Every some additional time to understand cultural difference

Every team go through different stages before becoming functional,  Bruce Wayne Tuckman published model called the Tuckman’s Stages” on seeing this model for the first time it was easy to attribute my own team experiences. The model recognises that group do not start off as being formed and functional and each stage shows how a teams grows. The forming stage takes place when we first meet the initial team members in my workplace this would usually be in the early stages of a project where the in-house staff team are selected, this stage gives the team a chance to make initial impressions and to share information on past projects and learn about each other. In my workplace forming may take some additional time to understand cultural difference as the Indian culture plays a big part of Welsh Water as our IT partner. I find sometimes we go thought norming a 2nd time when a supplier of a product is added to the team as lots of extra staff are added to deliver the product. As the team start to work together and being to develop an understanding of what causes the conflict within the team they move into the “storming” stage. This stage is also the time when team member may become a  second leader and try to start a power struggle within the team. One of my largest projects comprised of 2 big external organisation a mix of tempory staff as well as quite a number of new internal teams, I feel as a whole we spent a lot of time in the storming stages, the project team was significantly large with people then split into small sub-teams to deliver  waves of delivery. In the initial stages, the team members were competing with each other for status or to highlight there past experience on how things should be run. Some teams managed to progress through this with the strong guidance from the project managers and some of the sub-teams were constantly stuck in the storming stages as they couldn’t learn to be accepting of each other for the good of the project lot of time was spent in conflict. If a team can work out the team dynamics of storming they can evolve to the next phase of norming, this phase is where the team start to establish respect and delicate who is doing each task, by this time the team have formed working relationships and commitment are growing. The team leader may not be needed as much at this stage as the team are actively making decisions and problem solving and are becoming functional at working together. The final stage of a team’s development is performing, this means the team is working hard without conflicts and are achieving the team goals and the team leader can focus on the development of the team members. In my workplace, we often don’t reach this stage as teams change for final delivery of solutions and due to projects overrunning team member may already have been assigned there next projects or have lost focus.  In 1977, Tuckman and Mary Ann Jensen added a fifth stage “Adjourning.” The adjourning stage is when the project is completed, in my workplace this would end with a project party, however, the adjoring stage can last for a while as with the big project above often another member of the project will still be demoted months later following the splitting up of a high performing team.