Effective Team Development
[EN] English
Team Development
Effective team development with structure.
The Bruce Tuckman Model in practice.
The Bruce Tuckman Model in practice.
When a complex mandate, such as an operational restructuring,
is to be successfully completed, it is essential to ensure sustainable progress.
This requires a functioning team that continues on the chosen path and continuously improves.
is to be successfully completed, it is essential to ensure sustainable progress.
This requires a functioning team that continues on the chosen path and continuously improves.
Teams do not grow together on their own – they go through phases.
As an experienced interim manager, I use the Tuckman model
to structure team building – in a human and results-oriented way.
Who was Bruce Tuckman?
Bruce W. Tuckman was a U.S. psychologist (1938–2016)
who focused intensely on group dynamics and learning processes.
who focused intensely on group dynamics and learning processes.
In 1965, he introduced a still widely used model of team development –
consisting of the phases Forming, Storming, Norming, Performing.
It originated from detailed analyses of group processes in educational, project,
and organizational contexts.
consisting of the phases Forming, Storming, Norming, Performing.
It originated from detailed analyses of group processes in educational, project,
and organizational contexts.
In 1977, Tuckman and Mary Ann Jensen added a fifth phase –
Adjourning – for the conscious disbandment of teams.
Adjourning – for the conscious disbandment of teams.
I. FORMING
Initial orientation:
The team finds its footing; roles and goals are not yet clear,
but collaboration begins.
The team finds its footing; roles and goals are not yet clear,
but collaboration begins.
II. STORMING
Conflict phase:
Different opinions and interests collide –
leadership is especially challenged here.
Different opinions and interests collide –
leadership is especially challenged here.
III. NORMING
Structure emerges:
Roles and routines become clear,
the team develops common rules and trust.
Roles and routines become clear,
the team develops common rules and trust.
IV. PERFORMING
High-performance phase:
The team works efficiently, solution-focused,
and self-directed toward the goal.
The team works efficiently, solution-focused,
and self-directed toward the goal.
Role of the Interim Manager in Each Phase
Effective team development requires more than a good model –
it takes leadership with a clear vision.
In each phase, I take on specific responsibility to guide the team
authentically, solution-focused, and efficiently.
I. FORMING
I create orientation, clarify goals and roles,
and structure the team-building process.
and structure the team-building process.
II. STORMING
I moderate conflicts clearly and constructively,
establish stable communication channels,
and ensure cohesion.
establish stable communication channels,
and ensure cohesion.
III. NORMING
I promote reliability, establish routines,
and ensure the transition to independent collaboration.
and ensure the transition to independent collaboration.
IV. PERFORMING
I support self-responsibility, maintain the focus on results,
and provide targeted coaching as needed.
and provide targeted coaching as needed.
Not to be Underestimated – Team Dissolution
At the end of each mandate, it is often overlooked:
the handover to the permanent team must be managed.
I ensure a structured and smooth transition process.
What happens in the team?
V. ADJOURNING
The team dissolves after successfully achieving its goals – with a focus on reflection, conclusion, and handover.
What is the role of the interim manager?
V. ADJOURNING
I ensure a structured conclusion, recognize the team's achievements, and safeguard the transfer of knowledge for future challenges.
Sustainable team development is no coincidence.
With a sound methodology, clear communication, and many years of practical experience,
I guide change processes so that teams don’t just function – they grow.
Is there a need for action in your organization?