Theories of Team Development

Tuckman’s Stages of Group Development

Forming: This is the initial stage where team members meet and learn about the task, as well as about each other. At this point, individuals often behave quite guardedly.
Storming: In this stage, conflicts might occur due to different points of views, working styles or personalities. Team members may challenge each other, the purpose of the team and the authority of the leader.
Norming: Once the conflicts are resolved and the team has started to bond, they move to this stage. They begin to work more effectively, agreeing on rules, values and operational guidelines.
Performing: Finally, the team becomes more strategically aware and knows clearly why it is doing what it is doing. The team has a shared vision and is capable of working towards achieving their objectives without supervision.

Belbin’s Team Roles

Dr Meredith Belbin identified nine team roles which can contribute in distinct ways to the success of a team. These are:

Coordinator: Mature, confident, good chairperson; identifies talent; delegates effectively.
Shaper: Challenging, outgoing, dynamic, performs well under pressure; has the drive and courage to overcome obstacles.
Plant: Creative, imaginative and generates ideas that solve possible problems.
Resource Investigator: Outgoing, sociable, and gathers information from outside sources to help the team.
Monitor-Evaluator: Serious-minded, strategic, sees all the options, judges accurately.
Teamworker: Co-operative, mild, perceptive and diplomatic; listens, builds, averts friction.
Implementer: Reliable and efficient; turns ideas into practical actions.
Completer-Finisher: Diligent, conscientious, and focuses on completing tasks to the highest standards.
Specialist: Single-minded, self-starting and dedicated; provides necessary skills and abilities.

Understanding these theories can provide a model for the process of team development, and suggest appropriate behaviours and strategies to improve team performance.