In a recent post at this link, I introduced the Tuckman theory of how groups/teams develop. Most groups go through a formation process like that described by Dr Tuckman. Understanding the model can help you to lead, manage and facilitate teams and work groups more effectively.
Some group leaders find the stages uncomfortable – they can be challenging to handle. Some stages 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.
In this short series of posts, I discuss 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 we described how the group will be looking for some ground rules. In Stage 2, as you will see, they set about testing what they think those ground rules might be.
Stage 2 – Storming.
If the team leader has taken the advice set out for moving from Stage 1, the group will now have some goals. But they are not yet organized so that they can achieve them. By now they have been together long enough to stop needing to be on their best behaviour.
They may begin to debate how they should go forward. What are the priorities going to be and who is going to take which role in the team? What systems and processes are going to be put in place?
Differences of opinion and beliefs can lead to conflict and they may begin to jockey for position. Power struggles may break out, particularly if you have a number of strong personalities vying to lead. They may begin to challenge you as group leader and cliques may form.
Leading the group through Stage 2 – Storming
So what can you do? The team needs to be focused on its goals to avoid becoming distracted by relationship and emotional issues. Some compromises need to be made and you need to help them find the middle ground. You need to start selling ideas and the benefits of what you are trying to do. There needs to be lots of communication. The group needs to 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
If necessary, your 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. You need to 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. This is where planning social events can help so that individuals begin to see each other in a more rounded way.
If necessary, tighten up the goals and targets! 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. If cliques have formed, try putting people to work with others outside their chosen subgroup so that new relationships can be established.
Now we are moving towards the real work – the next post will be about Stage 3 Norming
I’d welcome your thoughts and your questions. Please share your own experience of handling Stage 2. What lessons do you have to pass on to others?
Wendy Mason is a Life and Career Coach. She helps people have the confidence they need to be successful at work and to change career while maintaining a good work/life balance. You can email her at wendymason @wisewolfcoaching.com
Other useful articles
- Team Work; forming, storming, norming, performing and adjourning with Dr Tuckman
- Team Work; Forming, Storming, Norming,Performing and Adjourning. Part 1 – Managing the Forming Stage
- Team Work; Forming, Storming, Norming, Performing and Adjourning. Part 2 – Managing the Storming Stage
- Team Work; Forming, Storming, Norming, Performing and Adjourning Part 3 – Managing the Norming Stage
- Team Work; Forming, Storming, Norming, Performing and Adjourning. Part 4 – Managing the Performing Stage
- Team Work; Forming, Storming, Norming, Performing and Adjourning. Part 5 – Managing the Adjourning Stage
Posted in leadership, Leadership styles, Leading Change, Management, Team Leadership, Teams
Tagged Bruce Tuckman, building a team, Developmental psychology, Forming, Group dynamics, leadership, Norming, norming and performing, performing, Stage 2 Storming, Storming, Team Building, Team dynamics, team work, Teams, teams and groups, Teamwork, Tuckman, Tuckman's stages of group development, Working group
Today we have a guest post from Antoinette Oglethorpe. Antoinette specialises in helping business leaders and professionals take control of their careers and realise their ambitions. Her special report on “How to become self-employed confidently & successfully” is available at www.takingtheplungeseries.com
3 ways you can develop the confidence you need to become self-employed
To move successfully into self-employment you need to believe in yourself, your capability and your ability to make things happen. In essence, you need to know you can make it a success whatever happens.
No-one is going to be totally self-confident all the time. As a very successful business man once said “If things are going really well you can’t get over-excited because you’re not a genius; but if things get difficult you can’t get too downhearted because you’re not a fool either”
Sometimes the biggest risk is doing nothing and without risk there is likely to be no reward.
Here are 3 ways you can use a simple 1 to 10 scale to develop the confidence you will need to become self-employed.
- Personal reflection. Thinking about a scale of 1 to 10 where 10 is that you have total confidence you can make a success of self-employment and 1 is no confidence at all, where would you put yourself today? Now the typical inclination of most people is to then focus on all the reasons they’re not at 10. Instead of that, I’m going to suggest that you think about all the things that put you as high as you are – however high that is – and not lower. What knowledge do you have that will help? What skills do you have that will help? What experience do you have that will help? What aspects of your personality will help? What other transitions have you made in your life in the past? What helped in those cases?
- Feedback from others. Think about all the feedback you have had from others – friends, family, colleagues, and previous bosses. What do other people know and say about you that gives you confidence? Ask them for their honest answers to the above questions.
- Focus on small steps. Focussing on trying to get to 10 can have the opposite effect to the one you’re trying to achieve. It can seem such a far way off that it paralyses and demotivates you. So don’t worry about 10 for now. Instead, think about what would be different if you were just one point higher up the scale. Would you have developed a particular skill? Would you have obtained feedback from other self-employed individuals? Would you have researched your business idea or something else? What needs to happen to increase your confidence by one point? What small first steps could you take to move towards that?
By thinking about what’s already giving you confidence, getting feedback from others and focussing on small steps you can break it down to some immediate, manageable actions that you can take to make progress.
Antoinette Oglethorpe specialises in helping business leaders and professionals take control of their careers and realise their ambitions. Her special report on “How to become self-employed confidently & successfully” is available at www.takingtheplungeseries.com.
Posted in Business Start Up, career change, Confidence, Self confidence, Self Employment
Tagged business, business start up, Changing Career, confidence, self employment, Self Esteem, Self-Confidence, Small business, starting a new business
The second characteristic of a Personal Development Mindset is self-confidence.
What is self confidence?
You are self-confident when you believe in you and your own abilities.
It doesn’t mean that you always get things right. But when you don’t, you still think you are OK, you are not lacking or incomplete.
It is the self-confidence that allows you to have a go at new things – you are OK and so you can try something new! Self-confidence means you can integrate mind and body and focus on what you want to achieve. You believe “I have the ability to do this”!
Self-confidence leads to success
Self-confidence is at the root of many other abilities and traits.
If you do not have self-confidence, what you do will never be truly fulfilling. You won’t believe that any success you achieve was really down to you. And you may not have the confidence to try new things and new experiences.
Self-confidence is the first step to progress, development, achievement and success! With self-confidence, you can venture out into the world and have adventures.
Success builds on success and so strengthens your confidence further.
Others tend to like, respect, believe and trust people who are self-confident and so more opportunities come your way.
What can you do to improve your self-confidence?
To improve your self-confidence, you can learn to;
- Appreciate your own abilities and achievements.
- Start to use a daily affirmation – “I am a strong, confident and decisive person”.
- Spend five minutes every morning imaging your coming day with you strong and confident – make your picture very colorful.
- Each evening spend a few minutes writing down the day’s achievements and the good things you have done – yes, everything, even smiling at that old lady in the supermarket.
- Act and speak as if you are confident (practicing self confidence leads to self confidence).
- Practice confident body language – standing straight and proud, and giving good eye contact
- Practice speaking firmly and decisively
- Help others just for the sake of helping. You will gradually gain more and more confidence as you focus on other people!.
- Be active and enthusiastic. Lose yourself in your enthusiasm – don’t be afraid to be passionate and to show it.
Coaching for self-confidence
Don’t be afraid to work with a coach or counsellor. Confidence plays such a big part in success in life, that it is really worth making an investment in you with coaching. There are lots of good coaches around and you can find out more about the confidence program I provide at this link.
I wish you well and I wish you self-confidence. I would love to hear about your results!
Wendy Mason is a Life and Career Coach with an interest in management, leadership and in change – both personal (career and life out side of work) and within organizations. You can email her at firstname.lastname@example.org or ring ++44(0)2084610114