Beyond Forming-Storming-Norming: Advanced Models for Effective Team Coaching
Posted by Alexandra Lamb
As HR leaders, we're constantly seeking ways to enhance team performance and foster cohesive work environments. While the classic Tuckman model of Forming-Storming-Norming-Performing has been a staple in team development for decades, it's essential to recognize both its strengths and limitations in today's dynamic workplace.
The Tuckman Model: A Starting Point
Bruce Tuckman's model, introduced in 1965, provides a simple, intuitive framework for understanding team development. Its strength lies in its accessibility, making it an excellent tool for introducing team dynamics in workshops. However, its linear progression often falls short in capturing the complexity of modern teams.
Limitations of the Tuckman Model:
- Oversimplification of team dynamics
- Lack of consideration for external factors
- Assumption of a single, linear progression
When to Use Tuckman:
- Introducing team development concepts to novices
- Providing a basic framework for team self-assessment
- Facilitating initial discussions about team growth
Alternative Models for Team Development
The Drexler/Sibbet Team Performance Model
This model offers a more nuanced approach, identifying seven stages of team development: Orientation, Trust Building, Goal Clarification, Commitment, Implementation, High Performance, and Renewal.
Strengths:
- More comprehensive than Tuckman's model
- Includes a "Renewal" phase, acknowledging team evolution
- Provides specific indicators for each stage
Weaknesses:
- Can be complex for teams to self-assess
- May not account for all team types or industries
The LaFasto and Larson Five Dynamics of Teamwork and Collaboration
This model focuses on five key components: Team Member, Team Relationships, Team Problem Solving, Team Leadership, and Organizational Environment.
Strengths:
- Holistic approach considering individual and organizational factors
- Emphasizes the importance of leadership in team development
- Applicable across various team types and industries
Weaknesses:
- Less focus on the stages of team development
- May require more in-depth assessment tools
The Lencioni Model (Five Dysfunctions of a Team)
Patrick Lencioni's model identifies five interrelated issues that can hinder team performance: Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, and Inattention to Results.
Strengths:
- Focuses on overcoming common team challenges
- Provides actionable insights for improvement
- Widely applicable across industries and team types
Weaknesses:
- More problem-focused than development-focused
- May not capture all aspects of high-performing teams
The Dynamic Nature of Teams
Modern teams are far from static entities. They face constant changes in composition, goals, and external pressures. A 2022 Gartner report on the future of work notes that 75% of hybrid or remote knowledge workers say their expectations for working flexibly have increased. This fluidity demands a more adaptive approach to team development.
The Importance of Evidence-Based Models
As HR leaders, it's crucial to base our interventions on solid evidence. A 2023 study published in the Journal of Applied Psychology found that teams using evidence-based development models showed a 32% increase in performance compared to those using ad-hoc approaches.
Key considerations for choosing a team development model:
- Flexibility: Can the model adapt to various team types and industries?
- Measurability: Does it provide clear metrics for assessing progress?
- Actionability: Can it generate specific interventions for improvement?
- Research base: Is it supported by peer-reviewed studies and real-world applications?
Conclusion
While the Tuckman model remains a valuable introduction to team development, HR leaders should explore more comprehensive frameworks to address the complexities of modern teamwork. By leveraging evidence-based models and considering the dynamic nature of teams, we can provide more effective coaching and support to drive organizational success.
Remember, the best model for your organization will depend on your specific context, team composition, and goals. Continuous assessment and adaptation of your approach will ensure that your team development strategies remain effective in an ever-changing work landscape.
If you are interested in learning more about how BOLDLY can support your organisation with team coaching find out more here, explore our website or write to us at connect@boldly.app.
About the Author:
Alexandra Lamb is an accomplished organisational development practitioner, with experience across APAC, North America, and MENA. With 20+ years in professional practice, conglomerates, and startups, she has collaborated with rapid-growth companies and industry innovators to develop leaders and high-performance teams. She is particularly experienced in talent strategy as a driver for business growth. Drawing from her experience in the fields of talent management, psychology, coaching, product development, and human-centred design, Alex prides herself on using commercial acumen to design talent solutions with true impact.
