W1_Hilal_ Bruce Tuckman Model for Team Development

Problem Definition

After 5 days of Face to Face learning, our team (OPWP PMP 17) was formed on the objectives of pass PMI exam and Return on Investment Training. Therefore, we need to know the current the stage of our team and how to reach a high performing team level.

Assessment Results

Stage	Score	Rank
Forming	23	3
Storming	20	4
Norming	30	2
Performing	31	1

Table 1: Stages Scoring

Root Cause Analysis

Table 1 shows that small differences between stages but, it clearly shows that the team now at stage of performing. Although the team was formed in the last week, the team now at performing stage where rank does not matter and trust and flexibility among team members are established. Also, we expect to see at this stage a high level of creativity and attachment to the team and proper utilization of team resource to achieve the common objectives. However, according to Tuckman’s analysis of team development, it seems unrealistic to reach this stage at this time. It usually takes time to go through each stage, however, our team has gone through these stages before the course started. Unlike other teams, the members of this team are coming from the same organization and even for the same department. Still, the difference between norming and performing is small, which indicates the team is still in early phases of performing stage.

Root Cause Selected

The team members came from the same organization/Department.

Feasible Alternatives

The leadership style at this stage is critical because keeping the team together while achieving the objective is really important. Therefore the suggested leadership styles are:

-          Democratic

-          Laissez-Fiare

Outcomes from Alternatives

-          Democratic: the individual inputs are required in decision making but the leader reserves the right to make final decision. The manager will provide guidance to his/her team members.

-          Laissez-Fiare: the manager merely provides consultation and feedback. The team members will do the decision making and determine their tasks to achieve the goal.

Acceptance Criteria

Attribute	Acceptance Criteria
Control	Little
Motivation	By support
Couching and Directing	Little
Communication	Two way
Decision Making	Involving team members
Criticism	Constructive

Table 2: Acceptance Criteria

According to Tuckman’s Model, these are the acceptable attributes for leadership for a team in performing stage. The Communication is critical as well as decision making. However, control, couching and directing are not needed that much since the team have almost reached the maturity stage. 

Alternative Outcomes vs Acceptance Criteria

Attribute	Acceptance Criteria	Democratic	Laissez-Fiare
Control	Little	Little	No control
Motivation	By support	By Awards	By support
Couching and Directing	little	By Guidance	little
Communication	Two way	Two way	Bottom to top
Decision Making	Involve Others	Involve Others	Not Required
Criticism	Constructive	Constructive	No Criticism

Table 3: Comparison of Alternative Outcomes against Acceptance Criteria from Table 2

According to the table above, democratic will be ranked first and Laissez-Fiare will be ranked second.

Best Alternative

Running Compensatory Approach Model analysis to determine the best alternative.

Attribute	Rank	Normalized Weight (A)	Democratic		Laissez-Fiare
			C	A*C	D	A*D
Control	1	4.76%	1	0.05	0.5	0.02
Motivation	4	19.05%	0.5	0.10	1	0.19
Couching and Directing	5	23.81%	0.5	0.12	1	0.24
Communication	6	28.57%	1	0.29	0.5	0.14
Decision Making	3	14.29%	1	0.14	0.5	0.07
Criticism	2	9.52%	1	0.10	0.5	0.05
Total	21	100.00%	Total	0.79	Total	0.71

Table 4: Compensatory Model results for Feasible Alternatives

For the table above, we conclude the best leadership style is democratic. C,D columns represent numerical assessment of leadership styles against acceptance criteria,.

Tracking/ Reporting Plan

The tracking/ reporting plan will consist of taking the assessment again on monthly basis. This will allow us to monitor the progress closely and decide whether to continue with this plan or not. However, on weekly basis is recommended to look at team performance which will help us to see how effective the leadership style is.

References

Barkema, E. & Moran, J. (2013). Scoring the Tuckman Team Maturity Questionnaire Electronically. Retrieved from (http://www.phf.org/resourcestools/Documents/Electronic_Tuckman.pdf)

Okpalad.(2015). Most Effective Leadership and Management Styles and Approaches. Retrieved from https://okpalad.wordpress.com/2015/03/28/most-effective-leadership-and-management-styles-and-approaches/

PP Admin. (2015). Tuckman Model. Guild of Project Controls Compendium and References. Retrieved from http://www.planningplanet.com/guild/gpccar/developing-management-competencies