximum quality work and achievement of the project goal. Without these steps, the group project will not be able to succeed as things will become confusing. It should also be kept in mind that in the above example if another team member is introduced in the later steps, no matter what the progress the team will go back to forming. If a single member like Raj cannot give the needed data, again the team will go back to square one. That is the beauty of group dynamics they can either help in progression or put the team back to where it started.

References

Natvig, D., Stark, N. L. (2016). A Project Team Analysis Using Tuckmans Model of Small-Group Development.Journal of Nursing Education,55(12), 675-681.

Betts, S., Healy, W. (2015). Having a ball catching on to teamwork an experiential learning approach to teaching the phases of group development.Academy of Educational Leadership Journal,19(2), 1.

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CRITICAL THINKING

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