BW Tuckmans four stages of team development

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BW Tuckmans four stages of team development

• Storming
• Forming
• Performing
• Norming

• there are different ideas of what the team should
  be doing
• individuals adjust their behaviour to work
  effectively in the team
• the team meets and agrees on basic goals
• the team members achieve the agreed objectives
  efficiently

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BW Tuckmans four stages of team development
1 Forming the team meets and agrees on basic
goals 2 Storming there are different ideas of
what the team should be doing 3 Norming
individuals adjust their behaviour to work
effectively in the team 4 Performing the team
members achieve the agreed objectives efficiently

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Team-building activities
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Roles in projects
the maverick
the team player
the workaholic
the bully
the leader
This person has a natural ability to fit in. They
make positive contributions and build good
relationships.
This person imposes their personality on others,
making other people feel bad in the workplace.
This person doesnt know when to stop, and they
often believe the office would collapse without
them.
This character does things their own way. They
may be effective, but theyre difficult to
control.
This person has a natural ability to encourage
others and take a project though to success.
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Your role in a project team checklist Are you
creative and good at coming up with ideas? How
good are you at taking responsibility for
implementing decisions? How good are you at
starting and completing tasks within a
deadline? Do you like working in teams or do you
prefer working on your own? How easy do you find
it to take criticism of your ideas? How flexible
are you? How easy do you find it to analyse a
plan?
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How to manage difficult people

• Who are they potentially?
• Someone who reports to you
• Your boss
• A colleague
• A supplier
• A customer

• Issues to consider
• Communication style
• Source of conflict
• Strategies for resolving conflict
• Making time
• How to be positive
• Team roles

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Suggested answer to Writing 9 on page 53 of
Students Book from TB page 58 Annual Appraisal
Scheme Review Introduction An annual appraisal
scheme was set up last year to improve staff
motivation and communication within the company.
We planned a review of the scheme after one
year. Procedure Line managers ran appraisal
interviews in December. Amongst other questions,
staff were asked for their feedback on the
scheme. Findings The feedback was mostly
positive. The main criticisms of the scheme were
that the interviews were too short (just 45
minutes) and that there was a lack of objective
measurement of performance.
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Suggested answer to Writing 9 on page 53 of
Students Book from TB page 58 continued Conclusi
ons The appraisal interview scheme should be
maintained but with some minor adjustments.Recomm
endations Run one-hour appraisal interviews this
year, subject to 1 the development of more
objective performance indicators (F Berger to
report back in January), and 2 the final
approval of the Board of Directors
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Managing your manager What constitutes bad
management in an international context? Poorly
defined objectives Inadequate resources to
achieve objectives Lack of constructive
feedback Unavailability at times when input is
needed Unwillingness to help when things go
wrong Failure to appreciate cultural differences
or issues Lack of flexibility Inconsistency
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Discussion do you agree or disagree?
A deadline is a deadline it has to be met. As
an employee, if you do not understand your bosss
instructions, you need to have this
clarified. Men and women usually work best in
mixed teams. Giving gifts is a useful way to
show respect. Humour can help to develop good
relationships in the work culture. Shouting
should be avoided in the workplace. As a
manager, it is not acceptable to employ your
relatives.