Do you have team issues?
Well, you got to know the five stages of team development if you're going to get through
any of those problems that you may be having.
So in this video, I'm going to teach you just
that, and you can use it for your projects and everything else that includes a team, and
if you want to be a project ninja, stay tuned to the end of this video where I'm going to
tell you how to get your hands on a cheat sheet on why projects fail.
Hi, if you're new here, welcome.
My name is Adriana Girdler.
I'm a business productivity specialist and a certified project manager.
If you want to excel in your career and in your projects, subscribe to my channel and
hit that bell because you're going to get a new video every Wednesday.
Adriana Girdler: Every team has definitive stages that they
go through and what I'm going to be sharing with you is the Tuckman Model, which are the
five stages of team development.
I've been doing this for a long time and I
find over and over again, these stages of development are true.
So I'm going to share with you what they are so that you can have an awesome team.
Stage one: Forming.
So everyone's gotten together; everyone's polite.
This is where people are kind of hanging back, seeing what the norms are.
People are not going to present new ideas.
Everyone is agreeable at this stage.
It's quite lovely.
It's kind of like when you're meeting someone for the very first time.
Everyone's on their best behavior.
As a project manager, you're guiding everyone in this direction so it is the forming of
the team and we're all feeling each other out at this particular stage.
Stage two: Storming.
All right, you just got out of forming stage.
People are now going to start showing their working styles.
There may be some conflict popping up.
People may have hidden agendas because they're getting more comfortable.
It becomes a really interesting stage.
You may even find that team members are challenging the person of authority who are actually trying
to run this project or manager just running their team.
So it is a very important stage that you address what you need to address.
So if you are managing the team, then you
got to call the elephant in the room and you have to say exactly what it is that's happening.
Don't beat around the bush.
A lot of organizations get stuck at this stage and why?
Because they are afraid to hurt people's feelings or to challenge the room.
I promise you, you will stay in this stage.
If you don't call out someone's hidden agenda, poor behavior, or if their working style is
clashing with everybody else, then you really are going to have problems and your project
is going to limp to the end, may not even finish.
So don't be afraid.
The stage is normal.
In fact, expect it.
When I do projects, I say, "Okay, we're forming.
Oh, you guys are awesome.
We're going to go through storming.
Just know we're all one team.
We'll get through it together.
I'm going to call you out on stuff."
So even if you just do that, it's going to make your life a lot easier when you have
to manage your project or team members.
Have you ever experienced a storming stage
on teams?
If you have, I would love to hear your story.
You probably have a few doozies.
Please write them in the comment below.
The third stage of the Tuckman Model is Norming.
Okay, so you've gone from forming to storming and now norming is coming.
The clouds have parted.
How awesome is that?
So people have gotten past all of those hiccups.
They're now starting to realize, and they're kind of jelling as a team.
They're very aware of their own activities and they're going ahead and doing them.
If you're leading a project, well then guess
what?
You have less work to do because everyone's taking ownership.
Everyone is starting to understand the end goal and realizing that together they're really
going to move forward towards it in a much easier way.
So this is a lovely stage, the norming part, and you're really starting to learn, instead
of what are the negatives, what are the positives of us all working together, start to come
through and people start to attract to that and move forward with that, which is a lovely,
lovely thing.
Stage four of the Tuckman model: Performing.
I'm telling you, this is the most amazing part if you're ever running a team or a project
to be in this stage.
It doesn't always happen, interestingly enough.
This is like the clouds have parted.
You know I've angels coming down, harps are playing.
It is beautiful.
Everyone together is synced.
In fact, people stop thinking of themselves
as individuals and really start thinking of themselves as part of a collective group.
People start helping other people even though they may not be a subject matter expert, but
they'll take on extra tasks.
Why?
Because they understand the bottom line.
They get that we have to deliver and we need to ensure we do it collectively and you actually
start to have a lot of fun.
Some great friendships and connections start to develop here as well because you're acting
as one unit.
It is a blast.
When I'm on teams and we're in performing mode, I love it.
Now your performing mode, does it stay there forever?
Just so you know, if you add a new person, you change something in the scope or something
in the timeline, you tend to go back and repeat the stages.
Now the good news is you can quickly go through
them again and get back into performing, but you will go back, have a little bit of the
hiccup because you have that shift, something new was introduced and you can get back there.
But if you've been through performing stage, let me know how awesome it was for you because
it is an amazing stage to be in.
Stage five: Adjourning.
Sometimes we don't talk about this stage enough, we just kind of talk about the first four
stages but this stage is an interesting one from the perspective of you're closing things
off.
People are now departing and if you were performing for a very long time, there's some sadness
that you're not going to be with these people constantly like you were before and you have
such a great rapport and working relationship and you've got so much done that there is
sadness for sure.
I felt that on projects.
Not only that, on a lot of projects or activities, you can be going a hundred kilometers per
hour or 60 miles per hour, and then all of a sudden you're now at normal speed and that
feels weird too.
So give yourself a little bit of breathing room.
Help your team out, maybe do a celebration, which would be a real cool thing.
Acknowledge all the great work people have done and realize that that's normal to feel
that way.
If things are going great, you are going to be a little bit sad, no doubt about it.
If things weren't going great, you've been in storming, you're going to be happy to get
out of that project, but we're not going to go there, all right because I know you're
going to get everyone through to performing stage.
So that's what a journey is all about.
Now that you have a firm grasp on what the
five stages of team development are, it is now time for you to grab this, this amazing
cheat sheet on why projects fail.
Okay?
If you have a project team and you're even looking at this video for team development,
this is going to be the next important thing that you have to take a look at because there's
chock full of all those key stuff that you don't think about and it gives you some solutions
as well.
Please subscribe to my channel, like this
video and share with all the professionals that you know.
Now that you know the five stages of team development, let me know what you've experienced
and any solutions you have for those stages in the comments below until the next video.
See you later.