Applying Tuckman’s model for team development - Revision history

Rosemarie madsen: /* Limitations and challenges in Tuckman's model */

2021-03-01T07:56:50Z

Limitations and challenges in Tuckman's model

← Older revision		Revision as of 07:56, 1 March 2021
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	'''Adjourning'''		'''Adjourning'''
	The last stage was not originally a part of the model from 1956 but was added jointly with Mary Ann Jensen in 1977 <ref name=" Stages of Small-Group Development Revisited Group Facilitation,"> B. W. Tuckman and M. A. C. (Original: 1977): Gr. Facil. A Res. Appl. J., no. 10, pp. 43–48, 2010.</ref>. The adjourning stage is the stage of ending and departure. This is the final stage of the team development, also the end of the project. This stage is usually associated with more stress, as the deadline of the project is nearing, and most likely new projects are starting up. There is however also a cause of celebration when all the work has been handed in and the common goal has been reached. Here the team also evaluates their work and takes everything they have learned in the teams with them to the next project. When the project ends the people in the teams typically disappear along with the project. Therefore, it is important to leave on a good note, because you might not know when you need their help another time or when you might work with them again.		The last stage was not originally a part of the model from 1956 but was added jointly with Mary Ann Jensen in 1977 <ref name=" Stages of Small-Group Development Revisited Group Facilitation,"> B. W. Tuckman and M. A. C. (Original: 1977): Gr. Facil. A Res. Appl. J., no. 10, pp. 43–48, 2010.</ref>. The adjourning stage is the stage of ending and departure. This is the final stage of the team development, also the end of the project. This stage is usually associated with more stress, as the deadline of the project is nearing, and most likely new projects are starting up. There is however also a cause of celebration when all the work has been handed in and the common goal has been reached. Here the team also evaluates their work and takes everything they have learned in the teams with them to the next project. When the project ends the people in the teams typically disappear along with the project. Therefore, it is important to leave on a good note, because you might not know when you need their help another time or when you might work with them again.

	'''Virtual teams'''		'''Virtual teams'''
	There have been many challenges due to the global pandemic (COVID-19), where many companies have sent their employees home. Home offices have not only turned our daily routine around, but also made new challenges when it comes to working in teams. We have come accustomed to the physical advantages of working in teams, the brainstorming, the handling of conflicts, the workflow and the social interactions. Team development has therefore changed to something more global and international, still having Tuckman model in mind, but also making and adding changes to fit this century and current situation to help the project managers better guide their team members through these odd times. One of the important factors to enhance better teamwork is real time information sharing, using the right software that accommodates to everyone's needs and trust is a major factor for working efficiently among team members who are unable to meet. “In terms of trust, the majority of respondents said that using collaborative tools enabled them to communicate more effectively and regularly than they would have done if they were working face-to-face, and that this connectivity between team members helped them get to know each other and build trust more quickly.”<ref name=" Managing the life cycle of virtual teams "> B. Ferdman, A. Avigdor, D. Braun et al. (2020) [https://www.sciencedirect.com/science/article/pii/S1075425317302223?casa_token=8GRAbtIlTdMAAAAA:obBlyzuGtcM2I_-vaBuz3lLMDsFFlWUq5vyCBXIaHqnWfmasxBbtn9crqJ7ishtV8roz6cZZWg/.]. Retrieved 27 February 2021 </ref>. This is something that will probably be investigated further, due to a lot of companies being more global and international. Here diversity and cultures might clash at some point, just like it would be physically. But not being able to handle it face-to-face might pose some challenges, when it comes to virtual teams.		There have been many challenges due to the global pandemic (COVID-19), where many companies have sent their employees home. Home offices have not only turned our daily routine around, but also made new challenges when it comes to working in teams. We have come accustomed to the physical advantages of working in teams, the brainstorming, the handling of conflicts, the workflow and the social interactions. Team development has therefore changed to something more global and international, still having Tuckman model in mind, but also making and adding changes to fit this century and current situation to help the project managers better guide their team members through these odd times. One of the important factors to enhance better teamwork is real time information sharing, using the right software that accommodates to everyone's needs and trust is a major factor for working efficiently among team members who are unable to meet. “In terms of trust, the majority of respondents said that using collaborative tools enabled them to communicate more effectively and regularly than they would have done if they were working face-to-face, and that this connectivity between team members helped them get to know each other and build trust more quickly.”<ref name=" Managing the life cycle of virtual teams "> B. Ferdman, A. Avigdor, D. Braun et al. (2020) [https://www.sciencedirect.com/science/article/pii/S1075425317302223?casa_token=8GRAbtIlTdMAAAAA:obBlyzuGtcM2I_-vaBuz3lLMDsFFlWUq5vyCBXIaHqnWfmasxBbtn9crqJ7ishtV8roz6cZZWg/.]. Retrieved 27 February 2021 </ref>. This is something that will probably be investigated further, due to a lot of companies being more global and international. Here diversity and cultures might clash at some point, just like it would be physically. But not being able to handle it face-to-face might pose some challenges, when it comes to virtual teams.

Rosemarie madsen: /* Limitations and challenges in Tuckman's model */

2021-02-28T12:13:03Z

Limitations and challenges in Tuckman's model

← Older revision		Revision as of 12:13, 28 February 2021
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	= Limitations and challenges in Tuckman's model =		= Limitations and challenges in Tuckman's model =

	[[File:Leadershiptuckman.JPG\|~~580px~~\|thumb\|right\|Table 3: Own illustration of the Tuckman's team building model from G. Essien <ref name=" THE CHALLENGES OF MANAGING DIVERSE TEAMS – culcessieng,"> G. Essien, (2015) [https://culcessieng.wordpress.com/2015/03/28/the-challenges-of-managing-diverse-teams/.]. Retrieved 21 February 2021.</ref>.]]		[[File:Leadershiptuckman.JPG\|550px\|thumb\|right\|Table 3: Own illustration of the Tuckman's team building model from G. Essien <ref name=" THE CHALLENGES OF MANAGING DIVERSE TEAMS – culcessieng,"> G. Essien, (2015) [https://culcessieng.wordpress.com/2015/03/28/the-challenges-of-managing-diverse-teams/.]. Retrieved 21 February 2021.</ref>.]]

	Tuckman’s model has been used for decades as a management tool for the development of teams, but like many other tools, it has its challenges. Some of them were identified by Tuckman in 1965 where he states that “First this literature cannot be considered truly representative of small-group developmental processes, since certain settings have been overrepresented….”<ref name=" Development sequence in small groups "> B. Tuckman: Psychological Bulletin (1956). Archived: [http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.1090.1796&rep=rep1&type=pdf]. Retrieved 18 February 2021.</ref>.		Tuckman’s model has been used for decades as a management tool for the development of teams, but like many other tools, it has its challenges. Some of them were identified by Tuckman in 1965 where he states that “First this literature cannot be considered truly representative of small-group developmental processes, since certain settings have been overrepresented….”<ref name=" Development sequence in small groups "> B. Tuckman: Psychological Bulletin (1956). Archived: [http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.1090.1796&rep=rep1&type=pdf]. Retrieved 18 February 2021.</ref>.

Rosemarie madsen: /* Limitations and challenges in Tuckman's model */

2021-02-28T12:12:44Z

Limitations and challenges in Tuckman's model

← Older revision		Revision as of 12:12, 28 February 2021
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	= Limitations and challenges in Tuckman's model =		= Limitations and challenges in Tuckman's model =

			[[File:Leadershiptuckman.JPG\|580px\|thumb\|right\|Table 3: Own illustration of the Tuckman's team building model from G. Essien <ref name=" THE CHALLENGES OF MANAGING DIVERSE TEAMS – culcessieng,"> G. Essien, (2015) [https://culcessieng.wordpress.com/2015/03/28/the-challenges-of-managing-diverse-teams/.]. Retrieved 21 February 2021.</ref>.]]

	Tuckman’s model has been used for decades as a management tool for the development of teams, but like many other tools, it has its challenges. Some of them were identified by Tuckman in 1965 where he states that “First this literature cannot be considered truly representative of small-group developmental processes, since certain settings have been overrepresented….”<ref name=" Development sequence in small groups "> B. Tuckman: Psychological Bulletin (1956). Archived: [http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.1090.1796&rep=rep1&type=pdf]. Retrieved 18 February 2021.</ref>.		Tuckman’s model has been used for decades as a management tool for the development of teams, but like many other tools, it has its challenges. Some of them were identified by Tuckman in 1965 where he states that “First this literature cannot be considered truly representative of small-group developmental processes, since certain settings have been overrepresented….”<ref name=" Development sequence in small groups "> B. Tuckman: Psychological Bulletin (1956). Archived: [http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.1090.1796&rep=rep1&type=pdf]. Retrieved 18 February 2021.</ref>.

	The setting is not the only challenge when managing a team since not all teams and team members are alike. Many factors can influence how the team might handle challenges and how Tuckman’s model might not be a straight a road from A to B. A diverse group can be a challenge since different personalities and cultures can influence the team development and the cooperation of the team. “culture is more often a source of conflict than of synergy; cultural differences are a nuisance at best and often a disaster” <ref name=" THE CHALLENGES OF MANAGING DIVERSE TEAMS – culcessieng,"> G. Essien, (2015) [https://culcessieng.wordpress.com/2015/03/28/the-challenges-of-managing-diverse-teams/.]. Retrieved 21 February 2021.</ref>.		The setting is not the only challenge when managing a team since not all teams and team members are alike. Many factors can influence how the team might handle challenges and how Tuckman’s model might not be a straight a road from A to B. A diverse group can be a challenge since different personalities and cultures can influence the team development and the cooperation of the team. “culture is more often a source of conflict than of synergy; cultural differences are a nuisance at best and often a disaster” <ref name=" THE CHALLENGES OF MANAGING DIVERSE TEAMS – culcessieng,"> G. Essien, (2015) [https://culcessieng.wordpress.com/2015/03/28/the-challenges-of-managing-diverse-teams/.]. Retrieved 21 February 2021.</ref>.
	To manage a diverse group, it is necessary to develop and implement different strategies other than Tuckman’s model. In that sense that the project manager might have to adapt to the different roles during the different stages to accommodate the team’s needs. This way the progress can run a bit more smoothly, and one is able to handle the different situations and ensure the team and the organizational success see table 3.		To manage a diverse group, it is necessary to develop and implement different strategies other than Tuckman’s model. In that sense that the project manager might have to adapt to the different roles during the different stages to accommodate the team’s needs. This way the progress can run a bit more smoothly, and one is able to handle the different situations and ensure the team and the organizational success see table 3.
	[[File:Leadershiptuckman.JPG\|600px\|thumb\|center\|Table 3: Own illustration of the Tuckman's team building model from G. Essien <ref name=" THE CHALLENGES OF MANAGING DIVERSE TEAMS – culcessieng,"> G. Essien, (2015) [https://culcessieng.wordpress.com/2015/03/28/the-challenges-of-managing-diverse-teams/.]. Retrieved 21 February 2021.</ref>.]]
	Inclusion is also an important factor to consider. This is not something that Tuckman’s model goes deeper into or includes in the model. Making a safe environment for individuals will result in more effectiveness and easier cooperation. “…. Involves creating the conditions in which individuals can feel safe, valued, and fully engaged, while believing that they can be fully themselves in ways that recognize the process of human development at work because it entails a sense of being at ease and engaged while at the same time encouraging and even requiring individuals to stretch beyond their comfort zones.” <ref name=" Collective experience of inclusion, diversity, and performance in work groups 1,"> B. M. Ferdman, A. Avigdor, D. Braun, J. Konkin, and D. Kuzmycz (2010) [https://www.scielo.br/scielo.php?pid=S1678-69712010000300003&script=sci_arttext/.].</ref>. Making everyone in the team feels safe to encourage them to speak up during brainstorming, which as mentioned earlier is something that should not be frowned upon or questioned. This would make the member feel insecure and excluded from the team, making them withdraw themselves from the team. Social interactions within the group do not only invite inclusion but also to longer relations between the members.		Inclusion is also an important factor to consider. This is not something that Tuckman’s model goes deeper into or includes in the model. Making a safe environment for individuals will result in more effectiveness and easier cooperation. “…. Involves creating the conditions in which individuals can feel safe, valued, and fully engaged, while believing that they can be fully themselves in ways that recognize the process of human development at work because it entails a sense of being at ease and engaged while at the same time encouraging and even requiring individuals to stretch beyond their comfort zones.” <ref name=" Collective experience of inclusion, diversity, and performance in work groups 1,"> B. M. Ferdman, A. Avigdor, D. Braun, J. Konkin, and D. Kuzmycz (2010) [https://www.scielo.br/scielo.php?pid=S1678-69712010000300003&script=sci_arttext/.].</ref>. Making everyone in the team feels safe to encourage them to speak up during brainstorming, which as mentioned earlier is something that should not be frowned upon or questioned. This would make the member feel insecure and excluded from the team, making them withdraw themselves from the team. Social interactions within the group do not only invite inclusion but also to longer relations between the members.

	==Further developments==		==Further developments==
	There have been further developments over the years to better optimize Tuckman’s model for team development. This was something that even Tuckman himself choose to investigate 12 years later.		There have been further developments over the years to better optimize Tuckman’s model for team development. This was something that even Tuckman himself choose to investigate 12 years later.
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	'''Virtual teams'''		'''Virtual teams'''
	There have been many challenges due to the global pandemic (COVID-19), where many companies have sent their employees home. Home offices have not only turned our daily routine around, but also made new challenges when it comes to working in teams. We have come accustomed to the physical advantages of working in teams, the brainstorming, the handling of conflicts, the workflow and the social interactions. Team development has therefore changed to something more global and international, still having Tuckman model in mind, but also making and adding changes to fit this century and current situation to help the project managers better guide their team members through these odd times. One of the important factors to enhance better teamwork is real time information sharing, using the right software that accommodates to everyone's needs and trust is a major factor for working efficiently among team members who are unable to meet. “In terms of trust, the majority of respondents said that using collaborative tools enabled them to communicate more effectively and regularly than they would have done if they were working face-to-face, and that this connectivity between team members helped them get to know each other and build trust more quickly.”<ref name=" Managing the life cycle of virtual teams "> B. Ferdman, A. Avigdor, D. Braun et al. (2020) [https://www.sciencedirect.com/science/article/pii/S1075425317302223?casa_token=8GRAbtIlTdMAAAAA:obBlyzuGtcM2I_-vaBuz3lLMDsFFlWUq5vyCBXIaHqnWfmasxBbtn9crqJ7ishtV8roz6cZZWg/.]. Retrieved 27 February 2021 </ref>. This is something that will probably be investigated further, due to a lot of companies being more global and international. Here diversity and cultures might clash at some point, just like it would be physically. But not being able to handle it face-to-face might pose some challenges, when it comes to virtual teams.		There have been many challenges due to the global pandemic (COVID-19), where many companies have sent their employees home. Home offices have not only turned our daily routine around, but also made new challenges when it comes to working in teams. We have come accustomed to the physical advantages of working in teams, the brainstorming, the handling of conflicts, the workflow and the social interactions. Team development has therefore changed to something more global and international, still having Tuckman model in mind, but also making and adding changes to fit this century and current situation to help the project managers better guide their team members through these odd times. One of the important factors to enhance better teamwork is real time information sharing, using the right software that accommodates to everyone's needs and trust is a major factor for working efficiently among team members who are unable to meet. “In terms of trust, the majority of respondents said that using collaborative tools enabled them to communicate more effectively and regularly than they would have done if they were working face-to-face, and that this connectivity between team members helped them get to know each other and build trust more quickly.”<ref name=" Managing the life cycle of virtual teams "> B. Ferdman, A. Avigdor, D. Braun et al. (2020) [https://www.sciencedirect.com/science/article/pii/S1075425317302223?casa_token=8GRAbtIlTdMAAAAA:obBlyzuGtcM2I_-vaBuz3lLMDsFFlWUq5vyCBXIaHqnWfmasxBbtn9crqJ7ishtV8roz6cZZWg/.]. Retrieved 27 February 2021 </ref>. This is something that will probably be investigated further, due to a lot of companies being more global and international. Here diversity and cultures might clash at some point, just like it would be physically. But not being able to handle it face-to-face might pose some challenges, when it comes to virtual teams.

	= Annotated Bibliography =		= Annotated Bibliography =
	*Tudor Rickards and Susan Moger – Creative Leadership Processes in Project Team Development: An Alternative to Tuckman’s stage model (2002)		*Tudor Rickards and Susan Moger – Creative Leadership Processes in Project Team Development: An Alternative to Tuckman’s stage model (2002)

Rosemarie madsen: /* Applying Tuckman's model for team development */

2021-02-28T12:11:23Z

Applying Tuckman's model for team development

← Older revision		Revision as of 12:11, 28 February 2021
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	The last stage the performing stage. It is the most efficient stage of the progress. It is also known as the stage where the team reaches a high-performance, hence the name “performing”. Here the team is cooperating, matured, organized, and have reached a form of synergy. There is now a clear and stable working structure, and the team members can acknowledge strengths and weaknesses among the members. The workload has also been optimized by dividing and being flexible with the responsibilities between the members. This also means that the team can resolve conflicts more efficiently than before, due to implementation and make changes to move onwards with the project. Milestones are also celebrated which also motivates the members to work more efficiently.		The last stage the performing stage. It is the most efficient stage of the progress. It is also known as the stage where the team reaches a high-performance, hence the name “performing”. Here the team is cooperating, matured, organized, and have reached a form of synergy. There is now a clear and stable working structure, and the team members can acknowledge strengths and weaknesses among the members. The workload has also been optimized by dividing and being flexible with the responsibilities between the members. This also means that the team can resolve conflicts more efficiently than before, due to implementation and make changes to move onwards with the project. Milestones are also celebrated which also motivates the members to work more efficiently.

	= Applying Tuckman's model for team development =		= Applying Tuckman's model for team development =
	[[File:Skemawiki.JPG\|410px\|thumb\|right\|Table 1: Own illustration of the table of "Moving teams through the stages of team development" from Glasgow University <ref name=" Tuckman’s Team Development Model."> University of Glasgow, (2021). [Available: https://www.gla.ac.uk/media/Media_358180_smxx.pdf.]. Retrieved 21 February 2021.</ref>..]]
			[[File:Skemawiki.JPG\|410px\|thumb\|right\|Table 1: Own illustration of the table of "Moving teams through the stages of team development" from Glasgow University <ref name=" Tuckman’s Team Development Model."> University of Glasgow, (2021). [Available: https://www.gla.ac.uk/media/Media_358180_smxx.pdf.]. Retrieved 21 February 2021.</ref>..]]
	Teamwork is not something that just can be switched on, it is an effort that must come from all team members. But using Tuckman's model can make it easier to decipher the phase that the team is in and how to handles the situation in the best way possible. This way the project manager can make the team more effective and easier deliver a high-performance result.
	== Responsibilities of the Project Manager ==
	During the forming stage, it is advised for the project manager to investigate the qualifications of each team member. How can they best contribute to the team to work most effectively and reach the common goal? Personality tests can also be advised to better secure the communication, workflow, and acceptance of roles on the team “…. The team members are very excited to meet each other. Each of them has heard of one another, although they have not worked together as a team before. They believe they each bring value to this project” <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>. This however will not necessarily prevent the storming phase but might make it shorter and more manageable for the project manager. In this stage, its orientation and getting to know the team members is important for the morality and cooperation of the team.
	Due to the different personalities and different work styles, it is unavoidable to not experience power struggle and conflicts. They will appear due to opinions and frustrations when working with the project. Here it is important to handle the conflicts, instead of trying to ignore them. Here the team needs to be able to seek help from the project manager to resolve conflicts. <ref name=" The Five Stages of Team Development \| Principles of Management."> . Archived: [https://courses.lumenlearning.com/suny-principlesmanagement/chapter/reading-the-five-stages-of-team-development/.] Retrieved 19 February 2021.</ref>. A way to make the team more effective and create a better understanding and cooperation is to make workshops. Small tasks that are easily managed and strengthens the bond and trust between members. “The group must feel safe putting forward ideas. To build team trust try asking for help on tasks. That way you’ll encourage people to reflect on what they can offer and what they need from other team members.” <ref name=" Forming, Storming, Norming, and Performing - From MindTools.com."> The Mind Tools Content Team, (2021). [https://www.mindtools.com/pages/article/newLDR_86.htm.]. Retrieved 21 February 2021.</ref>.		Teamwork is not something that just can be switched on, it is an effort that must come from all team members. But using Tuckman's model can make it easier to decipher the phase that the team is in and how to handles the situation in the best way possible. This way the project manager can make the team more effective and easier deliver a high-performance result.
	This way they can get past the team conflicts and move on to the stage of norming. The social connections between team members might open for more possibilities and encourage them to support each other. This stage is crucial to move past, if not, the team may end up having a plan that is less effective to reach the common goal because they are to focus on consensus. This means that at this stage, the team can either be made and move on or be broken and may not recover. In some extreme cases, the team can be stuck in the storming phase. Here a one-on-one with the project manager, to review the goals and take responsibility for the members of the team, could be the solution to move on. <ref name=" Tuckman; Forming - Storming - Norming - Performing."> The Team Building Company [https://www.teambuilding.co.uk/theory/Forming-Storming-Norming-Performing.html.]. Retrieved 21 February 2021.</ref>.
			== Responsibilities of the Project Manager ==
	If the team gets past the conflicts and enters the norming stage, the cohesion returns, and the members can agree on rules, plans, processes, and values with the help of the project manager. Here it is important to create a positive environment for teamwork, this enhances the workflow and gives the members opportunity to recognize individual expertise and a natural synergy might emerge. Which makes them enter the performing stage. When the team is at the performing stage the team will become more effective, and one might feel that there is no more to contribute with as a project manager. But that is quite the opposite, the project manager should keep engaging the team members and boost them by delegating tasks and celebrate milestones.
			During the forming stage, it is advised for the project manager to investigate the qualifications of each team member. How can they best contribute to the team to work most effectively and reach the common goal? Personality tests can also be advised to better secure the communication, workflow, and acceptance of roles on the team “…. The team members are very excited to meet each other. Each of them has heard of one another, although they have not worked together as a team before. They believe they each bring value to this project” <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>. This however will not necessarily prevent the storming phase but might make it shorter and more manageable for the project manager. In this stage, its orientation and getting to know the team members is important for the morality and cooperation of the team.
	'''Effective or not'''
			[[File:Projectsmartschedule.JPG\|500px\|thumb\|left\|Table 2: Own illustration of the table of the list "Effective or not" from Projectsmart <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>.]]

			Due to the different personalities and different work styles, it is unavoidable to not experience power struggle and conflicts. They will appear due to opinions and frustrations when working with the project. Here it is important to handle the conflicts, instead of trying to ignore them. Here the team needs to be able to seek help from the project manager to resolve conflicts. <ref name=" The Five Stages of Team Development \| Principles of Management."> . Archived: [https://courses.lumenlearning.com/suny-principlesmanagement/chapter/reading-the-five-stages-of-team-development/.] Retrieved 19 February 2021.</ref>. A way to make the team more effective and create a better understanding and cooperation is to make workshops. Small tasks that are easily managed and strengthens the bond and trust between members. “The group must feel safe putting forward ideas. To build team trust try asking for help on tasks. That way you’ll encourage people to reflect on what they can offer and what they need from other team members.” <ref name=" Forming, Storming, Norming, and Performing - From MindTools.com."> The Mind Tools Content Team, (2021). [https://www.mindtools.com/pages/article/newLDR_86.htm.]. Retrieved 21 February 2021.</ref>.

			This way they can get past the team conflicts and move on to the stage of norming. The social connections between team members might open for more possibilities and encourage them to support each other. This stage is crucial to move past, if not, the team may end up having a plan that is less effective to reach the common goal because they are to focus on consensus. This means that at this stage, the team can either be made and move on or be broken and may not recover. In some extreme cases, the team can be stuck in the storming phase. Here a one-on-one with the project manager, to review the goals and take responsibility for the members of the team, could be the solution to move on. <ref name=" Tuckman; Forming - Storming - Norming - Performing."> The Team Building Company [https://www.teambuilding.co.uk/theory/Forming-Storming-Norming-Performing.html.]. Retrieved 21 February 2021.</ref>.



			If the team gets past the conflicts and enters the norming stage, the cohesion returns, and the members can agree on rules, plans, processes, and values with the help of the project manager. Here it is important to create a positive environment for teamwork, this enhances the workflow and gives the members opportunity to recognize individual expertise and a natural synergy might emerge. Which makes them enter the performing stage. When the team is at the performing stage the team will become more effective, and one might feel that there is no more to contribute with as a project manager. But that is quite the opposite, the project manager should keep engaging the team members and boost them by delegating tasks and celebrate milestones.



			'''Effective or not'''

	Work efficiency in a team is important for not only reaching the common goal but also for the progress of how fast and what kind of result can come out of the team. There can be different indicators on whether a team is effective or not with their work. Some characterizations of whether a team is effective and successful can be set up as follows in table 2. <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>.		Work efficiency in a team is important for not only reaching the common goal but also for the progress of how fast and what kind of result can come out of the team. There can be different indicators on whether a team is effective or not with their work. Some characterizations of whether a team is effective and successful can be set up as follows in table 2. <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>.

	[[File:Projectsmartschedule.JPG\|500px\|thumb\|center\|Table 2: Own illustration of the table of the list "Effective or not" from Projectsmart <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>.]]

	= Limitations and challenges in Tuckman's model =		= Limitations and challenges in Tuckman's model =

Rosemarie madsen at 12:08, 28 February 2021

2021-02-28T12:08:55Z

Show changes

Rosemarie madsen at 11:57, 28 February 2021

2021-02-28T11:57:46Z

← Older revision		Revision as of 11:57, 28 February 2021
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	Teamwork is not something that just can be switched on, it is an effort that must come from all team members. But using Tuckman's model can make it easier to decipher the phase that the team is in and how to handles the situation in the best way possible. This way the project manager can make the team more effective and easier deliver a high-performance result.		Teamwork is not something that just can be switched on, it is an effort that must come from all team members. But using Tuckman's model can make it easier to decipher the phase that the team is in and how to handles the situation in the best way possible. This way the project manager can make the team more effective and easier deliver a high-performance result.

	==Responsibilities of the Project Manager==		== Responsibilities of the Project Manager ==

	During the forming stage, it is advised for the project manager to investigate the qualifications of each team member. How can they best contribute to the team to work most effectively and reach the common goal? Personality tests can also be advised to better secure the communication, workflow, and acceptance of roles on the team “…. The team members are very excited to meet each other. Each of them has heard of one another, although they have not worked together as a team before. They believe they each bring value to this project” <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>. This however will not necessarily prevent the storming phase but might make it shorter and more manageable for the project manager. In this stage, its orientation and getting to know the team members is important for the morality and cooperation of the team.		During the forming stage, it is advised for the project manager to investigate the qualifications of each team member. How can they best contribute to the team to work most effectively and reach the common goal? Personality tests can also be advised to better secure the communication, workflow, and acceptance of roles on the team “…. The team members are very excited to meet each other. Each of them has heard of one another, although they have not worked together as a team before. They believe they each bring value to this project” <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>. This however will not necessarily prevent the storming phase but might make it shorter and more manageable for the project manager. In this stage, its orientation and getting to know the team members is important for the morality and cooperation of the team.
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	[[File:Projectsmartschedule.JPG\|500px\|thumb\|center\|Table 2: Own illustration of the table of the list "Effective or not" from Projectsmart <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>.]]		[[File:Projectsmartschedule.JPG\|500px\|thumb\|center\|Table 2: Own illustration of the table of the list "Effective or not" from Projectsmart <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>.]]



	= Limitations and challenges in Tuckman's model =		= Limitations and challenges in Tuckman's model =
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	'''Virtual teams'''		'''Virtual teams'''

	There have been many challenges due to the global pandemic (COVID-19), where many companies have sent their employees home. Home offices have not only turned our daily routine around, but also made new challenges when it comes to working in teams. We have come accustomed to the physical advantages of working in teams, the brainstorming, the handling of conflicts, the workflow and the social interactions. Team development has therefore changed to something more global and international, still having Tuckman model in mind, but also making and adding changes to fit this century and current situation to help the project managers better guide their team members through these odd times. One of the important factors to enhance better teamwork is real time information sharing, using the right software that accommodates to everyone's needs and trust is a major factor for working efficiently among team members who are unable to meet. “In terms of trust, the majority of respondents said that using collaborative tools enabled them to communicate more effectively and regularly than they would have done if they were working face-to-face, and that this connectivity between team members helped them get to know each other and build trust more quickly.”<ref name=" Managing the life cycle of virtual teams "> B. Ferdman, A. Avigdor, D. Braun et al. (2020) [https://www.sciencedirect.com/science/article/pii/S1075425317302223?casa_token=8GRAbtIlTdMAAAAA:obBlyzuGtcM2I_-vaBuz3lLMDsFFlWUq5vyCBXIaHqnWfmasxBbtn9crqJ7ishtV8roz6cZZWg/.]. Retrieved 27 February 2021 </ref>.		There have been many challenges due to the global pandemic (COVID-19), where many companies have sent their employees home. Home offices have not only turned our daily routine around, but also made new challenges when it comes to working in teams. We have come accustomed to the physical advantages of working in teams, the brainstorming, the handling of conflicts, the workflow and the social interactions. Team development has therefore changed to something more global and international, still having Tuckman model in mind, but also making and adding changes to fit this century and current situation to help the project managers better guide their team members through these odd times. One of the important factors to enhance better teamwork is real time information sharing, using the right software that accommodates to everyone's needs and trust is a major factor for working efficiently among team members who are unable to meet. “In terms of trust, the majority of respondents said that using collaborative tools enabled them to communicate more effectively and regularly than they would have done if they were working face-to-face, and that this connectivity between team members helped them get to know each other and build trust more quickly.”<ref name=" Managing the life cycle of virtual teams "> B. Ferdman, A. Avigdor, D. Braun et al. (2020) [https://www.sciencedirect.com/science/article/pii/S1075425317302223?casa_token=8GRAbtIlTdMAAAAA:obBlyzuGtcM2I_-vaBuz3lLMDsFFlWUq5vyCBXIaHqnWfmasxBbtn9crqJ7ishtV8roz6cZZWg/.]. Retrieved 27 February 2021 </ref>. This is something that will probably be investigated further, due to a lot of companies being more global and international. Here diversity and cultures might clash at some point, just like it would be physically. But not being able to handle it face-to-face might pose some challenges, when it comes to virtual teams.

	= Annotated Bibliography =		= Annotated Bibliography =

Rosemarie madsen: /* Applying Tuckman's model for team development */

2021-02-28T11:53:30Z

Applying Tuckman's model for team development

← Older revision		Revision as of 11:53, 28 February 2021
Line 63:		Line 63:
	Teamwork is not something that just can be switched on, it is an effort that must come from all team members. But using Tuckman's model can make it easier to decipher the phase that the team is in and how to handles the situation in the best way possible. This way the project manager can make the team more effective and easier deliver a high-performance result.		Teamwork is not something that just can be switched on, it is an effort that must come from all team members. But using Tuckman's model can make it easier to decipher the phase that the team is in and how to handles the situation in the best way possible. This way the project manager can make the team more effective and easier deliver a high-performance result.

	== Responsibilities of the Project Manager ==		==Responsibilities of the Project Manager==

	During the forming stage, it is advised for the project manager to investigate the qualifications of each team member. How can they best contribute to the team to work most effectively and reach the common goal? Personality tests can also be advised to better secure the communication, workflow, and acceptance of roles on the team “…. The team members are very excited to meet each other. Each of them has heard of one another, although they have not worked together as a team before. They believe they each bring value to this project” <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>. This however will not necessarily prevent the storming phase but might make it shorter and more manageable for the project manager. In this stage, its orientation and getting to know the team members is important for the morality and cooperation of the team.		During the forming stage, it is advised for the project manager to investigate the qualifications of each team member. How can they best contribute to the team to work most effectively and reach the common goal? Personality tests can also be advised to better secure the communication, workflow, and acceptance of roles on the team “…. The team members are very excited to meet each other. Each of them has heard of one another, although they have not worked together as a team before. They believe they each bring value to this project” <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>. This however will not necessarily prevent the storming phase but might make it shorter and more manageable for the project manager. In this stage, its orientation and getting to know the team members is important for the morality and cooperation of the team.
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	[[File:Projectsmartschedule.JPG\|500px\|thumb\|center\|Table 2: Own illustration of the table of the list "Effective or not" from Projectsmart <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>.]]		[[File:Projectsmartschedule.JPG\|500px\|thumb\|center\|Table 2: Own illustration of the table of the list "Effective or not" from Projectsmart <ref name=" The Five Stages of Team Development: A Case Study."> CanadaTeam, Quickbooks (2021). G. Abudi, 2010 [Available: https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.php. ]. Retrieved 06 February 2021.</ref>.]]



	= Limitations and challenges in Tuckman's model =		= Limitations and challenges in Tuckman's model =

Rosemarie madsen at 11:53, 28 February 2021

2021-02-28T11:53:12Z

← Older revision		Revision as of 11:53, 28 February 2021
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	The Tuckmans model, also known as the “Form-Storm-Norm-Perform”(FNSP)-model was first proposed and introduced in 1956 by Bruce Tuckman <ref name=" A Theory of Group Development "> W. G. Bennis and H. A. Shepard, Hum. Relations, vol. 9, no. 4, pp. 415–437, Nov. 1956.</ref>. here he states that there are stages that teams go through, and that these are necessary and cannot be avoided in order for the team to develop and step up to the given challenge. “The following model is offered as a conceptualization of changes in group behaviour, both in social and task realms, across all group settings, and over time.” <ref name=" DEVELOPMENTAL SEQUENCE IN SMALL GROUPS 1 "> B. W. Tuckman (1965).</ref>. This will enable them to tackle different problems, plan better, find results, and in the end, get the results to reach their common goal. This will make the team more effective, give them more stability and maturity over time, this however can be done at different rates, which is stated in several bibliographic sources <ref name=" The Five Stages of Team Development \| Principles of Management.">. Archived: [https://courses.lumenlearning.com/suny-principlesmanagement/chapter/reading-the-five-stages-of-team-development/.] Retrieved 19 February 2021.</ref>., <ref name="Forming to Performing: The Evolution of an Agile Team."> . D. Rowley and M. Lange: Archived: [https://courses.lumenlearning.com/suny-principlesmanagement/chapter/reading-the-five-stages-of-team-development/.] Retrieved 19 February 2021.</ref>., <ref name=" Forming to Performing: The Evolution of an Agile Team,."> . D. Rowley and M. Lange 2007.</ref>., <ref name=" THE TUCKMAN’S MODEL IMPLEMENTATION, EFFECT, AND ANALYSIS & THE NEW DEVELOPMENT OF JONES LSI MODEL ON A SMALL GROUP "> A. JONES: J. Manage., vol. 6, no. 4, Aug. 2019.</ref>.".		The Tuckmans model, also known as the “Form-Storm-Norm-Perform”(FNSP)-model was first proposed and introduced in 1956 by Bruce Tuckman <ref name=" A Theory of Group Development "> W. G. Bennis and H. A. Shepard, Hum. Relations, vol. 9, no. 4, pp. 415–437, Nov. 1956.</ref>. here he states that there are stages that teams go through, and that these are necessary and cannot be avoided in order for the team to develop and step up to the given challenge. “The following model is offered as a conceptualization of changes in group behaviour, both in social and task realms, across all group settings, and over time.” <ref name=" DEVELOPMENTAL SEQUENCE IN SMALL GROUPS 1 "> B. W. Tuckman (1965).</ref>. This will enable them to tackle different problems, plan better, find results, and in the end, get the results to reach their common goal. This will make the team more effective, give them more stability and maturity over time, this however can be done at different rates, which is stated in several bibliographic sources <ref name=" The Five Stages of Team Development \| Principles of Management.">. Archived: [https://courses.lumenlearning.com/suny-principlesmanagement/chapter/reading-the-five-stages-of-team-development/.] Retrieved 19 February 2021.</ref>., <ref name="Forming to Performing: The Evolution of an Agile Team."> . D. Rowley and M. Lange: Archived: [https://courses.lumenlearning.com/suny-principlesmanagement/chapter/reading-the-five-stages-of-team-development/.] Retrieved 19 February 2021.</ref>., <ref name=" Forming to Performing: The Evolution of an Agile Team,."> . D. Rowley and M. Lange 2007.</ref>., <ref name=" THE TUCKMAN’S MODEL IMPLEMENTATION, EFFECT, AND ANALYSIS & THE NEW DEVELOPMENT OF JONES LSI MODEL ON A SMALL GROUP "> A. JONES: J. Manage., vol. 6, no. 4, Aug. 2019.</ref>.".

	The four stages		==The four stages==

	Stage 1: ~~'''~~Forming'''		'''Stage 1: Forming'''

	In the stage of forming the team is assembled and put together, this is also commonly known as the honeymoon phase because everyone is usually on their best behaviour. Here the team gets to know each other, discuss, and agree on how to handle future conflicts amongst the team members. Here a group contract will deal with how to handle challenges, opportunities, and expectations are set to reach the common goal. At the same time, the scope of the project is discussed, defined, concerns are brough up, and how to approach the scope is discussed. Roles are also usually given during this phase by the project manager.		In the stage of forming the team is assembled and put together, this is also commonly known as the honeymoon phase because everyone is usually on their best behaviour. Here the team gets to know each other, discuss, and agree on how to handle future conflicts amongst the team members. Here a group contract will deal with how to handle challenges, opportunities, and expectations are set to reach the common goal. At the same time, the scope of the project is discussed, defined, concerns are brough up, and how to approach the scope is discussed. Roles are also usually given during this phase by the project manager.
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	Stage 2: ~~'''~~Storming'''		'''Stage 2:Storming'''

	The second stage is the storming. This phase can also be defined as where disorder, confusion, and crisis appear. The members has been assigned different roles and statutes along the way and conflicts start to rise with the progress. “Group members become hostile toward one another and toward a therapist or trainer as means of expressing their individuality and resisting the formation of group structure.” <ref name=" DEVELOPMENTAL SEQUENCE IN SMALL GROUPS 1 "> B. W. Tuckman (1965).</ref>. This is because the team is starting to sort itself out and with it comes trust issues and airing different opinions among the members, where everyone might not agree with decisions. The individual team members might realize that the task at hand is not as simple as they had thought, and the prioritization of the project and leadership could be questioned.		The second stage is the storming. This phase can also be defined as where disorder, confusion, and crisis appear. The members has been assigned different roles and statutes along the way and conflicts start to rise with the progress. “Group members become hostile toward one another and toward a therapist or trainer as means of expressing their individuality and resisting the formation of group structure.” <ref name=" DEVELOPMENTAL SEQUENCE IN SMALL GROUPS 1 "> B. W. Tuckman (1965).</ref>. This is because the team is starting to sort itself out and with it comes trust issues and airing different opinions among the members, where everyone might not agree with decisions. The individual team members might realize that the task at hand is not as simple as they had thought, and the prioritization of the project and leadership could be questioned.
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	Stage 3: ~~'''~~Norming'''		'''Stage 3: Norming'''

	Once the storming is over and the dust has settled, the team enters the norming stage. Here everyone has evolved and learned to adapt to the team. “…conflicts are resolved and some degree of unity emerges. In the norming stage consensus develops around who the leaders are, and individual member’s role” <ref name=" The Five Stages of Team Development \| Principles of Management.">. Archived: [https://courses.lumenlearning.com/suny-principlesmanagement/chapter/reading-the-five-stages-of-team-development/.] Retrieved 19 February 2021.</ref>. Here the team will increase in performance and will move their focus to the task at hand, making the team able to reach the common goal.		Once the storming is over and the dust has settled, the team enters the norming stage. Here everyone has evolved and learned to adapt to the team. “…conflicts are resolved and some degree of unity emerges. In the norming stage consensus develops around who the leaders are, and individual member’s role” <ref name=" The Five Stages of Team Development \| Principles of Management.">. Archived: [https://courses.lumenlearning.com/suny-principlesmanagement/chapter/reading-the-five-stages-of-team-development/.] Retrieved 19 February 2021.</ref>. Here the team will increase in performance and will move their focus to the task at hand, making the team able to reach the common goal.
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	Stage 4: ~~'''~~Performing'''		'''Stage 4: Performing'''

	The last stage the performing stage. It is the most efficient stage of the progress. It is also known as the stage where the team reaches a high-performance, hence the name “performing”. Here the team is cooperating, matured, organized, and have reached a form of synergy. There is now a clear and stable working structure, and the team members can acknowledge strengths and weaknesses among the members. The workload has also been optimized by dividing and being flexible with the responsibilities between the members. This also means that the team can resolve conflicts more efficiently than before, due to implementation and make changes to move onwards with the project. Milestones are also celebrated which also motivates the members to work more efficiently.		The last stage the performing stage. It is the most efficient stage of the progress. It is also known as the stage where the team reaches a high-performance, hence the name “performing”. Here the team is cooperating, matured, organized, and have reached a form of synergy. There is now a clear and stable working structure, and the team members can acknowledge strengths and weaknesses among the members. The workload has also been optimized by dividing and being flexible with the responsibilities between the members. This also means that the team can resolve conflicts more efficiently than before, due to implementation and make changes to move onwards with the project. Milestones are also celebrated which also motivates the members to work more efficiently.

Rosemarie madsen at 11:52, 28 February 2021

2021-02-28T11:52:19Z

Show changes

Rosemarie madsen: /* The stages of Tuckman's model */

2021-02-27T12:30:28Z

The stages of Tuckman's model

← Older revision		Revision as of 12:30, 27 February 2021
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	'''The four stages '''		'''The four stages '''

	Stage 1: '''Forming'''		Stage 1: '''Forming'''
	In the stage of forming the team is assembled and put together, this is also commonly known as the honeymoon phase because everyone is usually on their best behaviour. Here the team gets to know each other, discuss, and agree on how to handle future conflicts amongst the team members. Here a group contract will deal with how to handle challenges, opportunities, and expectations are set to reach the common goal. At the same time, the scope of the project is discussed, defined, concerns are brough up, and how to approach the scope is discussed. Roles are also usually given during this phase by the project manager.		In the stage of forming the team is assembled and put together, this is also commonly known as the honeymoon phase because everyone is usually on their best behaviour. Here the team gets to know each other, discuss, and agree on how to handle future conflicts amongst the team members. Here a group contract will deal with how to handle challenges, opportunities, and expectations are set to reach the common goal. At the same time, the scope of the project is discussed, defined, concerns are brough up, and how to approach the scope is discussed. Roles are also usually given during this phase by the project manager.