If you’ve
ever led a team, you know that teams typically go through several stages before
they begin to gel into a productive unit. Bruce Tuckman, a professor of
educational psychology, summarized these stages into his now well-known model
of Forming, Storming, Norming and Performing.
In the
Forming stage, individuals are learning about each other and are still
dependent on team leadership as they transition to “member” status. In the
Storming stage, members may express resistance to the task and compete with one
another as roles and expectations are clarified. By the time the team reaches
the Norming stage, members are communicating better with one another and have a
shared sense of purpose and commitment. At the Performing stage, members have
established working guidelines, are less dependent on their leader, and are on
their way to achieving team goals.
The length of
time it takes for a team to move from Forming to Performing varies, and does
not always go in a straight line. When a new member joins, for example, the
team may revert back to Forming or Storming temporarily. As a team leader,
there are several things you can do to accelerate the journey and make it
smoother.
1.
Establish
a foundation of trust. Outline goals and expectations at the first meeting.
Be timely and consistent in how you evaluate expectations and provide feedback.
Be fair. Do what you say you’re going to do. Be the example of the team member
you want to lead.
2.
Promote
an appreciation of diversity. Recognize and share the value that each
individual brings to the team. Convey that while skill sets, competencies,
personalities may be different they are complementary and necessary for the
optimal outcome. Provide structured or unstructured opportunities for team
members to get to know each other beyond their roles on the team.
3.
Communicate
early and often. Have regular meetings to discuss status, issues and any
changes to goals, schedules or resources. Support – and demonstrate – an
environment of honest, open communication for sharing of ideas and resolution
of issues. Circumvent the rumor mill and its spoils by sharing information as
soon as possible.
4.
Listen
and learn. Strive to understand the communication and behavior style of
each team member and adapt your style accordingly. Encourage team members to
give you feedback. Listen. Demonstrate a willingness to learn from them and
they will be more open to learning from each other.
5.
Recognize
and reward. Recognize individuals for their contributions, but more
importantly recognize the team. Don’t wait until the project is finished or for
an annual department event. Recognize the strides they’ve made in working
together, a team issue they were able to resolve on their own, an innovative
idea that resulted from a brainstorming session. Sponsor a team outing, buy
them lunch, bring in donuts. Celebrate the small stuff.
Want to learn more about your personal style and those of your
team? Please contact me, Rebecca Bales,
at RebeccaBales@luminalearning.com.
Lead on,
Rebecca
No comments:
Post a Comment