Tuckman's Model Of A Leading Team

Decent Essays
Leading Teams
Working in teams is considered to be a large part of the American culture. Marvin Weisbord, a well-regarded author and development expert said, “Teamwork is the quintessential contradiction of a society grounded in individual achievement” (1982). People are more successful when they collaborate and work together, which produces a strong team working together towards a common goal. A great part to having a strong leadership competency is to build and lead an organizational culture with a strong team. For teams to be effective, they must successfully perform both task work and teamwork which is done by capitalizing on the plethora of talents, skills, knowledge, and personalities that you find across the various members of your
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It takes time to form a team, and members often go through recognizable stages as they change from being a collection of strangers to a united group with common goals. Tuckman’s development model listed in figure 1 consist of four major stages that include forming, storming, norming, and performing; these stages provide leaders with tools to navigate challenges that they may face due to the changing nature of teams dynamics (McCabe, 2006). When forming new teams, it is critical to review expectation and roles of not only the team, however, each individual as well. In the case study, Thomas is creating new teams, it is imperative that the why, when, and where, and how are covered in the communication of this change management initiative which is typically communicated in the early stages of the change and reviewed in the forming stage as well. The teams need to understand the new vision, how the teams contribute and communication what he/she sees as the future for the new teams. It is important to make note that not all of these stages will present themselves in every situation; however it is more about having the ability to utilize any one of these skills at any appointed…show more content…
Establishing new working relationship with management, peers, and stakeholders Ensure constant communication via one on ones and regular team meetings. Utilize the Tuckman’s team development model to assist in building good relationships (McCabe, 2006).
Customer/Employee Satisfaction To see how effective the change has been perform a survey to gather results (Cummings, & Worley, 2015). The results would be utilized to make any additional changes to ensure satisfaction and to ensure goals are being meet.
Look for roadblocks within the first 30-60 days of forming the teams By being collaborative, this will allow you to fix any low hanging fruit which will inspire the team and build trust.
Remain engaged and aware: There can be conflicts between the team members regarding how the teams were selected Ensure consistent communication with the tams as well as meet individual with those moving to another team to understanding any concerns they may have. This information can be gathered as well during the data collection phase. The interview will clearly show us the priority estimates of each member. If we find that there is a large difference of opinion within a particular team, we can think of rearranging the
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