Tuckman’s model of group development, which consists of forming, storming and norming before performing, was developed in 1965. It has been the basis of team building for many decades.
When I started working full-time in the Marks and Spencer graduate scheme, nearly 30 years ago now, team building was an important part of my training. Any people manager’s purpose is to create the conditions that allow a team to flourish and achieve results.
What has changed in team building?
The pandemic was a major factor in the decision to not have teams meet up and work through the steps necessary to build a highly-effective working group. After the pandemic we did not return to prioritising and spending the time necessary to do this work well.
Our culture reviews have consistently shown that a person’s level engagement is impacted by their relationship with the team and with their line manager. Many of the organisations that we work with are hybrid, meaning they have multiple locations or geographical areas. People want more time to improve their working methods and build relationships.
It is not the case that you want to abandon hybrid working and go back to work full-time. There are many research that show teams can be more productive if they have the option to choose a place to work that is appropriate for the task. Employees, who are frustrated by mandates to “be present” in the office, doing work they could do more productively at home without having to commute, are understandably frustrated.
Quality team building time has many benefits
But quality time spent on building team dynamics, is a winner for all. It provides:
- Engagement Increased
- Mental health and wellbeing improved
- Retention increases
- Increased efficiency
- Energy and Productivity – Improved
- Improved customer experience
- Results that are improved
Why does team building not receive priority?
Leaders and their teams are caught in a Catch-22 situation where they are ‘too occupied’ to prioritize activities that are important, but not urgent.
Many teams struggle with the full agenda of change, are often overstretched in terms of resources and get stuck with transactional relationships. They are therefore ‘head down’ and getting the job done, but the siren just isn’t loud enough to get leaders to prioritize team building moments.
Every team that we work with has untapped potential to improve performance. Recently, one member of an executive team estimated that only 50% was being used. It is evident that people want to be more connected with those they work with. Employees are often looking to streamline processes, improve communication (both within their team and with other teams), clarify roles and responsibilities and add collective value.
How to tell if your team works effectively
Many frameworks exist for high-performing team that contain the same core components. It is a good idea to ask your team if they feel that they are able to:
- Team and personal goals should be clear
- Priorities and goals that are common
- Roles and responsibilities are clearly defined
- Knowledge, skills and experiences that are diverse and complementary
- Routines and processes that are effective
- Accountability is a privilege that allows people to hold one another to account
- Trust and psychological safety
- Healthy debate and challenge
How long does it take to create a team that is effective?
The team’s circumstances will determine the answer.
- The size of the team
- The team’s location
- The role of the team
- The complexity of their contexts and goals
- Current dynamics
- An appetite for improvement
To build and maintain an excellent team, it is usually enough to spend one or two days at first, followed by a day every quarter. Some individuals may require additional 121 coaching to provide extra support. It is not an expensive investment in time or money, given the benefits.
In addition to the benefits for the company, people who are part of effective teams develop a feeling of belonging and connectedness that goes beyond the traditional relationship between employer and employee. Everyone remembers their best teams.
