MGT 420 Module 4 Discussion Question 2:

How are the three characteristics of effective teams evident in each of Tuckman’s five stages of team development? Provide examples to support your response.

ADDITIONAL DETAILS 

Tuckman’s five stages of team development?

Introduction

I’ve been an organizational psychologist for over 20 years, and I often find myself working with teams that are stuck in one stage of Tuckman’s five stages of team development. In this article, we’ll discuss each stage and how you can help your team get unstuck.

Tuckman’s five stages of team development model was first developed in 1965

Tuckman’s five stages of team development model was first developed in 1965 by James Tuckman, who was a professor at the University of North Carolina. The model is based on research into how teams form and develop, and it’s used to describe the process of team development.

The five stages are:

• Forming (or “green fog”) – The initial stage where people don’t know each other well enough to work together effectively yet they still want to be part of a group. In this stage, everyone may feel like they’re being judged or criticized by their peers (which can cause tension).

• Storming/Norming – This is when teams begin working together regularly so they can start learning how each other thinks and feels about certain situations or tasks that come up during their workday.* When someone gives feedback at this point, it means something important has changed in their relationship with them.* 3) Performing – The performance stage where members are able to meet deadlines while also maintaining high morale levels thanks primarily due *to* having good communication skills between themselves! 4) Adjourning – This occurs after performing because there were some problems encountered along way so now everyone needs time away from project before getting back again 5.) Assimilating—this means everything has been figured out except maybe one thing…

Forming

In the first stage of team development, “forming”, you are creating a common identity. This can be done through clear goals and expectations for all members to share. It also involves forming relationships with one another during this time period so that people feel comfortable enough to work together efficiently across different departments or organizations.

In addition to forming relationships, you will need to create norms and roles within your group as well as develop trust in each other’s abilities based on past experience working together before joining forces again (or not).

Storming

The storming stage is the first of Tuckman’s five stages. It’s a period where people are getting to know each other, figuring out their roles in the team and learning how to work together. People may be arguing about things or disagreeing with one another during this phase. This can be frustrating for some people because it feels like there isn’t much cohesion yet among teammates who don’t yet know each other well enough to build trust or create an effective working relationship.

During this period, you might find yourself feeling insecure and defensive because you’re trying so hard not only to understand what your role is but also how other members of your group operate—and those answers aren’t always clear-cut!

Norming

In the first stage, called “norming,” you can see the team starting to gel. They’re starting to work together and feel more comfortable with each other. They feel like a team, even though there may not be any clear leader or core members yet. In this stage, new ideas are being shared and discussed; people are getting used to working together on common goals; and people are gaining confidence in their abilities as well as in each other’s skillsets (and weaknesses).

Performing

You’re in a state of productivity. You’ve achieved a high level of performance, and can work well under stress. Your team has reached a high level of cohesiveness and trust, which allows them to perform independently without much supervision or guidance from someone else.

Adjourning

The first stage is Adjourning. It’s the end of the project, and everyone has gone home to their normal lives.

The second stage is Coming into Focus: The team members begin to see themselves as individuals again (and may even have some regrets about what they did). They may realize that some things didn’t work out as planned, or that one person really wasn’t suited for this kind of work at all. They may also realize that if they had just done things differently, things could have been better!

The third stage is Initiating Change: Everyone considers what happened during adjourning and decides how to change things going forward—in order words: make changes from scratch without losing sight of why we started in the beginning place in order not ruin our reputation with our clients/customers etc…

Being aware of where your work group is at in tuckman’s five stages can help you better understand what is going on with your team and how to improve communication.

Being aware of where your work group is at in Tuckman’s five stages can help you better understand what is going on with your team and how to improve communication.

• Stage 1: Forming

Your team is just starting out, so there isn’t much structure or organization yet. The information sharing and communication between members is mostly one-way because everyone has an idea about what needs to be done but no one knows who will do it or when it should be done. This stage usually lasts for a few weeks before things start moving forward from there on out!

• Stage 2: Stormy Weather (6-12 months)

As more people begin coming onto the team, more conflict arises from different opinions being expressed by different people—but these conflicts don’t cause enough friction for them to derail progress toward completion of their project plans; however, sometimes this stage may last longer than 12 months because some projects are complex enough that they require more time than others would need before completing them successfully (for example: building a house).

Conclusion

Tuckman’s five stages of team development model was first developed in 1965. Since then, it has been used by many organizations for different purposes. For example, companies use this model to help them understand where their teams are at and what they can do to keep them on track. In this article we discussed Tuckman’s five stages of team development model and how it applies to any work group.

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