Team development:existing models and improvements

Revision as of 16:33, 16 February 2023

Team development: existing models and improvements...... by Zisis Atsou s210263

Team development or in short, teamwork , is an important tool for companies to gain a step in a competitive environment. Bruce Tuckman in 1965 established 4 stages of team development , in order to identify the feelings and behaviors of every teammate, as well as break down the process of creating a team(1). Companies invest a lot of money in teams, cause their products , services , or any other activity they have, depends on the group of people tasked to create all these. Many other similar researches have been published about the stages of development , like farell et all, 2009(2), or issac and liat, 2016(3), but all concluded to 4 common stages: Forming, Storming, Norming and Performing. All of which can be used, not only to evaluate how well the team members are gonna connect, but to identify any problems that may occur during this process. Additionally, another stage was added later by Tuckman & Jensen, 1977, called adjourning, which is used to explain what happens after the task is over and the team gets disbanded(5).

All these tools are very important for project management and generally any task management , cause the members can understand and reach a common goal, each other’s feeling and take proper action about it, regardless their experience level(4).

So, after all this research on the stages, many solutions were proposed to improve them, and make the teamwork go smoother. But what new can be done to further improve the process? Variables such as education, nationality, sociability , task orientation , familiarity , beliefs , or ethics will be explored further to determine whether they make a difference in the process of team development.

THE BASICS

Bruce Tuckman in 1965, stated that teams dont form fast, by accident, or slowly(9). Instead they follow specific stages, going from completely strangers to a cohesive group with a common goal(8). Originally, his model had 4 stages called Forming, Storming, Norming and Performing, and years later in collaboration with Mary Ann Jensen in 1977, they introduced a fifth stage called adjourning(5,8,7).

STAGES AND THEIR CONTRIBUTION TO TEAMWORK

Tuckman crafted his model in a fluid manner, so when a step is completed the next one follows naturally(9). Additionally, for members to move from one step to the next they have to resolve every issue(7,8). Specifically the stages are:

FORMING

For starters, it depends whether the team has a leader or not, if they do, then everyone expects guidance from he/she(6,8). If not, then everyone, follow visible characteristics, such as sex, looks, nationality, its a wait and see attitude(7).At this point, the weaknesses and strengths, have to be made clear, so everyone knows whos next to them, and for that leaders are important. Also, the main goal has to be stated clearly and understood by all members, as well as limitations, and expectations(7). Members are getting to know each other, so since everyone has a past from previous experiences in teamwork, good or bad, scars will be made clear by all team members(6). At this stage nothing is expected from the team, only to meet each other.

STORMING

Here things get rough, communication between members is more free and chaotic, some will be offended, and fights will start(8). Additionally, some may fill inadequate, due to being undermined by others, and less social towards the others(8). cliques can happen at this point, by education, nationality , beliefs(3). leaders need to show their skills here, set goals and boundaries for team members, and most importantly, communication , it must be done in a way that is acceptable by everyone(7). furthermore, control, of everyone's contribution must be done immediately, everyone should have a task to do and someone to cooperate, in order to avoid irritation and strifes between members(7).

NORMING

This is where the social attributes of everyone appear! people are slowly see common habits to each other, and learn each other better(6). However, fights are still here, in a smaller scale, since people have gradually learned how to work with each other(8). In addition, success, risks , failures are all part of the process now, and the teammates know that , since relationships skills and roles have been established(8,6,5). leaders deserve congrats here, cause if they reach this stage, then they effectively resolved issues in the team (2,6,7,8).

PERFORMING

All the arguing and problem solving from the previous stages pay off, the teammates have learn to solve any problem between them , individually everyone feels like they belong to a family(8,4). The team consists of interdependent members who strive to succeed a common goal , everybody wants to show their skills for the benefit of the team(8,10,3). Additionally, team members understand their roles , have developed self constraint , and respect for each other (6,2).

ADJOURNING

The project is about to finish, and its celebration time for the team, they made it. But did it go right? have they learned anything as far as teamwork goes? its up to the leader to figure out and point out to the members(2,4,7).

DIFFERENT FACTORS AND HOW THEY AFFECT THE PROCESS

The factors that appeared a lot during the primary stages of team development are education, nationality, sociability , task orientation , familiarity , beliefs , and ethics. According to Tang, Keow Ngang (7) how u shape yr team as a leader in the beginning , can affect the process dramatically in many ways. But why bother, with such variety when u can have all the same, ex same nationality or beliefs. Depending on the demand or the task needed by a company, the team must have specific levels of education and expertise, rather than familiarity with each other(7). Additionally, task orientation highly depends on how talented the leader leader is, if they can address issues , unify the team and reach the common goal then it is a success. Personal characteristics on the other hand, such as beliefs and ethics , can alienate people during the primary stages due to fights and arguments, as well as create cliques, undermine group members. But after norming, people see common characteristics as a positive way to get to know each other better.

IMPROVEMENTS AND CONCLUSION

The Upwork team(8) suggested during and at the completion of each stage, some rewards or tasks should be done to congratulate a milestone. Specifically:

FORMING

An informal introduction night should take place, so people can talk to each other, as well as trivia game about any topic, ex favorite sport, activity etc.

STORMING

work can make people feel insecure, especially when judged by a group in the same working space. therefore compliments, and achievements should be acknowledged either by a graph or gift, or something as easy as a slide on a blackboard

NORMING

here no moves by really necessary cause the teams is starting to bond together, so its better they do it them selves

PERFORMING

the only reward in this stages is contemplate on what is fine, what didn't work, and generally where to go next, which is different for each member

ADJOURING

A share of each others next step after the current task is completed

To sum up, Bruce Tuckman suggested this model of stages, by observing various groups of people, from beginning to the end of their group work. But trully it depends on the team, how they bond and they communicate with each other. some stages like storming may happen faster and some others like performing may be too hard to reach. Each team is different, and though some personal aspects influence the communication, its not always the same. the aspects that were mentioned above, education, nationality, sociability , task orientation , familiarity , beliefs , and ethics play an important role but not a major one.

References for the article

     1.What Is Tuckman’s Model Of Group Development? Tuckman’s Model Of Group Development In A Nutshell, Gennaro Cuofano / November 29, 2022 

     2.  Informal roles and the stages of interdisciplinary team development       MICHAELP. FARRELL, MADELINEH.  SCHMITT and GLORIAD.HEINEMANN,  Published online: 06 Jul 2009  

     3.  Issar, G., Navon, L.R. (2016). Team Work and its Development. In: Operational Excellence. Management for Professionals. Springer, Cham. https://doi-org.proxy.findit.cvt.dk/10.1007/978-3-319-20699-8_32  

     4. How to successfully go through the Five Stages of Team Development, Natacha Leduc, 13 May 2019 

     5. The stages of group development: A retrospective study of dynamic team processes  Miller, Diane L. Canadian Journal of Administrative Sciences — 2003, Volume 20, Issue 2,
     
     6.  BRUCE TUCKMAN'S FORMING, STORMING, NORMING & PERFORMING TEAM DEVELOPMENT MODEL, academia edu, culture artwork,  2010 Carol Wilson www.coachingcultureatwork.com

     7.  TEAM DEVELOPMENT, Tang, Keow Ngang ,Leadership and Change Management — 2019, pp. 37-46
    
     8.  The 5 Stages of Team Development (Including Examples), hiring management article ,upwork, The Upwork Team April 28  2021 

     9.  Tuckman, B. (1965). Development sequence in small groups. Psychological Bulletin, 63

     10. Project Management: "Managing Successful Projects with PRINCE2" 6th Edition (2017)