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Greetings Shahad,Thank you for sharing your insights into the Tuckman’s model of team development. While it’s valuable for understanding the dynamic nature of teams, it’s always good to explore complementary models that offer different perspectives. As an example I wanted to share more informatin on Lencioni’s Five Dysfunctions of a Team which proposes five key dysfunctions that hinder team performance those include: absence of trust, fear of conflict, lack of commitment, avoidance of accountability and inattention to results.Consider both Tuckman’s and Lencioni’s models, which aspects resonate most with your personal experience of working in teams? Has your team ever experienced challenges aligned with any of the dysfunctions? How did your team address those challenges, and what could have been done differently?Dr. Barten
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Tuckman’s Model of The Dynamic Group Process
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Tuckman’s Model of The Dynamic Group Process
Introduction
The Tuckman model of group development gives the basis for understanding that
teams go through the phases of forming, storming, norming, performing and adjourning
(Othman et al., 2023). It is essential for executives managing these teams to recognize and
consider these stages between which the team members can become unproductive and
accomplish objectives. In order to assist the group’s advancement toward high performance
and cohesiveness, leaders must modify their approach to the distinct chances and obstacles
that each stage offers.
Tuckman’s model of the dynamic group process
Setting specific objectives, outlining roles and duties, and creating standards for
cooperation and communication are all crucial tasks for leaders throughout the formation
phase (Srba & Bielikova, 2014). Members are getting to know one another and trying things
out during this phase, and they frequently look to the leader for guidance and organization.
Influential leaders in this stage concentrate on developing trust. This helps to foster a
supportive environment where team members feel comfortable sharing their thoughts and
worries.
As the team enters the storming stage, members may challenge the group’s rules and
procedures and assert themselves, leading to conflicts and disagreements. Leaders are
responsible for encouraging candid dialogue and assisting the group in resolving these
disputes amicably (Othman et al., 2023). This phase is essential for the team to become more
resilient and for relationships to get stronger.
During the norming stage, the team develops unity and a shared identity. Leaders can
aid in this process by rewarding good conduct, offering criticism, and promoting teamwork
(Srba & Bielikova, 2014). A culture of accountability and respect for one another is fostered,
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and shared expectations are better understood when defined standards and values are
established.
Although each level in Tuckman’s approach is significant, leaders may find that the
performance stage is the most vital. At this point, the group is incredibly motivated, united,
and productive in achieving its objectives. Team members need to feel empowered by their
leaders, who also need to ensure everyone is still focused on getting things done (Othman et
al., 2023). A culture of innovation, ongoing development, and shared accountability can help
leaders unlock the potential of their teams and promote long-term success.
Conclusion
In conclusion, Tuckman’s approach provides insightful guidance to leaders managing
teams, enabling them to comprehend the intricacies of group growth and effectively handle
the obstacles and possibilities that arise at every phase. Even if each stage is significant, the
performing stage is the highest point of successful collaboration, where leaders are essential
in enabling and assisting their teams to reach high performance and success levels.
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References
Othman, E. S., Husni, H., Mohd, S. F., Bakar, A., Aris, M. N. M., Shaharudin, R. H., &
Rahmat, N. H. (2023). Exploring The Relationship of Components in Group
Dynamics: A Case Study. International Journal of Academic Research in Business
and Social Sciences, 13(9), 1026-1040. https://www.researchgate.net/profile/NoorRahmatSrba, I., & Bielikova, M. (2014). Dynamic group formation as an approach to collaborative
learning support. IEEE transactions on learning technologies, 8(2), 173-186.
https://doi.org/10.1109/TLT.2014.2373374
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