W1_Candra Nugraha_Tuckman Assessment


Opportunity Statement

Instead of using Problem Statement, I would prefer to use Opportunity Statement for developing a good team as per Tuckman team development model. After passing 5 days class, everybody in  the team is knowing each other, brainstorming, sharing the ideas and come up with Decision Support Package (DSP) which finally approved by The Customer From Hell (CFH). As per model given below, the performing stage should be reached as the time goes on.

It is important to keep the two objectives of the course as part of What’s In It For Me (WIIFM) factors:

  • Return on Training Investment (RoTI)
  • Pass the exams.

Where Are We Now?

As I observed, using Donald Clark Questionnaires the result is as follows:

Stage 1 – Forming Stage : 17

Stage 2 – Storming Stage : 28

Stage 3 – Norming Stage : 21

Stage 4 – Performing Stage : 20

The highest score is 28 for Storming Stage which the team is in the Storming Stage. People begin to see themselves as part of a team. However at this stage we may challenge each other, and the team leader, about such things as what the team is doing, and how things should be done. This graph indicated when the class is over, people spread over and the communication set up differently by virtual as well as the learning curve is started.

The 4 Phases of Tuckman‘s Teamwork Theory

Where Do We Want To Be ?

The Performing Stage.

This is the final stage where increased focus on both the task, and on team relationships, combines to provide synergy. Performance is delivered through people working effectively together.

How Do We Get There ?

 We have done “The Team Governance Agreement” where vision, mission, deliverables, values and rules are located. In addition to that, team building concepts need to:

  • Build and focus on teamwork values
  • Clarify how things are done in the team
  • Identify clear roles in the team and support the team in fulfilling them
  • Encourage participation
  • Manage conflict by open fair problem solving approaches
  • Ensure communication is effective
  • Clarify individual agendas and how they fit/don’t fit with the teams goals

Particularly in the early period, which is perhaps why Tuckman called it the “storming” phase! Finding everyone’s “sweet spot” is not easy.  We are working with adults, who have a job to do.  We want to be on the same page, singing the same song (PDG’s presentation).  When we have difficulties in communicating with others, think about the WIIFM and see if we are addressing the needs of the other person.   

Think about WIIFM!

 

References:

  1. Tuckman, B. (1965). Bruce Tuckman forming storming norming performing team development model. Retrieved from Web site: http://www.businessballs.com/tuckmanformingstormingnormingperforming.htm
  2. Donald Clark Questionnaires. Retrieved from : http://www.lx.nhs.uk/kms/Trafford/Trafford%202006%20-%202007/PPI%20Forum%20South%20Manchester%20University%20Hospital/Donald%20Clark%27s%20Tuckman%20Questionnaire.pdf
  3. The Happy Manager – a better way to manage, Retrieved from Web Site : http://www.the-happy-manager.com/teamwork-theory.html
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About Candra Nugraha

I'am living in jakarta, indonesia
This entry was posted in Candra Nugraha, Week #1, Weekly Submission. Bookmark the permalink.

One Response to W1_Candra Nugraha_Tuckman Assessment

  1. DrPDG says:

    AWESOME, Mas Candra!!! Very well researched, written and cited. Given you have started out so well, I would hope you would be willing to mentor others on the team who may be struggling?

    Keep up the good work and looking forward to your future postings!!!

    BR,
    Dr. PDG, Jakarta

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