Tuckman Model
The Tuckman model suggests a set of steps for the team development process. Thus, this well-known model suggests that a team can go through the stages of forming, storming, norming, performing, and adjourning. The model inherit its name by its created Bruce Tuckman.
The ability to work as a team is decisive in the success of the project. This capacity will be influenced by multiple factors, such as the sense of belonging, shared objectives, trust, and common values.
In this article, we will explore each of the stages of this development model. Likewise, we will explore the role that the project manager can adopt in each phase of the model.
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Benefits of using the Tuckman Model
It is the responsibility of the project manager to positively influence the team development process. The project manager, as a team leader, has all the advantages of understanding Tuckman’s model and, if possible, putting it into practice.
This model, created in 1965 by Bruce Tuckman, is still current. This way, it can adequately describe the development process of a project team. Whether the team adopts a conventional approach or an agile approach.
By understanding Tuckman’s model, the project manager will be better prepared to positively influence the dynamic of the team’s development.
By understanding where the team is based on the model, the project manager will be able to define an appropriate strategy. Sometimes, the way may be to clearly define objectives and responsibilities. Other times, the solution is to identify and manage conflict situations. Sometimes, the path may suggest developing strategies to make the team more productive. Other times, the model can encourage the project manager to create an environment of trust and respect among all team members.
Explore Tuckman Model Steps
Bruce Tuckman created four of the five stages of his model was added by a Bruce Tuckman student. The fifth stage was add by The stages of the Tuckman model are forming, storming, norming, performing, and adjourning. Let’s analyze the different stages in more detail.
Forming
In the forming stage, a group of people is mobilized to form a team on the project. At this stage, it is normal for members to be unaware of the objectives, roles, and responsibilities of the project. Therefore, it is normal that there exists a lot of uncertainty and tension. As a result, the level of engagement is low.
At this stage, project team members need guidance on what to do, and who will do it. Therefore, the team leader has an important role. He should provide the necessary information to clarify the team’s doubts. Therefore, the leader must share information about the project’s objectives. Likewise, he must clarify the work that must be carried out and the responsibilities. At this stage, nobody should rush the group, as they should have time to get to know each other.
Storming
In the storming stage, the level of conflict increases. The group may question the purpose of the team or the project. Likewise, team members may get into conflict due to differences in status, expectations, responsibilities, or objectives. At this stage, each person individually tries to impose their opinion and their way of working. Collaboration levels are, therefore, practically non-existent.
At this stage, the role of the team leader is fundamental for the team to function. Its role is to facilitate conflict resolution. If necessary, it can help clarify objectives, roles, and responsibilities. During this phase, the leader must, also, create a safe environment for sharing ideas. As there is a lot of conflict, the leader needs to remain calm, listen to both parties, and not make rash decisions. It should also promote communication between team members. Finally, it may also be useful to define behavioral rules for the group, at this point.
Norming
In the Norming stage, the group develops the ability to work together. Thus, at this stage conflict levels decrease and team performance increases. At the same time, the group increasingly comes closer to being a team. They feel more comfortable and start to share values and goals. Collaboration levels increase and people begin to share their opinions without fear of criticism. On the other hand, accepted and unacceptable behaviors are established. Thus, anyone who does not respect them loses the respect of the group.
At this stage, group members are already able to self-regulate. Thus, the project leader intervenes only when necessary. For example, the team may need help to overcome a specific conflict or fit a new member into the team. The team leader must also give constructive feedback to the team. Likewise, it must promote collaboration and teamwork.
Performing
In the performing stage, the team realizes its potential. Thus, levels of productivity, collaboration, and sharing are high. In the same way, they work towards common goals, with trust and respect.
At this stage, the team leader has a residual role. His role is to serve the team when and if necessary. To keep the team functioning at this stage, the leader must encourage all practices that reinforce the ability to work as a team.
Adjourning
This stage of the team’s development is not from Bruce Tuckman’s, but from Mary Ann Jensen’s, who added it in 1977. At this stage, the team demobilizes. Thus, it is important to learn what needs to be learned, recognize who needs to be recognized and celebrate what needs to be celebrated.
At this stage, the team leader has a role in creating conditions for learning, recognizing, and celebrating. So the leader can, for example, facilitate retrospective meetings to evaluate what went well and what could have gone better. Additionally, he can encourage the organization of events so that everyone feels happy and keeps good memories with them.
Conclusion
Any group has to go through several stages to reach the stage where it can be considered a team, working at its maximum potential.
As mentioned, the team leader has an important role in the development of the team. This role is particularly important in the early stages of Tuckman’s model.
A team leader can greatly benefit from knowing the Tuckman model. This way, he will be able to recognize at what stage his group is at and what measures he can take to help his group.