Working in Teams and Project Management Frameworks

The identification and understanding of an individual’s role and that of the other team member’s roles is crucial as is the recognition of how the different roles complement each other and work together.

In 1965, B. Tuckman published his idea of how groups assemble by using his ‘Forming, Storming, Norming and Performing model’. You could say that his theory is a helpful explanation of team development, but they may differ from one individual to another. The model does explain how the team develops its maturity, through establishing working relationships. It also connotes the leadership style changing; from a directing style, to coaching, then participating and delegating before almost being detached.

Before you become team with a common goal you will go through these 4 stages which are forming, storming, norming and performing this this theory will help your team to become productive and perform more effectively.

I still remember the time I was chosen to lead the public relations team at one of the student activities back when I was in college, an experience that shaped a lot of the person I am today. I had to establish and maintain good relations with all stakeholders and media, prepare newsfeed updates for all social media platforms, and above all manage a team of 20 members. I spent a lot of time thinking that I am now donning the shoes of my seniors and becoming the person that freshers would look up to. Being an influential leader is not easy, I was sure, and it is more than just telling others what to do. In the following few lines, I employ Tuckman's stages of group development: Forming, Storming, Norming and Performing to outline my journey

Because our team only had seven members, not every role could be performed. As a matter of fact, some of us had to play two roles or three or more occasionally. According to Adair (1986), no matter which role who performs, individual contributions can be seen. Overall strengths of team and areas of weakness have been embodied in group work adequately. Unfortunately, due to less group members, 4 roles described by Belbin such as resource investigator, co-ordinator, implementer and completer finisher have not been well reflected.

Bruce W Tuckman (1965) developed a model to describe the differing stages of team development. He gave us a way of interpreting the various stages groups pass through into making an effective team. As you can see from the illustration below, teams go

To ensure that we succeed in the completion of the project each of the team members have been assigned with roles and responsibilities which were discussed and set out and agreed upon as a group. They are as follows:

The roles will put together a narrative that will be used as a mission statement. And lastly, monitoring your success is necessary to accelerated progress.

My role was that of any team member; I was to contribute to the project with any ideas that I may have had. We all managed our schedules to set aside time to meet each other, and we all worked to get the project done without breaking it down into separate, equal, jobs, instead we worked as a collective.

My role involved communicating information and coordinating activities between members and ensuring its smooth process. The same is coupled with scanning profiles of members, potential members and updating their profiles to ensure there is no data discrepancy. Together with checking the requirements of members, I also match them to

Correspondingly, Tuckman’s (1965) four stages team development model is idealized in our group and help exploring team dynamics. Initially in the forming phase, group members tend to identify task in terms of its

To be successful in a group, roles must be identified early on. Within groups, there are different types of roles- task and maintenance roles. At the beginning of the exercise, no roles had been assigned, but as we gathered more information, people’s roles had become clearer. A task role defines and clarifies a group’s common purpose while maintenance roles foster support and focus on interpersonal relationships. One type of

Within the business setting, the shift from yesterday’s “singular” culture to today’s “team” culture has brought about a new era of learning, development, and innovation. However, this shift has also brought with it a certain amount of dissatisfaction, conflict, and confusion. This paper will focus on the Tuckman Theory, and discuss how Tuckman’s five stages of group development and interaction applies to the work environment and leadership effectiveness.

These 5 stages of Tuckman’s Stage of Team Development are essential to success with the group goals. Forming is the initial formation of the group. Storming is necessary to resolve the conflict. Define group's goals at the norming stage. Performing is the actual goal of the conference group. Adjourning is a process that assesses the results. On the other hand, Tuckman’s Stage of Team Development does not need to occur in the sequence. Some group will make a return journey between all the stages. May be the group will pass through the same stage for few times and not all groups pass through all the stages. Some group will pause in the particular stage for

The team development takes place in five stages. Bruce Tuckman had conducted research on various teams and given the five stages of team development. The team process can be observed in all the five stages of team development. The five stages of Tuckman are: