Managing Storming Teams: Tuckman Part 2

Managing Storming Teams: Team Work 101

Form, Storm, Norm, Perform and Adjourn.

Tuckman Part 2 – Managing Storming Teams

Managing storming teams is an essential part of the Tuckman model of how groups/teams develop.

Most groups go through a formation process like that described by Dr Tuckman. And, this includes a second stage when the group works out what norms are to apply later in their work. So, if you understand the model it can help you to lead, manage and facilitate teams and work groups more effectively.

This short series of posts is about how you can lead your group through the stages to achieve a good result. In my last post (at this link) I discussed Stage 1 Forming. In Stage 1 I described how the group look for some ground rules. Stage 2, as you will see, means they set about testing what they think those ground rules might be.

Managing Storming Teams

Some group leaders find managing storming team uncomfortable – it can be challenging to handle. Tuckman stages can seem slow and a waste of precious work time. But going through them means that a more cohesive and efficient working group is formed – a group that allows everyone to contribute their best!  A skilled manager can observe the stages happening and help the process along.  That means you get the best outcome for all in the least time.

Stage 2 – Storming.

If you have taken the advice set out for Stage 1, the group will now have some goals.  But, they are not yet organised so that they can achieve them. Though, by now they should have been together long enough to stop needing to be on their best behaviour.

They may begin to debate how they should go forward. For example, what are the priorities going to be and who is going to take which role in the team?  Do you know what systems and processes are going to be put in place?

Differences of opinion and beliefs lead to conflict and they may begin to jockey for position. Therefore, power struggles break out, particularly if you have a number of strong personalities vying to lead. And, they may begin to challenge you as group leader and cliques form.

Leading the group through Stage 2 – Storming

So what can you do? First, you can focus the team on its goals to avoid them becoming distracted by relationship and emotional issues.  Probably, some compromises need to be made and you need to help them find the middle ground. Now, start selling ideas and the benefits of what you are trying to do.  There needs to be lots of communication. Make sure they understand the importance of the task, the processes needed and their roles.  If all is going well, the group will move quickly through this stage to agree some “norms” for working together.

What if they get stuck in Stage 2 – Storming

In managing storming teams, you may need to set down the ground rules for group behaviour and get the group to agree that they should treat each other with respect.  So, keep a close eye on the debate – if it is about ideas, that is a good sign and they can be left to work it out if time allows. But, if the debate becomes personal, then you will need to intervene.  Don’t suppress conflict completely because the group will stagnate and not learn to work together very well. Social events can help individuals begin to see each other in a more rounded way.

If necessary, tighten up the goals and targets!  So, get the group to focus very sharply upon them and the benefits which will be lost if people are not prepared to compromise and reach agreement.  Possibly, cliques have formed. Therefore, put people to work with others outside their chosen subgroup so that new relationships can be established.

Now, we move towards the real work. And the next post will be about Stage 3 Norming. You can find the post on Stage 1 Forming the team here.

Wendy Smith is a career consultant, life coach and business coach with depth of experience in management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find her books on Amazon at this link

         

7 thoughts on “Managing Storming Teams: Tuckman Part 2”

  1. Pingback: Team Work; Forming, Storming, Norming, Performing and Adjourning. Part 4 – Managing the Performing Stage | WiseWolf Talking – Leadership, Management, Career and Personal Development
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  3. Pingback: Team Work; Forming, Storming, Norming, Performing and Adjourning. Part 3 – Managing the Norming Stage | WiseWolf Talking – Leadership, Management, Career and Personal Development
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