Many new (and experienced) team leaders are well aware of the necessity of developing strong rapport and relationship with their team members, so that it is easier to work with that individual.

And of them may also be aware of the need to ensure that the team works well together.

Then if you are a team leader, have you heard of Professor Bruce Tuckman’s Stages of Team development model, published in 1965?

Let me explain the model, as I did to my participants on 16 June 25 in my 5 Laws of Leadership training workshop.

 

There are 5 stages:

1 – Forming: The team is formed with its current team members for the first time.

2 – Storming: Friction occurs due to each team members’ particular way of working.

3 – Norming: Team members are beginning to accept each other and to work together.

4 – Performing: The team is achieving its goals.

5 – Adjourning: The current nature of the team is changed when team members come and go.

 

Almost every leader I have worked with wants a Performing team, but not many are consciously aware of what it takes to get there. For one thing, a team does not go from Forming (in Day 1) to Performing (by Day 2); it takes time and consistent effort (often weeks to months at least) by the team leader.

Furthermore, at every stage of the Team development model, there are different conflicts that will occur, requiring different leadership strategies and approaches by the team leader to resolve successfully.

 

Keep on leading.

To make team development more interesting, a team without effective leadership will actually devolve or slip back into the earlier stages, hence becoming worse.

That means as a team leader, you have to consistently lead your team. There are no ‘off’ days for you.

So, if you are a team leader, do you want a Performing team, and are you willing to work for it?

 

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