[ Pobierz całość w formacie PDF ]
ÿþTuckman s Team Development Model
" Achieve effective and
satisfying results
" Members find solutions
to problems using
appropriate controls
TASKS PERFORMING
" Members work
collaboratively
" Members care about
each other
" The group establishes a
" Members agree about
unique identity
roles and processes for
" Members are
problem solving
interdependent
NORMING
" Identifying power and " Decisions are made
control issues through negotiation and
consensus building
" Gaining skills in
communication
" Identifying resources
STORMING
" Expressing differences
of ideas, feelings, and
" Establish base level
opinions
expectations
" Reacting to leadership
" Identify similarities
" Members independent or
" Agreeing on common
counterdependent
goals
FORMING BEHAVIORS
" Making contact and
bonding
" Developing trust
" Members dependent
" Each step builds on the previous one.
" Each step prepares for the performing stage.
" Skipping any step effect performing negatively.
" With every new challenge, the process repeats
Stages of Team Development
Stage 1: Stage 2: Stage 3: Stage 4:
Forming Storming Norming Performing
" Individuals are not clear on " Roles and responsibilities are " Success occurs. " Tea members feel very
what they re supposed to do. articulated. motivated.
" Team has all the resources
" The mission isn t owned by " Agendas are displayed. for doing the job. " Individuals defer to team
the group. needs.
" Problems solving doesn t " Appreciation and trust build.
" Wondering where we re work well. " No surprises.
" Purpose is well defined.
going.
" People want to modify the " Little waste. Very efficient
" Feedback is high, well-
" No trust yet. team s mission. team operations.
received, and objective.
" High learning. " Trying new ideas. " Team members have
" Team confidence is high.
objective outlook.
" No group history; unfamiliar " Splinter groups form.
" Leader reinforces team
with group members. " Individuals take pleasure in
" People set boundaries. behavior.
the success of the team big
" Norms of the team are not
" Anxiety abounds. " Members self-reinforce team
wins.
established.
norms.
" People push for position and
" We versus I orientation.
" People check one another
power. " Hidden agendas become
out. " High pride in the team.
open.
" Competition is high.
" People are not committed to " High openness and support.
" Team is creative.
" Cliques drive the team.
the team.
" High empathy.
" More individual motivation.
" Little team spirit.
" High trust in everyone.
" Team gains commitment
" Lots of personal attacks.
from all members on " Superior team performance.
" Level of participation by
direction and goals.
" OK to risk confrontation.
members is at its highest (for
some) and its lowest (for
some).
Action Steps: Forming to Action Steps: Storming to Action Steps: Norming to
Storming Norming Performing
" Set a mission. " Team leader should actively support and " Maintain traditions.
reinforce team behavior, facilitate the
" Set goals. " Praise and flatter each other.
group for wins, create positive
" Establish roles. " Self-evaluate without a fuss.
environment.
" Recognize need to move out of " Share leadership role in team based on
" Leader must ask for and expect results.
forming stage. who does what the best.
" Recognize, publicize team wins.
" Leader must be directive. " Share rewards and successes.
" Agree on individuals roles and
" Figure ways to build trust. " Communicate all the time.
responsibilities.
" Define a reward structure. " Share responsibility.
" Buy into objectives and activities.
" Take risks. " Delegate freely within the team.
" Listen to each other.
" Bring group together periodically to work " Commit time to the team.
" Set and take team time together.
on common tasks.
" Keep raising the bar new, higher goals.
" Everyone works actively to set a
" Assert power.
" Be selective of new team members; train
supportive environment.
" Decide once and for all to be on the to maintain the tea m spirit.
" Have the vision: We can succeed!
team.
" Request and accept feedback.
" Build trust by honoring commitments.
[ Pobierz całość w formacie PDF ]