W1_SSG_Tuckman Analysis


PROBLEM DEFINITION

Simatupang_AACE_2014 team had conducted 5 days face to face session of AACE training. The objective of the training is to pass on or more AACE certification in the first attempt and return of training investment to sponsors. In order to understand where we are standing right now on the group development perspective, and what type of leadership we need, we performed an assessment on the group development stages.

DEVELOPMENT OF FEASIBLE ALTERNATIVES

Each team member has to be understood of each stage of the development journey. Dr. Bruce Tuckman develops one model to measure maturity of the development stage. According to him, there are four (4) stages of the group maturity along the journey of the project; forming, storming, norming, and performing.

There is correlation of team member behavior and leader responds to indicate the stage of the group development. These member behavior and leader respond will produce output to each stage of forming, storming, norming, and performing.


Figure 1: Team behavior and respond to task of each stage.

DEVELOPMENT OF OUTCOMES FOR EACH ALTERNATIVE

Refer to the above Tuckman’s model; the alternative leadership for each stage is as follow:

  1. Stage 1 – Forming: Leader provide direction and drive the team process
  • High dependence for leader guidance and direction
  • Individual roles and responsible are unclear
  • Member varying degrees of commitment
  • Communication is low and few member often dominate
  1. Stage2 – Storming: Leader raises difficult issue and coach team member.
  • Decision will not come easily in group
  • Team need to focus on its goal to avoid by emotional issue
  • Team wrestles with issue of communication
  • Member act from independent stance.
  1. Stage3 – Norming: Leader used as facilitative style to create opportunity to other to lead.
  • Agreement and consensus is largely forms among team
  • Roles and responsibility are cleared and accepted
  • Team built relationships with external
  • Member begin to relate independently
  1. Stage4 – Leader focuses on purpose, independent relationship, and condition that shift the stages.
  • Member take responsibility for task and relationships
  • Team achieve effective and satisfying results
  • Team takes initiative to assess external forces.
  • The team has shared vision and able to stand on its own feet
  • Member work independently to the team benefit.

 SELECTION OF CRITERIA

Based on the questioner survey tools suggested by Dr. Paul D. Giammalvo (http://www.nwlink.com/~donclark/leader/teamsuv.html), we collect 11 team members survey data’s and using PERT P-90. Following are the result:

Personal Test Result:

Forming

Storming

Norming

Performing

29

28

32

32

Figure 2: Test Result

The highest value result is performing stage and norming stage.

ANALYSIS FOR THE ALTERNATIVES

Based on PERT P-90 above, it indicates our team stands on two different stages, and the same time variance to storming stage is minimal.

For performing conditions, I find that member respond value to procedure availability is low (3). In this case, team needs to improve procedure clearness and this should be progressed along the project duration. This is another part that team can improve. The best point (5) is the team member feeling to share responsibility of project success and failure.

For Norming conditions, I find that team member willingness to work beyond the expectation and sharing personal problem are low (2). These items also can be developed further to escalate overall team maturity to performing stage.

SELECTION ON THE PREFERRED ALTERNATIVES

The Tuckman test result indicates that Simatupang_AACE_2014 is highly performing team with mature members. By considering this condition, writer predicts this team will be able to deliver the task smoothly without significant conflict as long as we can develop the procedure, and sharing the problem in the team both working and personal problems.

 PERFORMANCE MONITORING AND POST EVALUATION RESULT

It is still need effort to monitor the progress of performing and norming stage and contribution of each team member is a key. The leadership type will be monitored over time to get the fit role to the right stage.

 REFERENCES

Bruce Tuckman Model of Stages of Corporate Team Development, retrieved from: http://suite101.com/article/bruce-tuckman-model-of-stages-of-corporate-team-development-a337502, web. Sept. 02 2013.

Bruce Tuckman Team Guides, Catalyst Consulting Team, retrieved from: http://www.catalystonline.com/wp-content/uploads/2010/11/Catalyst_Desk_Ref.jpg

http://www.catalystonline.com/products/tuckman-team-guides/ web. Sept. 02 2013.

Advertisements

2 Comments

Filed under Sutoyo S, Week 01

2 responses to “W1_SSG_Tuckman Analysis

  1. AWESOME posting, Pak Sutoyo!!!! Exactly what I am looking for….. Nice work!!!

    BR, Dr. PDG, Shanghai, China

  2. Hi pak Sutoyo,
    I just noticed that your citations were not totally correct…… Be sure that all your citations are in APA formatting….. .http://owl.english.purdue.edu/owl/resource/560/10/

    Other than that, your W1 blog posting was EXCELLENT!!!

    BR,
    Dr. PDG,

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s