Tuckman Model Stage 5: Adjourning and the Avengers

Summary

In the final installment of the Tuckman Model series, Lon Schiffbauer discusses the 'adjourning' stage of team development. This phase involves saying goodbye to team members, dealing with the apprehension of losing a high-performing team, and wrapping up loose ends. Despite the challenges, it's crucial to submit final reports and evaluations, and to celebrate the team's accomplishments. Schiffbauer emphasizes the bittersweet nature of adjourning, acknowledging the joy of working together and the friendships formed. He also hints at future discussions on how teams transition from storming to norming and ultimately to performing, encouraging viewers to stay tuned for more insights.

Takeaways

• 📚 The Tuckman Model outlines five stages of team development: forming, storming, norming, performing, and adjourning.
• 🏁 The final video in the series focuses on the 'adjourning' stage, which is about the team's disbandment.
• 🤝 Saying goodbye to team members can be challenging due to the bonds formed during the team's journey.
• 😕 There is often apprehension about losing the team, especially after reaching a high-performing state.
• 📊 Teams need to submit final reports and evaluations, which is a necessary bureaucratic process.
• 📂 There may be loose ends to tie up even after the main project or challenge is completed.
• 🎉 It's important to celebrate the team's accomplishments and the relationships formed during the collaboration.
• 😢 Adjourning can evoke mixed emotions, as it marks the end of a significant and rewarding experience.
• 🤔 The speaker hints at future content discussing how teams progress from storming to norming and achieving peak performance.
• 🌟 The Avengers are used as an example to illustrate the Tuckman Model's stages in a relatable context.
• ➡️ The series may conclude, but the conversation continues with further exploration of team effectiveness and development.

Q & A

What are the five stages of the Tuckman Model as discussed in the video series?

The five stages of the Tuckman Model are forming, storming, norming, performing, and adjourning.

What is the focus of the final video in the Tuckman Model series?

The focus of the final video is on the adjourning stage, which involves the process of teams disbandment.

How does Lon Schiffbauer describe the process of saying goodbye during the adjourning phase?

Lon Schiffbauer describes the process as challenging because team members have developed friendships, respect, and admiration for each other.

What are some of the emotions experienced during the adjourning phase?

During the adjourning phase, team members may experience apprehension over the impending loss of the team, mixed emotions about leaving behind a high-performing team, and a sense of accomplishment.

What is the significance of submitting final reports and evaluations during the adjourning phase?

Submitting final reports and evaluations is a bureaucratic necessity that allows for the documentation of the team's performance and achievements.

What does Lon Schiffbauer suggest should be done after the completion of a project?

Lon Schiffbauer suggests that after a project is completed, it's time to celebrate the team's accomplishments, the friendships formed, and the camaraderie developed.

How does the speaker describe the overall feeling during the adjourning phase?

The speaker describes the adjourning phase as a bittersweet time, with a sense of relief that the challenging work is done, but also a sense of loss due to the end of the team's collaboration.

What is the next topic of discussion after the Tuckman Model series?

After the Tuckman Model series, the next topic of discussion will be about how teams become effective performers, focusing on the transition from storming to norming and eventually to performing.

What is the role of the Avengers example in illustrating the adjourning phase?

The Avengers example is used to illustrate the concept of adjourning by showing how a team that has achieved its goal and completed its mission eventually disbands.

What is the importance of celebrating the team's accomplishments during the adjourning phase?

Celebrating the team's accomplishments is important as it acknowledges the hard work and success of the team, strengthens the bonds between team members, and provides a positive note on which to end the team's journey.

How does Lon Schiffbauer suggest handling the mixed emotions that come with the adjourning phase?

Lon Schiffbauer suggests acknowledging the mixed emotions and focusing on the positive aspects such as the accomplishments and the relationships formed, while also recognizing that life and new opportunities continue.

What does the speaker imply about the future for individuals after the team disbands?

The speaker implies that after the team disbands, individuals will move on to new challenges, opportunities, and possibly form new teams, emphasizing the cyclical nature of team dynamics.

Outlines

00:00

📜 Introduction to the Final Tuckman Model Installment

Lon Schiffbauer introduces the final part of the Tuckman Model series, focusing on the 'adjourning' stage. He recaps the previous stages of team development (forming, storming, norming, performing) and hints at a future discussion on how teams become effective. Schiffbauer uses the Avengers as an analogy to illustrate the process of teams coming together and eventually disbanding, emphasizing the emotional complexity of parting ways after significant shared experiences.

Keywords

💡Tuckman Model

The Tuckman Model is a psychological theory that describes the stages of development that small groups go through as they form, evolve, and eventually disband. In the video, it is used to discuss the five stages of team development, which are forming, storming, norming, performing, and adjourning. The model is central to the video's theme as it provides a framework for understanding how teams progress and eventually conclude their work.

💡Adjourning

Adjourning is the final stage of the Tuckman Model, where a team disbands after completing its task or project. It is characterized by saying goodbye, dealing with the loss of the team, and wrapping up any remaining tasks. In the script, adjourning is the main focus, as the speaker discusses the bittersweet nature of the team's conclusion, the process of finalizing reports, and the importance of celebrating accomplishments.

💡Forming

Forming is the initial stage of the Tuckman Model where team members come together and start to get to know each other. It is a phase of orientation and dependency on the team leader. In the video, forming is mentioned in the context of the team's journey, highlighting the contrast between the beginning of the team's existence and the current stage of adjourning.

💡Storming

Storming is the second stage of the Tuckman Model, characterized by conflict and tension as team members begin to assert themselves and challenge ideas. The speaker references the 'storming thing' in the script, indicating the challenges the team faced and how they overcame them to progress to later stages.

💡Norming

Norming is the third stage of the Tuckman Model, where the team starts to resolve conflicts and establish a sense of cohesion. It is a phase where the team members begin to collaborate effectively. The video briefly alludes to norming as part of the team's development process, leading up to the performing stage.

💡Performing

Performing is the fourth stage of the Tuckman Model, where the team is highly collaborative, efficient, and motivated to achieve its goals. The script mentions the Avengers as an example of a high-performing team that has completed its mission, emphasizing the success that performing teams can achieve.

💡Final Reports and Evaluations

In the context of the video, final reports and evaluations are bureaucratic tasks that need to be completed as part of the adjourning process. They represent the formal closure of a team's work and are an important aspect of professional practice, even for a fictional team like the Avengers.

💡Celebration

Celebration is the act of acknowledging and commemorating the team's achievements and the relationships formed during the team's journey. In the script, the speaker emphasizes the importance of celebrating the team's accomplishments, which adds a positive and reflective note to the otherwise challenging process of adjourning.

💡Apprehension

Apprehension, as used in the script, refers to the anxiety or concern team members may feel about the impending loss of the team and the relationships they have built. It is a natural emotional response to the end of a significant shared experience, such as the work of a team.

💡Separate Ways

Separate ways is a phrase used to describe the parting of team members as they move on to new challenges and opportunities after the team disbands. The video script uses this term to illustrate the reality of team dynamics, where despite the strong bonds formed, individuals must eventually pursue their own paths.

💡High Performing Team

A high performing team is a group that works exceptionally well together to achieve its objectives. In the script, the speaker expresses the reluctance to leave behind a high performing team, such as the Avengers, highlighting the value and effectiveness of such teams in achieving their goals.

Highlights

The final installment of the Tuckman Model series discusses the adjourning stage of team development.

Adjourning is the phase where teams start saying goodbye to each other, which can be challenging due to the bonds formed.

There is often apprehension over the loss of the team, especially after reaching a high-performing stage.

The job is done, and it's time for the team to disband even if it's difficult for many members.

Teams submit final reports and evaluations during the adjourning phase, a bureaucratic necessity.

Small loose ends may need to be tied up by individuals or subteams after the main project is completed.

Celebrating accomplishments is an important part of the adjourning process, acknowledging the team's success and camaraderie.

Adjourning can evoke mixed emotions, as there is relief in completing a challenging task but sadness in leaving a successful team.

The speaker emphasizes the importance of moving on to new challenges and opportunities after a team disbands.

The Avengers are used as an example to illustrate the Tuckman Model's stages, making the concept relatable.

The series concludes with the Tuckman Model but will continue with discussions on effective team performance.

The transition from storming to norming and achieving performing status will be the focus of upcoming content.

The speaker expresses hope that viewers have enjoyed the series and encourages them to continue with the next topic.

The transcript provides a comprehensive view of the adjourning stage, emphasizing the emotional and practical aspects of team dissolution.

The importance of acknowledging the team's journey, from forming to disbanding, is highlighted as a key aspect of the adjourning process.

The speaker suggests that even high-performing teams like the Avengers will disband when their purpose is fulfilled.

The need for closure in terms of wrapping up final tasks and celebrating is emphasized as crucial for a healthy team adjournment.

The transcript outlines the bittersweet nature of team adjournment, balancing the sense of accomplishment with the loss of collaboration.

The series will continue to explore how teams can become more effective, delving into the dynamics of moving from storming to norming and performing.

The speaker's personal enjoyment in creating the series is shared, aiming to connect with the audience on a more personal level.

Transcripts

- Hello, I'm Lon Schiffbauer,

and welcome to this, the final installment

of our Tuckman Model series.

Now, as you know, certainly by now,

in this video series we've been discussing

the five stages that teams go through

in coming together and eventually disbanding.

These are forming, storming, norming,

performing, and adjourning.

And since this is the final video in this Tuckman Series,

today we get to talk about adjourning.

Now, I say the Tuckman Series because,

what we've done here is talk about how teams come together.

What we've not yet discussed is what teams need to do

to become effective performing teams.

And that's what's going to be coming after this series.

But right now, we're all about adjourning.

So, where are we?

Well, the Avengers have won, they've beaten the aliens,

or what have you, Chakari I think they were called, right?

But you know what, even in adjourning,

there are things that need to be taken care of

and sown up, and that's what we're going to talk about here.

So during the adjourning phase,

the first thing we do, well,

we're starting to say good-bye to one another.

And this is easier said than done.

After all, we've been through quite a bit together.

I mean, not just the battle, that whole storming thing.

And through these battles, through these challenges,

through these experiences,

we've developed a pretty good friendship with one another,

or at least respect and admiration

for the skills that we've all brought to the table.

And so the idea of leaving all this behind

could be a little bit difficult.

And related to this, there's apprehension

over the impending loss of this team.

After all, forming this team and getting us

to the performing stage was not easy.

The idea of walking away

from such a high performing team, ugh.

But you know what, the job is done,

the team isn't needed,

and so it's time for everybody to go their separate ways.

But this is not very easy for a lot of us.

- They've gone their separate ways.

Some pretty extremely far.

If we get into a situation like this again,

what happens then?

- They'll come back.

- Then of course, it shouldn't be a surprise

that it's during this stage

that we submit our final reports and evaluations,

yeah, not terribly exciting or sexy,

but you know what, the bureaucracy reigns supreme

no matter where we are, even in the Avengers.

Then of course, there are probably just some tiny loose ends

that need taking care of.

I mean yes, the project is over,

the foe has been vanquished, if you will,

but there are still one or two little things

that some of the individuals or maybe a subteam or two

need to go kinda take care of.

Finally, it's time to celebrate.

I mean, we saved the Earth, right?

Well, we didn't, but they did.

Point is, we should take a moment

and really celebrate our accomplishments

and the team that we've become,

and the friendships and camaraderies

that have come about as a result.

All of this means that adjourning can be

a bittersweet time, on one hand,

we're really glad to be done.

That was not easy and it's nice to have that behind us.

On the other hand, the joy and just absolute pleasure

that we derive from working together,

and creating that performing team,

that's not something that comes around very often.

And so the idea of walking away from this,

can really fill us with mixed emotions.

Nevertheless, life goes on,

individuals go on, there are new challenges,

there are new opportunities,

and there are new teams to fill,

and so it's time to kinda put a bow on this,

celebrate our accomplishments, and move on.

And there we are, the Avengers as seen through the lens

of the Tuckman Model.

I hope you've enjoyed this at least half as much

as I've enjoyed making them.

Now this does wrap up this Tuckman Model series,

but we're not quite done.

After all, these are the stages of team development,

but now we want to talk about how we actually

come together as a team and work effectively together.

In other words, how do we get from storming to norming?

And if at all possible, how do we get to performing?

That's what we'll be talking about next,

so I hope you stick with me, have a great day.