Leading & Managing Effective Teams: Tuckman Team Model and Self-Development Strategies

This essay discusses the Tuckman Team Model and various stages of team development, including forming, storming, norming, performing, and adjourning. It also explores self-development strategies for team members, such as self-assessment tests, regular feedback, and real-life situations. The essay concludes with a personal reflection on core values and skills for future success as a leader or manager.

Leading & managing
effective teams

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................8
REFERENCES .............................................................................................................................10

INTRODUCTION
Team management is meant by an individual ability and skills of administration that
facilitates in leading or managing a group or team engaged in performing a particular task. Team
management is a procedure comprised of unified approach to be implemented in order to carry
out tasks and operations effectively and efficiently. Team management is a huge concept as it
involves aspects of both management and leadership altogether. There are enormous skills and
abilities required by professionals in order to manage or lead a team. For instance, major of these
skills are effective communication, emotional intelligence, proficiency in delegation of
work/authority, problem-solving, etc. Aims and objectives of implementation of team
management lies in uplifting team or group members with effective communication and support.
This report essay will provide with useful information of team management and various aspects
it is comprised of (Alizadeh and et. al., 2018). Furthermore, it will be including self reflection on
individual core values of an values-based manager for the future.
MAIN BODY
Tuckman Team model
This theory of team development is comprised of various aspects from the initial stage of
team formation to completion of tasks and operations in order to achieve group goals and
objectives. Tuckman's theory of team development is determines several stages of team
management from the initial to final stage. It suggests the fact that teams or group of people are
not fully developed and functioning. Furthermore, this theory recommends various stages in a
systematic manner to be implemented in a workplace for development of team/group in order to
accomplish tasks and operations. These stages defined in Tuckman theory of team development
are as follows:
Forming is primary and initial stage in the process of team management and
development. Forming involves the first meetup of teammates or group together for further
discussion. Moreover, it is comprised of planning procedures required in team management
which governs execution and control of particular tasks and operations (Barbee, 2020). This
initial stage of team development includes discussion over various topics such as group
dynamics, roles and responsibilities, goals to be accomplished, strategies, etc. It facilitates in
setting up of standards of output to be achieved with efficient strategic planning and approaches.

Therefore, each and every aspect required in planning procedure is taken into consideration in
this stage of team development.
Storming stage is considered as the second stage in team development process. This stage
is determined as most critical stage as compared to other stages in the on going process. For
instance, conflicts could arise in this stage as workforce or group sometimes disagrees to their
assigned roles and responsibilities. The management representatives are required to keep a check
upon various subgroups or inner-circles that begin to form under this stage. These conflicts and
false behaviour of group or team could become a barrier in carrying out team management
efficiently as it involves aggregate efforts altogether towards achievement of desired goals and
objectives.
Once the team is managed on the basis of their behavioural approach to work, the team or
group enters the next stage of team development. The third stage of tuckman model of team
development is known as norming stage. In this stage, team members are more familiar with
each other with a developed sense of belongingness towards group. Group members in this stage
begin to ask for help from each others and initiated additional efforts for their co-members
towards achievement of group goals (Blakemore and Agllias, 2019).
Performing stage considers actual operations and activities in order to accomplish
assigned tasks and roles. Its the stage taken into consideration by team managers to get tasks and
activities done. Group members are often motivated in this stage with sense of belongingness
towards group activities and operations to be carried out for accomplishment of group goals. In
performing stage, teammates are characterised by experience, trust, competence, and intimacy.
Throughout this stage, groups working together faces many challenges and barriers in carrying
out group activities and tasks. Furthermore, team leaders in this stage are aimed at controlling
these group operations and activities with consideration of improvisation of existing strategies in
order to increase productivity and efficiency.
According to Tuckman, adjourning stage is determined as the final stage of team
management process. It involves completion of organised tasks and activities which may or may
not result in achievement of goals and objectives. For instance, this stage is basically about
wrapping up of group activities and dismissal of assigned authority and roles and delegated
towards new one (Braun and et. al., 2020). Furthermore, it includes groups or teams to be
dissolved for the existing purpose and repeating the entire process again for another purpose.

Team management and development theories facilitates in ensuring good practice of
tasks and group activities as well as resulting in a positive impact to user. Tuckman theory of
team development provides a systematic approach in order to regulate team development and
carrying out group activities. Representatives using this theory for managing a team are
facilitated in managing human interactions and behaviour of team or group members altogether.
Moreover, the importance and support of team development theory lies in determination of fact
that teams are required to go through all the stages for development in a systematic and
organised manner. In addition to that, it also highlights the need for management of human
behaviour in order to promote smooth functioning of group members together and eliminating
conflicts and other negative aspects. This theory of team development focuses on development
and betterment of both individuals as well as group-task focused (Darby and et. al., 2018). The
major and primary purpose of Tuckman theory is to determine strategies and stages for team
development with consideration of development of individual as well team altogether. In order to
implement this theory into team management, there is a need to identify the stage a particular
team is operating at. Furthermore, strategies and recommendations could be applied further once
the representatives of team management discovers the current stage of team or group.
Remote or hybrid teams are meant by multiple teams working together but are operating
from different geographical locations. These teams communicate through technological means of
communication such as messaging, e-mail, video or voice calls, etc. Representatives of
management finds it quite difficult to manage and lead these multiple teams operating from
different location working altogether (Duininck and et. al., 2019). Team managers or leaders
considers various measures or strategies in order to manage the team and activities to be carried
out by team members effectively and efficiently. Major challenges faced in management of
multiple remote teams are lack of person-to-person supervision, social isolation, inefficient
understanding due to lack of confrontation, etc. In order to prevent these challenges affecting
efficiency of team members, there are several approaches and techniques to be used by
management representatives in workplace. Primary and major of these approaches are taking
advantage of available technology, introducing rules of engagement, being outcome-focused,
ensure remote and social interactions, mentoring over managing, etc. The barriers and obstacles
in managing multiple teams could be easily eliminated with adaptation of these approaches by
team managers and leaders. Determination of specific and uncomplicated purpose of organised

and initiated team activities in order to ensure completion of work effectively and efficiently.
Initiating additional efforts towards development of sense of belongingness among team
members with organisation or entire team. These strategies and approaches facilitate in effective
completion of group tasks as well as individual development of team members (Gonzalez‐Mulé
and et. al., 2020).
Team management also considers development of capabilities and skills of team
members in order to ensure that individuals are ready for future circumstances. This process
includes identification of current skills and abilities of team members and developing strategies
for further development of these individuals. Representatives of team management involves
various approaches in order to ensure future development of team members. Major of these
approaches are providing members with a test to be performed, asking to prepare self-
assessment, getting regular feedbacks, situation based tests, etc.
Primary and foremost considered approaches among all is to provide members of team
with a test to performed in order to identify and determine current capabilities and skills of
existing team members. This approach could be used occasionally based on different issues and
subject matter each time. Furthermore, this initiative will also result in boosting self-confidence
of team member or employee and help in personal development (Guttenberg, 2020).
Managers or leaders of teams must encourage their team members for self-assessment for
determination of areas the individual lacks in. For instance, once the weak area or area with
scope of improvement is defined, individuals could indulge additional efforts in order to ensure
personal development. Moreover, this approach must be considered with some other tasks for
better and efficient results.
Receiving regular feedbacks from team members will also facilitate in getting insights
and information of current performances of co-members of team or group. These feedbacks will
support in efficient understanding of present scenario and developing further strategies to be
implemented within the workplace (Helmreich and Schaefer, 2018).
Placing team members into real life situations is also a approach towards development of
members for future circumstances. This approach promotes development of individual values of
critical thinking and problem-solving in team members. Furthermore, it will determine
proficiency of individual by checking their response and answer to the situation defined by team

manager. Team leaders could also provide suggestions and recommendations to their answer for
betterment with proper justification.
Organising business games for team members will be a beneficial approach towards
development of individuals. This initiative will facilitate in providing useful insights of business
environment and various aspects involved in business environment. Discussions and activities in
this business game will provide some practical knowledge of business environment to team
members for better understanding of concepts related to businesses and their functioning (Kuga,
Suzuki and Nakashima, 2020).
Receiving feedbacks from clients of business or organisation also supports development
of team members indirectly. For instance, managers or leaders will be provided with information
of various areas with scope of improvement in employees to co-members working upon that
particular project. Training and development of team members could be organised with this
information of project from clients of groups or organisation.
Every group and organisation is quite different from one another which creates a
necessity of identification of suitable and appropriate approaches and techniques to be
implemented in carrying out group activities or operations. Representatives of team management
or leadership are responsible and accountable for considering the choice of approaches and
techniques applied in the workplace. For instance, appropriate and suitable choice of strategies
for individual development of team members will result in efficient development of individuals
or team members for future circumstances. Furthermore, personal development and improvement
of skills in team members will directly lead in enhancing productivity of group activities and
operations which will further facilitate in achievement of desired group goals (Super, 2020).
Being a management student, I am determined at acquiring information and knowledge in
order to become a successful and admiring manager or leader in the upcoming future. Maximum
possible information and knowledge of management and business environment have been taken
into consideration by me in order to achieve my determined goals in future. I have been
consistently attempting for more and additional knowledge every time in order to enhance my
capabilities and values with maximum knowledge. Every individual person has some or the other
core values or personal skills which could be useful in their future career in order to earn a living
professionally. For instance, my core values and skills are effective communication, adaptability,
and critical thinking. These skills have been resulted in being advantage for me over others in my

personal development and growth. My personal belief lies in consistent and life long learning
process taken into account as no individual personal can ever be perfect in life. I personally
believe that no individual personal should ever settle in their life and must consider learning new
and different values or skills. Personal development approach with consistency results in
individual's growth and development resulting in being inspiration for other people in society. In
addition to that, I have considered various skills and values with scope of improvisation in order
to initiate additional efforts towards them for enhancement of these skills and values. Moreover,
these skills and values are emotional intelligence, creative approach, integrity, and discipline.
These skills and values will allow me to become a personal example in front of my subordinates
and co-members working together in a workplace.
In order to ensure future success with sufficient capabilities, I need to initiate additional
efforts for development of these skills and values with consideration of various approaches and
techniques. My preference for choice of approaches and techniques lies in consistent approach of
learning towards self-development and growth. Teamwork is another major skill/quality required
to be developed in order to secure future and facing future circumstances effectively and
efficiently. Vision of my life is to become an ideal leader in the dynamic business environment
and providing guidance and advice to my subordinates as well as co-members. All these
experiences and activities oriented in order to develop these personal skills and values will result
in boosting up of my self-confidence in facing various situations. Furthermore, a good leader is
said to be the one who can provide guidance and knowledge to other team members in order to
ensure individual development of co-team members.
I have considers several strategies to be implemented to carry out the procedure of self-
development. These strategies and planning includes setting up of standards, planning strategies
for accomplishment of these standards, comparison of present skills and qualities, and
modification of previous strategies if required.
CONCLUSION
The above report discusses about certain team leading and management theories which
are helpful businesses in attaining their goals and in keeping people satisfied as well as
productive. The report discussed about Tuckman team development theory which enable people
to work effectively and to attain team goals. Moving along, the report have emphasised upon the
ways the Tuckman team development theory enable staff to attain their team goals and enable

the entity to succeed in their respective agendas. The report further discusses approaches like
regular feedbacks, self assessment tests and other techniques which enable employees to self
assess and evaluate their performances as well as offers the company a chance to gather enough
information about the growth opportunities which can help people to gain more skills and use
their capabilities in the most effective manner. At the end, a reflection is provided which
showcases the values and ethical skills developed throughout the project.

REFERENCES
Books and Journals
Alizadeh, and et. al., 2018. Leadership identity development through reflection and feedback in
team-based learning medical student teams. Teaching and learning in medicine, 30(1),
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Barbee, J., 2020. To the new professional: Personal reflections. Disability Compliance for
Higher Education, 25(8), pp.8-8.
Blakemore, T. and Agllias, K., 2019. Student reflections on vulnerability and self-awareness in a
social work skills course. Australian Social Work, 72(1), pp.21-33.c
Braun, and et. al., 2020. Exploring the dynamic team cohesion–performance and coordination–
performance relationships of newly formed teams. Small group research, 51(5), pp.551-
580.
Darby, and et. al., 2018. Emergency surgical airways following activation of a difficult airway
management team in hospitalized critically ill patients: a case series. Journal of
intensive care medicine, 33(9), pp.517-526.
Duininck, and et. al., 2019. Optimizing cancer care for hepatocellular carcinoma at a safety‐net
hospital: the value of a multidisciplinary disease management team. Journal of surgical
oncology, 120(8), pp.1365-1370.
Gonzalez‐Mulé, and et. al., 2020. Team tenure and team performance: A meta‐analysis and
process model. Personnel Psychology, 73(1), pp.151-198.
Guttenberg, J. L., 2020. Group development model and Lean Six Sigma project team
outcomes. International Journal of Lean Six Sigma.
Helmreich, R. L. and Schaefer, H.G., 2018. Team performance in the operating room. In Human
error in medicine (pp. 225-254). CRC Press.
Kuga, R., Suzuki, Y. and Nakashima, T., 2020, December. An Automatic Team Evaluation
System for RoboCup Soccer Simulation 2D. In 2020 Joint 11th International
Conference on Soft Computing and Intelligent Systems and 21st International
Symposium on Advanced Intelligent Systems (SCIS-ISIS) (pp. 1-4). IEEE.
Super, J. F., 2020. Building innovative teams: Leadership strategies across the various stages of
team development. Business Horizons, 63(4), pp.553-563.