This is the fifth blog in the team development series. This time we are going to talk about the fourth and last stage of the Tuckman model of team development: performing.
In the first stage of team development, forming, people come together in a team for the first time. They have yet to get to know each other and are defining their positions in relation to each other.
In the second stage, storming, the team wants to know what they will be doing and how they will be doing this. Conflicts and discussions arise.
In the third stage, norming, the team emerged stronger from conflicts.
The Performing stage in team development
After all the perils, you have finally arrived at the fourth and final stage of team development: performing.
The team is on a roll. Your responsibilities as a manager change to maintaining this momentum. You focus on optimising the team's potential.
What is required of you as a leader when your team is running smoothly?
As a manager, you are serving and more in the background. In this phase, it is the art of letting go and trusting the team's self-reliance, As a manager, the interventions you make are process and content related as to offer new perspectives and get the team thinking in terms of innovation and growth.
As a leader, you celebrate individual and team performance, you promote a culture of learning, such as helping to set new team norms and goals and encouraging a growth mindset.
What forms of work do you apply in the Performing stage?
Tips for you as a manager to foster a growth mindset in your team:
- Lead by example
- Work with inspiring growth-oriented goals
- Focus on growth during your individual meetings
- Ask questions with growth in mind, not obstacles
In the executive coaching programme, you will bring in cases that deal with innovation within your team, how to identify growth areas and how to help refine team strategies.
Watch the TED Talk by Carol Dweck about developing a growth mindset.
How can executive coaching help you as an executive?
During all 4 phases, executive coaching can support you as a manager. It provides you with tools to create a confidential environment, monitor and evaluate your approach, get input and inspiration and, where necessary, make adjustments.
The added value of executive coaching lies in improving your communication skills, increasing your emotional intelligence and increasing your flexibility in dealing with changing team dynamics.
Ultimately, executive coaching can provide you with the tools you need to lead, inspire and encourage your team to success, while your team cultivates a culture of excellence and development.
Curious? Would you like to know more about what a customised executive coaching programme could mean for you? Then feel free to get in touch.
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