Tuckman’s well-established model of team development outlines five stages: forming, storming, norming, performing, and adjourning (added twelve years after the initial four). These stages provide a valuable framework for leaders and managers to understand their team’s current state and apply appropriate leadership strategies to facilitate their growth.
I’ve always felt there was a crucial stage missing before adjourning, one that I call “Retaining.” Once a team reaches the Performing stage, I believe it should ideally evolve further into a state of easy adaptability and resilience to change. While team disruptions can always cause a regression to earlier stages, a team in the Retaining stage possesses the momentum to navigate through those setbacks more quickly. Let’s describe into the characteristics of the Retaining stage:
The “Retaining” Stage
In the Retaining stage, the team has operated at a high-performing level for an extended period. It has successfully moved beyond reliance on any single team member, including the leader or manager. Furthermore, the team readily embraces changes without significant disruption, having developed mature working practices and a strong internal momentum.
A team in the Retaining stage can easily adapt to new objectives, projects, organizational shifts, and minor team member changes without a significant drop in performance. This is a key differentiator from a Performing team that, when faced with disruption and subsequent regression, often requires considerable time and effort to return to a high-performing state.
Observable Behaviors:
- No dependency on any single team member’s knowledge, role, or behavior.
- Embrace changes and evolve without noticeable performance decrease.
- Individuals proactively create partnerships with other teams/areas to fulfill the team’s goals.
- Resolve conflicts efficiently and constructively.
- Members confidently take the lead on small to medium internal projects without needing to centralize power or knowledge.
- Efficiently and effectively onboard new members to the team.
Feelings & Thoughts:
- Deep and shared understanding of the team’s purpose and its alignment with company goals.
- Acknowledgement of the team’s strengths and weaknesses, fostering a culture of continuous improvement.
- Empowered to challenge the status quo and proactively evaluate alternatives, driving innovation.
Team Needs:
- Consistent visibility and recognition of the team’s impact and contributions to the broader organization.
- Opportunities to take complex and impactful challenges that stretch their capabilities.
- Maintain focus and manage work in progress (WIP) effectively to avoid burnout and maintain momentum.
Leadership Required:
- Provide opportunities for the team to make a significant impact beyond its immediate scope.
- Expose the team to broader audiences and stakeholders, sharing their achievements and expertise.
- Actively encourage and celebrate team successes, reinforcing positive behaviors and morale.
- Grant significant autonomy with minimal direct supervision, fostering trust, ownership, and accountability.
- Ensure the team has a complete understanding of the context and rationale behind any changes, promoting buy-in and reducing resistance.
Benefits for Leaders and the Organization
Recognizing and fostering a “Retaining” stage offers significant advantages for engineering leaders:
- Enhanced Team Stability: Teams in this stage are more resilient to turnover and external pressures, providing a stable foundation for projects and initiatives.
- Reduced Management Overhead: With high levels of autonomy and self-direction, these teams require less direct supervision, freeing up leadership time for more strategic endeavors.
- Increased Organizational Agility: Their ability to adapt quickly to change makes the entire organization more responsive to market demands and evolving priorities.
- Higher Team Morale and Engagement: The empowerment and recognition inherent in this stage lead to increased job satisfaction and a stronger sense of purpose.
- Capacity for Innovation: With a strong foundation and a proactive mindset, these teams are well-positioned to drive innovation and tackle complex challenges.
Tuckman’s Stages Revisited
Incorporating this crucial stage, Tuckman’s model of team development would be:
- Forming
- Storming
- Norming
- Performing
- Retaining (NEW)
- Adjourning
Conclusion
The Retaining stage represents a significant step beyond simply performing. It signifies a team that has not only achieved high performance but has also developed the crucial ability to adapt, evolve, and maintain its effectiveness in the face of change. Recognizing and nurturing teams in this stage is essential for Managers and Leads looking to build truly resilient and high-impact organizations.
For a deeper understanding of the original Tuckman’s stages, you can find detailed information here: https://www.wcupa.edu/coral/tuckmanStagesGroupDelvelopment.aspx
