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The University of Florida, CJC Online, Public Affairs Communication MMC5648.
Successful team development takes time. In a perfect world, people work together towards a common goal starting on Day 1: they get along, communicate well, and focus on the team’s mission. But team formation is not always a smooth process. Fortunately, we can model ourselves upon some familiar examples.
Consider the Marvel Universe: The Avengers, X-Men, and Guardians of the Galaxy – groups of superheroes who despite their differences, work together to achieve a common purpose – usually saving the world.
“ONE is more powerful than one” - Stan Lee.
The road to team formation can be rocky. Of course, it’s entertaining to watch the Marvel characters work through their differences. We gleefully follow our heroes as they wrestle with the tasks of accepting each other, setting aside their pride, trusting one another, and understanding each other’s quirks, until they finally reach a point of seamless communication that makes teamwork an effortless dance.
Tuckman's Theory: The Stages of Team Development
In 1965, Psychologist Dr. Bruce Tuckman described team development in five stages:
According to Tuckman, all newly formed groups transition through this 5-stage process to reach their full potential: successful teamwork. J.R.R. Tolkien understood team development! Watch as Frodo and the Fellowship of the Ring swiftly transition through Tuckman’s four stages in this video clip: Forming, Storming, Norming, Performing and Adjourning, told by Fellowship of the Ring. 5-min Video: Tuckman's Theory - Fellowship of the Ring
TUCKMAN’S STAGES OF TEAM DEVELOPMENT
FORMING Forming is the first stage of team development – when everything is new and uncertain. Like your first day at school or in a new job, it can feel both exciting and intimidating. Open communication about strengths, weaknesses and previous experience is vital to establishing healthy group dynamics. In this phase, social interaction is necessary to build good group rapport, which is integral to project success. Team members must strive to get along personally so they can work together toward a common goal.
Forming Strategy: This is the time to focus on clarifying goals, setting a timeline, establishing ground rules, and defining individual roles. Be kind. Be patient. Be sociable. Get to know each other.
STORMING Storming is the second stage of team development – when Murphy’s Law applies. If anything can go wrong, it does. Important issues start to bubble up as the reality and weight of the task are now strongly felt. Personalities may clash. After all, people cannot always get along. The initial conflict is normal, as everyone has their own approach and communication style. In this stage, success depends on open communication and willingness to compromise.
Storming Strategy: To build team trust, ask for help on tasks. Welcome team conflict as an opportunity to openly discuss the issues. Carefully listen to everyone’s point of view. Appreciate each member for their unique contribution.
NORMING Norming is the third stage of team development – when the team begins to gel. Big decisions are now a team effort. Members feel unity and respect for each other. Teams develop a stronger commitment to the goal, and better results begin to appear. Constructive feedback emerges and creative collaboration begins to flow as ideas and feelings are shared in a safe environment.
Norming Strategy: The major task of this stage is the data flow between group members. Practice virtual team-building exercises and work on your social connections. Leaders should allow other members to facilitate as well.
PERFORMING Performing is the fourth stage of team development – when the team reaches maximum efficiency and productivity. In this phase, everyone enjoys working together. There is a shared vision, and progress towards the goal is clear. Disagreements are now resolved in a positive and mature manner. Team members look after each other and value alternate perspectives. The Team Leader’s role becomes that of a personal counselor, helping team members grow, improve, and expand interpersonal relations.
Performing Strategy: In every person, there is a leader. Boost team development by delegating more tasks and projects. Get out of the way and let your teammates shine!
ADJOURNING Adjourning is the fifth, and final, stage of group development that occurs when a group wraps up its work and then dissolves. At this time, it is important for members of the team to get appropriate closure as well as recognition for the work they accomplished. The main goals of the Adjourning stage are to achieve closure and end on a positive note.
Adjourning Strategy: Group members need time to reflect on their individual participation and growth. It is also important to recognize the growth, progress, and achievements of the group as a whole.
GLOBAL TEAMWORK – TEAMING ACROSS BORDERS
But what happens when teams must coordinate rapidly to address a natural disaster or global crisis? How does Tuckman’s Theory apply when there is no luxury of time? Is there a method to develop teams quickly when emergency response is complicated by international borders? August 5, 2010. A massive collapse at the San José Copper Mine in Northern Chile left 33 men trapped half a mile below the hardest rock in the world. The men scrambled their way to a small refuge, where they found intense heat, filth, and food for only a few days.
Aboveground, experts quickly determined that there was no solution. No drilling technology existed that could get to the miners fast enough to save their lives. And no one was clearly in charge. But within 70 days, all 33 men were brought to the surface alive. This remarkable story is a case study of the power of teaming.
Teaming is coordinating and collaborating with people across boundaries of all kinds -- expertise, distance, time zone, cultures, and professions -- to get work done. Watch Amy Edmondson’s TEDxTalk: How to turn a group of strangers into a team.
13-min Video: How To Turn A Group Of Strangers Into A Team
“When teaming works, you can be sure that some leaders, leaders at all levels, have been crystal clear that they don't have the answers. Let's call this 'situational humility.' It's appropriate humility. We don't know how to do it…and this situational humility combined with curiosity creates a sense of psychological safety that allows you to take risks with strangers because let's face it: it's hard to speak up, right? It's hard to ask for help. It's hard to offer an idea that might be a stupid idea if you don't know people very well. You need psychological safety to do that” - Amy Edmondson.
"The basic human challenge is: it's hard to learn if you already know. And unfortunately, we're hardwired to think we know. And so we've got to remind ourselves to be curious; to be curious about what others bring. And that curiosity can also spawn a kind of generosity of interpretation.”
Through teaming at its best, miners can be saved, patients can be healed and beautiful art can be created. To get there, Amy Edmondson advises: "look to your left, look to your right. How quickly can you find the unique talents, skills, and hopes of your neighbor, and how quickly, in turn, can you convey what you bring? Because for us to team up to build the future…none of us can do it alone” - Amy Edmondson.
MAKING THE CONNECTION
After watching Amy Edmondson's Ted Talk, let's take another look at Tuckman's Theory, as told by Fellowship of the Ring.
What is the defining moment in the argument between the council members?
At what point does the group suddenly transition from "Storming" - angrily expressing their biases towards each other and shouting their pessimistic criticism of any suggested plan?
What act inspires the transition to "Norming"?
The answer is found in the humble words of the smallest, most vulnerable person in the room. Frodo's words: "I will take it -- I will take the Ring to Mordor. Though...I do not know the way."
Successful teamwork lies in finding the courage to step forward; and in possessing the humility to say, "I don't know how to do this, but I dedicate myself to the mission". This level of commitment, equally matched with openness and vulnerability, is powerful. It inspires others' compassion, faith, and loyalty to a common cause. Ultimately, it creates a safe space for people to take risks, offer their opinions, and collaborate to find creative solutions.
Successful teamwork can achieve miracles!