Life is great

The Tuckman Model outlines five stages of group and team development: Forming, Storming, Norming, Performing, and Adjourning (or Transforming). This model, developed by psychologist Bruce Tuckman, explains how teams evolve, from initial member introductions and conflict to establishing norms and achieving high performance. It's a valuable tool for understanding team dynamics and how to facilitate growth and development within a team. 

The Five Stages

1. Forming:
   The initial phase where team members meet, learn about the project, and establish roles and goals. People are polite and may focus on practical details. 

2. Storming:
   Conflicts arise as members assert themselves and express differing opinions, personalities, and potential jealousy over roles. 

3. Norming:
   Team members begin to resolve conflicts, establish rules and norms, and develop a sense of cohesion and cooperation. 

4. Performing:
   The team works efficiently and cooperatively with a positive and creative attitude to achieve its goals. 

5. Adjourning (or Transforming):
   The final stage, where the team completes its task and disbands, bringing a sense of closure and reflecting on the experience. 

What to do as leader?

1. In the forming stage, the leader sets the stage, gives clear direction! It's about coordinating! 

2. In the storming phase, it's the leaders' role to resolve conflict and tension. It's still all about giving clear direction while at the same time providing the support to resolve conflict! The leader starts coaching the team.

3. In the norming phase, the teams focusses on successfully implementing and sustaining projects. The leader fully empowers the team to do the right thing and switches to giving less directing, providing still the support the team needs. 

4. In the performing phase, the team keeps focussing successfully implementing and sustaining projects. The team is fully empowered now and the leader switches to giving less directing and switches the support need towards self-support! 

Tribal Leadership Stages

1. Stage 1: "Life sucks"
   Marked by despair and hostility.

2. Stage 2: "My life sucks"
   Characterized by apathy and resentment.

3. Stage 3: "I'm great (an you're not)"
   Driven by personal achievement and competition.

4. Stage 4: "We're great"
   Focused on team collaboration and shared values.

5. Stage 5: "Life is great"
   A rare stage where teams aim to make a global impact. 

Understanding your team's current stage is the first step toward cultural transformation. Some examples: 

• from stage 2 to stage 3: encourage personal accountability and recognize individual achievements. 

• from stage 3 to stage 4: foster collaboration by aligning team members around shared values and goals.

• from stage 4 to stage 5: inspire the team to pursue noble a noble cause that transcends individual and team interests. 

By regularly assessing and addressing your team's cultural stage, you can promote alignment, enhance collaboration and drive sustained high performance.