W1_MR_Tucuman Model

Problem definition

I have run this model previously on our team Kristal 2011AACE. Now it’s the stage, of which the new Mahakam2012 team is laid on, is assessed in the view of Bruce Tucuman “Forming Storming Norming Performing and Adjourning” model. The Tuchman theory is an elegant and helpful explanation tool of team Kristal development and behavior. Therefore, the leadership styles appropriate to team current situation is considered based on assessment results.

Development of the feasible alternatives

As per Tuchman theory the five stages are briefed as follows:

Forming Stage1, High dependence on leader for guidance and direction. Little agreement on team aims other than received from leader. Individual roles and responsibilities are unclear

Storming - stage 2, Decisions don't come easily within group. Team members vie for position as they attempt to establish themselves in relation to other team members and the leader, who might receive challenges from team members.

Norming - stage 3, Agreement and consensus is largely forms among team, who respond well to facilitation by leader. Roles and responsibilities are clear and accepted. Big decisions are made by group agreement.

Performing - stage 4, The team is more strategically aware; the team knows clearly why it is doing what it is doing. The team has a shared vision and is able to stand on its own feet with no interference or participation from the leader.

Selection of a criterion or Criteria

After applying the Tuckman model in Kristal team, it was found that our team is still in the forming stage. The outcome of the analysis is shown in the below graph.

Forming Stage	Storming Stage	Norming Stage	Performing Stage
27	20	28	29

 
Analysis and comparison of the alternatives

Since the score high in both the Norming and Performing phases, then I assume that the team is likely to be in the Performing stage.Teams initially go through a "Performing" stage in which the team is more strategically aware; the team knows clearly why it is doing what it is doing. The team has a shared vision and is able to stand on its own feet with no interference or participation from the leader.

Selection of the preferred alternatives

Based on the assessment result which shows that the team is at Performing stage, the appropriate role of the Team leader is to keep watching from distance and does not interfere, however he should be available for support, if required and will never miss opportunity to recognize and reward team achievement where it due.
Performance monitoring and the post evaluation of results
The team leader role is to help his team reach and sustain high performance as soon as possible. The steps below will help ensure that he is doing the right thing at the right time:

1. Identify which stage of the team development his team is.
2. Now consider what needs to be done to stay at the Performing stage, and what he can do to help the team do that effectively.
3. Schedule regular reviews of where his teams are, and adjust his behavior and leadership approach to suit the stage the team has reached.
4. Recognize and reward team achievement where it due

Conclusion

Applying the Bruce W. Tuckman's model at Team Kristal shows that the team is still at the forming stage which needs a lot of efforts from the team leader and members as well as to arrive to performing stage. Unlike the team Kristal, the Team Mahakam 2012 shows very good results since the model is telling that they are at the stage of Performing.  Therefore the Team leader has to continue the good job and to encourage and direct the team when required.

References

*Tuckman, B. (1965). Bruce Tuckman forming storming norming performing team development model. Retrieved from Web site: http://www.businessballs.com/tuckmanformingstormingnormingperforming.htm

*Forming, Storming, Norming and Performing, Helping New Teams Perform Effectively, Quickly. http://www.mindtools.com/pages/article/newLDR_86.htm