Tuckman Model Stage 2: Storming and the Avengers
Summary
TLDRIn this insightful video, Lon Schiffbauer delves into the second stage of Tuckman's team development model, known as 'storming.' He explains that this is a challenging phase where team members, while recognizing the task at hand, are reluctant to relinquish their individuality and unite as a cohesive team. Schiffbauer highlights the lack of a shared vision and differing working styles as key factors leading to interpersonal conflicts and frustration. Using the dynamic between Captain America and Iron Man as an example, he illustrates how miscommunications and power struggles can emerge. He also discusses the formation of sub-teams and the prevalence of 'hallway conversations' that often accompany the storming stage. Schiffbauer emphasizes the importance of awareness, communication, and behavior in navigating through this phase effectively and moving towards the next stage, 'norming.'
Takeaways
- 🌐 The Tuckman model outlines five stages of team development: forming, storming, norming, performing, and adjourning.
- 🚫 The storming stage is often dreaded because team members have not yet relinquished their individuality to work as a team.
- 🤔 A lack of shared vision and differing operating styles can lead to confusion and conflict within the team.
- 🤝 Interpersonal conflict arises from misaligned working styles and can manifest in unsolicited comments and snide remarks.
- 💡 The perception that some team members are not contributing equally can exacerbate tensions and lead to further conflict.
- 🧐 Team members may jockey for position and compete for recognition and influence, especially in the absence of a unified vision.
- 🗣️ Miscommunication and misperceptions are common during storming, often leading to emotional rather than rational responses.
- 🔄 The formation of sub-teams can occur as individuals seek support and allies within the larger team.
- 🏃♂️ Hallway conversations, where team members discuss their frustrations outside of the main group, are a common feature of the storming stage.
- ⏱️ While the storming stage is a necessary part of team development, its duration and intensity can be mitigated through increased awareness and communication.
- 📢 Open and effective communication is key to moving from the storming phase to the norming phase, where team members begin to resolve their differences.
Q & A
What is the Tuckman model?
-The Tuckman model is a theory that explains the five essential stages necessary to form a team: forming, storming, norming, performing, and adjourning.
What is the 'storming' stage in the Tuckman model?
-The storming stage is the second phase in team development where team members, while recognizing the job to be done, are not yet willing to give up their individuality and come together as a team. This stage is characterized by a lack of shared vision, interpersonal conflict, and competition for influence.
Why is the 'storming' stage often dreaded by team members?
-The storming stage is dreaded because it involves interpersonal conflict, lack of shared vision, and different operating styles that clash, leading to frustration and tension among team members.
How does the lack of a shared vision contribute to the storming stage?
-The lack of a shared vision means team members do not agree on what needs to be done and how to do it, leading to each member working for their own purposes and agenda, which can cause conflict and confusion within the team.
What is an example of interpersonal conflict in the script?
-An example of interpersonal conflict in the script is between Captain America and Iron Man, where they have differing approaches to forming a team and executing a plan of attack.
What is a sub-team?
-A sub-team is a smaller group that forms within a larger team, often during the storming stage, as members seek support and alignment with others who share similar views or working styles.
Why do sub-teams form during the storming stage?
-Sub-teams form as a result of the interpersonal conflict and lack of shared vision, as team members look for support and partners who share their perspective, leading to the formation of smaller, more aligned groups within the team.
What is the significance of increased communication in moving from the storming to the norming stage?
-Increased communication is crucial as it helps to clarify misunderstandings, align team members on a shared vision, and resolve conflicts, thus facilitating a smoother transition from the storming to the norming stage.
Can the storming stage be shortened or made less painful?
-While the storming stage is a necessary part of team development, it can be made relatively short and less painful depending on the team's awareness of their feelings and behaviors, and the extent of communication and collaboration among members.
What are 'hallway conversations' in the context of the storming stage?
-Hallway conversations refer to the informal discussions that take place outside of formal team meetings, often between members of sub-teams, where they express their frustrations and concerns about other team members or the team's direction.
How do the interactions between Captain America and Iron Man illustrate the storming stage?
-The interactions between Captain America and Iron Man illustrate the storming stage through their disagreements on team formation, strategy, and work approach, highlighting the clash of individual styles and the struggle to establish a unified team vision.
What is the role of leadership during the storming stage?
-Leadership plays a crucial role in the storming stage by facilitating communication, addressing conflicts, and helping to establish a shared vision and goals for the team, which can help to mitigate the challenges of this phase.
Outlines
🤔 Understanding the Storming Stage
In this first paragraph, Lon Schiffbauer discusses the second stage of the Tuckman model, known as the storming stage. It's a phase where team members recognize the need for collaboration but are reluctant to relinquish their individuality. The lack of a shared vision and differing working styles lead to interpersonal conflicts, frustration, and competition for leadership. The example of Captain America and Iron Man's contrasting approaches to teamwork illustrates the challenges faced during storming. Sub-teams may form as individuals seek support and recognition, further complicating the dynamics. The paragraph emphasizes the inevitability of the storming stage and suggests that awareness and communication can mitigate its negative effects.
🧠 The Role of Sub-Teams and Communication
The second paragraph delves into the dynamics of sub-teams and the importance of communication in navigating the storming stage. It highlights the ongoing collaboration between two characters, Stark and Banner, who share mutual respect and intellectual camaraderie. The paragraph also discusses the phenomenon of 'hallway conversations' where team members express their frustrations and concerns outside of formal meetings, often within their sub-teams. Schiffbauer emphasizes that while the storming stage is a necessary part of team development, its duration and intensity can be influenced by the team's self-awareness and willingness to communicate openly. The paragraph concludes with a teaser for the next topic: increased communication as a pathway to the norming stage.
Mindmap
Keywords
💡Tuckman model
💡Storming
💡Individuality
💡Shared vision
💡Interpersonal conflict
💡Operating styles
💡Sub-teams
💡Misperceptions
💡Positioning and influence
💡Hallway conversations
💡Communication
Highlights
The Tuckman model outlines five essential stages to form a team: forming, storming, norming, performing, and adjourning.
Storming is the stage where team members struggle to give up individuality and come together as a team.
Lack of a shared vision and differing operating styles often lead to interpersonal conflict during the storming stage.
The example of Captain America and Iron Man illustrates the clash of different working styles and the resulting tension.
Frustrations can manifest in unsolicited comments and snide remarks as team members navigate through the storming stage.
Perception of unequal workload and effort contributes to the tension and conflict among team members.
Different approaches to problem-solving, as seen with Captain America and Iron Man, can exacerbate the storming stage.
Team members may jockey for position and compete for recognition and influence during the storming stage.
Misperceptions about intentions and meanings can lead to emotional and hurtful responses among team members.
The formation of sub-teams often occurs as individuals seek support and allies within the larger team.
Hallway conversations, or discussions outside the main meeting, are common as sub-teams form and consolidate.
The storming stage, while necessary, does not have to be long or painful and can be mitigated through awareness and communication.
Increased communication can help transition the team from the storming stage to the norming stage.
Self-awareness of feelings and behaviors is crucial in navigating through the storming stage.
The length and intensity of the storming stage can be influenced by the team's ability to communicate and address conflicts.
The transition from storming to norming is marked by a shift towards more open and effective communication within the team.
The importance of addressing the root causes of storming, such as a lack of shared vision and communication, is emphasized for a successful team development.
Transcripts
- Hi, I'm Lon Schiffbauer.
In this video series,
we've been talking about the Tuckman model,
which really explains the five essential stages
necessary to form a team.
These are forming, storming, norming,
performing and adjourning.
Now we've already talked about forming,
and that means it's time for storming.
This is the stage that everybody dreads
and for a really good reason.
In this stage of team development,
everybody agrees that there's a job to be done,
they get that, but they're still not willing
to give up their individuality,
which means they're not yet ready
to come together as a team.
Now, one of the reasons for this
is that there's no shared vision.
They don't all agree on what needs to be done
and how it needs to get done.
And so, yeah, everybody's working,
everybody's doing things,
but they're doing it pretty much for their own purposes
and their own agenda.
Let's take this scene, for example,
with Captain America and Iron Man.
Cap is pretty interested in forming a team,
but Stark really isn't having much of it.
- Stark, we need a plan of attack.
- I have a plan. Attack.
- And not surprisingly,
this exposes a lot of different styles
how people like to work and get things done.
And you know what?
These styles don't always, you know,
sort of play well together.
- If we don't stay focused, he'll succeed.
We have orders.
We should follow them.
- Following isn't really my style.
- And you're all about style, aren't you?
- So if you've got no shared vision,
and you've got different operating styles,
sort of clashing,
it's not surprising at this stage
that we would see interpersonal conflict.
As a result, team members tend to become
very frustrated with each other.
This is often seen in sort of unsolicited comments
and snide remarks on the side.
You know exactly what I mean.
Cap is pretty frustrated with Stark
and his seemingly lackadaisical approach to the work,
and so kind of rides Stark a little bit.
But you know what?
Stark just laughs him off with his witty comeback.
- Are you nuts?
- Jury's out.
You really have got to lid on it, haven't you?
What's your secret?
Mellow jazz, bongo drums, huge bag of weed?
- Is everything a joke to you?
- Funny things are.
- Threatening the safety of everyone on this ship
isn't funny.
- Another aspect of the storming stage
is the perception that some people aren't towing the line
or pulling their weight.
There's the idea that some people are just letting others do
all the work.
Now, this really isn't hard to imagine
when you think about the fact that there's no shared vision
and there's different operating styles,
and people are frustrated with each other.
I mean, yeah, maybe some people are slacking,
but what's more likely is that everybody's doing
their own thing for their own reason.
Take this scene with Captain America, for example.
He thinks he's doing what needs to be done.
On the other hand, Stark thinks he is doing
what needs to be done.
- You're tiptoeing, big man.
You need to strut.
- And you need to focus on the problems, Mr.Stark.
- You think I'm not?
- Stark very much felt that he was focused on the problem,
but he was pursuing it in a different way.
Not the way that Cap thought should have been done.
Now, another result of all this, you know,
interpersonal conflict and lack of shared vision,
is team members start to sort of jockey for position
and compete for recognition and influence over the team.
The idea is, since there's no shared vision,
everybody wants to kind of assert their own agenda.
Once again, we can see this with Rogers and Stark
as they jockey for position and leadership over the team.
- Of the people in this room,
which one is, A, wearing a spangly outfit,
and, B, not of use?
- Now it's probably not surprising
that during the storming stage,
there's also going to be a lot of misperceptions
about what people say and meant,
or meant by what they said.
And these misperceptions,
they're not going to bring about a rational response,
but rather a very emotional and sometimes hurtful response.
So all of this means that during the storming stage,
as people are competing for influence,
and sort of a passing off snide remarks,
and exploiting interpersonal conflict,
and asserting their own agenda and so forth,
people are gonna start looking around for partners.
They're going to start looking around for support.
So what happens during this stage
is we see the formation of sub-teams.
People start to pair up and really kind of work
as a sub-team to assert their position
over the overall team.
It's pretty easy to see a sub-team
developing between Stark and Banner early on.
The two get along really well.
They're both uber smart genius scientists,
and there's a lot of mutual respect.
And so this sub team actually ends up continuing
all throughout the series.
- Finally, someone who speaks English.
- Is that what just happened?
- It's good to meet you, Dr.Banner.
Your work on anti-electron collisions is unparalleled.
And I'm a huge fan of the way you lose control
and turn into an enormous green rage monster.
- And that brings us to our last point,
with all these sub-teams bubbling up
in this toxic storming environment,
we're going to start seeing hallway conversations.
I mean, the sort of, you know,
people stepping outside the room after the meeting
and saying, "Boy, what's the deal with him?"
And "Gosh, where does he get off thinking that?"
And "Who does she think she is?"
Kind of the commiserating, often happening
between the sub-team members.
For example, we can see this with Stark and Banner
pretty quickly.
- [Stark] That's the guy my dad never shut up about.
Wondering if they shouldn't have kept him on ice.
- So given all these aspects of the storming stage,
it's really no surprise that we dread coming together
as a team.
And as a matter of fact,
that might cause us to think,
"Can't I just skip this stage?"
Well, that's one aspect of the Tuckman model.
You really can't.
Forming, storming, norming,
performing and adjourning,
we have to go through these stages.
However, there's nothing that says that storming,
while it is necessary, has to be really long
and horribly painful.
It can be relatively short and relatively painless.
It just depends on us.
How aware of our feelings are we going to be?
How aware of our behaviors are we going to be?
How much are we going to communicate
and talk about these things?
That's going to lead us into norming.
The things that got us into storming,
a lack of communication during the forming phase,
are going to help us get out of storming and into norming.
One of which will be increased communication.
And that's what we're going to talk about next.
So stick with me,
things are going to start getting excellent.
I hope you'll join me.
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