Introduction
People need social communication and interaction with many groups and people. Groups often have specific purposes and benefits that are common to all members, such as creating projects or providing individual support in difficult situations. However, it is crucial to maintain practical cooperation through communication to achieve these goals and advantages.
The interaction between group participants may vary depending on the circumstances and the duration of the group’s joint work. By considering these factors, one can optimize cooperation for maximum profitability. This paper examines the group formation stages proposed by Bruce Tuckman and the importance of communication for team performance.
Groups and Teams’ Significance
For most of their lives, individuals belong to various social groups: families, schools, workplaces, and other groups and teams. Although the terms’ team” and “group” are different, as groups can be random and teams are more specific and have a purpose, they are often used interchangeably (“An introduction,” n.d.). The current paper adopts an approach that treats groups and teams as a collection of people interacting with one another, identifying with the group, and being recognized as part of it by other individuals.
Groups can have various goals and activities, and accordingly influence individuals differently. For example, work teams must perform specific tasks or complete projects at work. Friends or an interest club can represent social groups to meet communication needs. In self-help groups, individuals can receive the support and assistance they need during challenging times. Given such a significant place that groups occupy in the lives of individuals, they represent a widely studied phenomenon.
Groups offer significant benefits when members strive for a common goal and are valuable for personal growth and development. In particular, at the individual level, through contact in the group, people learn more about themselves and other participants (“An introduction,” n.d.). Teams are encouraging personal development by allowing them to discuss various topics and explore different perspectives on specific issues or their own behavior.
As a result, in groups, individuals become more confident, acquire social skills, increase motivation, and learn new things (“An introduction,” n.d.). At the same time, groups, when their participants work together, may be more effective at solving specific problems. For example, team members in workplaces often complement each other through their diverse skills. Activists, as groups defending their interests, can attract more attention to various issues and put more effort into solving them. For these reasons, group interaction is necessary and inevitable in a person’s life.
Communication in Groups
The constant member interaction supports groups, and they need effective communication to be helpful and achieve specific goals. Establishing trust and clear rules of conduct between group members helps them collaborate more effectively with one another. Teams rely heavily on quick, open communication to support coordinated interaction (Eisenberg et al., 2019). In the modern world, technological development has provided new communication methods, simultaneously making cooperation easier and posing particular challenges for remote workers (Eisenberg et al., 2019). Technology allows quick contact with individuals in various parts of the world to solve issues or for simple communication.
However, the peculiarities of using innovations may be hampered by their technical capabilities, such as the quality of the connection. Moreover, uniting participants from different countries into teams requires special attention to cultural backgrounds, as they can be very different, which should be considered in communication (Eisenberg et al., 2019). Therefore, understanding the features and needs of communication is necessary for effective teams.
Moreover, the need for communication may vary depending on the group’s format and its duration. For example, work teams lean toward more formal communication, friendships toward more open contact, and therapeutic ones emphasize the importance of trust in communication. The interaction will also differ in groups whose participants have known each other for a long time, as the degree of familiarity determines individuals’ behavior. Consequently, it is necessary to consider the peculiarities of communication at various stages of team formation and functioning, as its members may have differing needs and behavioral characteristics.
Tuckman’s Stages of Group Development
Teams and their internal relationships develop gradually, progressing through several stages, and this formation process significantly impacts the group’s future functioning. Bruce Tuckman is one of the most influential authors who studied and analyzed group dynamics. In 1965, he proposed the team-development model, which identifies four stages of group formation: Forming, Storming, Norming, and Performing. Later, the author expanded the model and added the Adjourning stage (Vaida & Șerban, 2021).
Forming
Each of the identified periods has characteristics that should be considered when investigating the importance of communication in a team setting. The team’s development begins with gathering its participants and determining the structure, as reflected in the name of the Forming stage. At this stage, participants strive to be accepted into the new group, which influences their behavior (Vaida & Șerban, 2021). They evaluate each other and simultaneously follow safe behavior patterns, such as avoiding conflicts and serious topics, and showing courtesy.
Moreover, some individuals may experience anticipation and optimism, and others feel anxiety and fear due to the team’s future work (Vaida & Șerban, 2021). During Forming, the group needs a leader who can contribute to the atmosphere of acceptance and set expectations for the team. There is substantial uncertainty at the initial stage, which raises concerns among the participants.
Storming
Having endured the necessary elements of the first step, the participants leave their comfort zone and are now ready to face the risks of conflict during the second stage. According to Vaida and Șerban (2021), conflict is inevitable for the normal development of the team. At the Storming stage, team members express their opinions, disagreements, suggestions, and concerns about the group’s work.
Critical characteristics of this stage are the manifestation of competition, participants’ doubts, the expression of individuality, and adaptation to the workload. At the same time, the roles are not yet clear enough; therefore, the working progress is not significant (Vaida & Șerban, 2021). The group also requires strong leadership and effective communication to advance at this stage and for further development.
Norming
Having gone through the conflict stage and resolved the controversial issues, the groups move on to the Norming stage. At this stage, teams focus on achieving a balance in collaboration and become more open and not so dependent on the leader (Vaida & Șerban, 2021). Trust in the team becomes essential, so they need to maintain it.
At the same time, more stable roles and competencies among the group are established at the Norming stage. Participants create their team’s rules and regulations for work and communication. However, they may need advice or consultation from the leader and support for their flexibility and adaptability. This stage is essential because, having resolved controversial issues, team members establish the fundamental rules and norms of their future interaction.
Performing
The fourth stage, Performing, is characterized by the most intensive and efficient work and is the longest of the four stages. Since teams established fundamental rules for cooperation and clarified their roles in previous steps, they can now focus on the primary tasks. Notably, not all teams can reach this stage and work effectively, as conflicts can still be present, and without effective management and communication, they have the potential to be destructive (Vaida & Șerban, 2021).
However, successful team communication strengthens the group’s self-government and discipline. The participants perform the tasks stipulated by their roles, moving to the targets set at the Formation stage. Crises can disrupt the established order, causing groups to revert to previous stages of development.
Adjourning
The Adjourning stage is characteristic of team termination when the participants stop cooperating. The emotions of the team that need to be dealt with are of great importance in such a transition. In particular, individuals may experience sadness due to the completion of the teamwork and concerns due to the uncertainty of future work (Vaida & Șerban, 2021). While some team members may continue working together, the changes will remain significant. At this stage, the group needs to recognize its achievements and develop a transition plan to facilitate the completion of work and group interaction.
Advantages and Drawbacks
Tuckman’s approach helps understand the dynamics of group relationships and their needs for better functioning. Considering the team’s work from the standpoint of the highlighted stages helps determine the best ways to achieve the goals and overcome potential obstacles. As a result, other researchers and practitioners continue to use Tuckman’s model, which has withstood the test of time (Vaida & Șerban, 2021). However, the considered approach received some criticism; in particular, questions were raised about the rigidity of the stages and their dependence on the size of the group and the circumstances of cooperation.
Moreover, the author admitted that following his specialty as a psychologist, he was significantly focused on therapeutic settings (Vaida & Șerban, 2021). Despite the highlighted shortcomings of Tuckman’s model, it emphasizes crucial factors and needs for group work during various periods, including transitional moments. Such a focus can be valuable for understanding the importance of communication in a team setting in various circumstances.
Tuckman’s Model and Communication in Groups
Forming Stage Communication
Considering the differences in the behavior of groups at various stages of their interaction, leaders can identify and address specific communication needs. Moreover, understanding the features of each step enables the development of communication approaches that are most effective during a particular period. For example, given that a critical characteristic of Forming is the sense of uncertainty and anxiety among the group members, communication should be aimed at acquainting and clarifying expectations from the team. In particular, the group’s needs include explaining the mission, vision, and goals, identifying roles, essential rules of conduct, and expectations (“Tuckman’s stages,” 2022).
At the same time, communication occurs more often unilaterally – from leaders to group participants, as team members still evaluate each other (“Tuckman’s stages,” 2022). The leaders have an essential task of meeting the mentioned needs so that the group can work successfully in the future.
Focusing on communication is necessary, as it will help bring certainty in the first stage of the team’s work, for example, by establishing cooperation goals. Mission and vision are official statements that outline the direction of work and supported values, typically communicated in writing, which can be valuable in reducing uncertainty (“Principles of management,” 2020). The formal approach, using written messages, is common among teams in various workplaces.
However, many other groups also need to understand the goals and directions for cooperation. Clear communication about the mission, vision, roles, and expectations is essential as a guide for group members, instructing them on how to interact with other members. Moreover, goals that appeal to group members can be an effective source of motivation to continue cooperation and invest efforts in it. Without knowing the direction of their work, the team members will be confused. Then they will not be able to effectively transition to other stages of group development.
Storming Stage Communication
Communication at the Storming stage becomes more intense and multilateral as team members express their opinions about the work and go through conflicts. The team’s needs at this stage include building relationships, active listening, exchanging feedback, resolving controversial issues, and clarifying roles and goals (“Tuckman’s stages,” 2022).
Leaders, in turn, must help resolve conflicts by teaching individuals unique methods, providing constructive feedback, and expressing support for participants (Tuckman’s Stages, 2022). Consequently, the primary goals of communication are to train participants in conflict resolution methods and their application, enabling them to find consensus and maintain mutual respect. Having passed this stage, participants can choose approaches and strategies to help them solve emerging problems.
Storming stage communication significantly impacts the team and its further success. In particular, participants are just beginning to express their opinions and need to be heard. Active listening and feedback will maintain respect and trust among team members. Clarifying roles and expressing support help sustain participants’ motivation to work.
Moreover, without communication, there is a risk of frustration at work and unresolved conflicts (Vaida & Șerban, 2021). In the future, disputes that have not been settled will lead to strong tension and threaten cooperation processes. At this stage, communication is critical as participants start learning to interact with each other, laying the foundations for future cooperation.
Norming Stage Communication
The norming stage is also characterized by intense communication, but team members are already guided by the rules and norms they adopt. They should manage their interactions to reduce tension and become more productive. Since participants consider themselves part of the team at this step, the communication approach is changing, and freedom of speech is growing (Vaida & Șerban, 2021).
During this period, the group must solve problems jointly, make proposals, share ideas, and continue providing and receiving feedback. Participants take greater responsibility than earlier, so communication also includes a discussion of management issues. At the same time, trust and acceptance established at this stage lead to the point that participants begin to fear the future group breakup and can resist change (“Tuckman’s stages,” 2022). However, individuals should still complete the task that the team established.
Leaders at the Norming stage should support the group members by encouraging joint decision-making and strengthening relationships. Effective interaction at this stage encourages participants to be independent in their decision-making. As a result, consultations become an essential task for leaders, so they also need to change their approach to communication (Vaida & Șerban, 2021). Maintaining the team’s motivation to work attitude is crucial so that breakup fears do not interfere with fulfilling the tasks.
Performing Stage Communication
The Performing stage comprises the most intensive working communication, understanding between participants, and significant personal and group development progress. During this period, the team needs confidence to move towards cooperation and task completion (“Tuckman’s stages,” 2022).
The groups also require resources to work and continuous feedback and guidance for their actions. Since the participants at this stage are pretty independent in their management, the leader’s role comes down to giving fewer instructions but providing more support and information if necessary (“Tuckman’s stages,” 2022). This stage of the team’s existence is the longest and most productive; therefore, it is crucial to maintain communication at a high level.
Performing can be considered a point that all groups strive to reach since their goals are achieved here. At the same time, not all teams get to this stage and the expected results. The possible reasons for failure are ignoring the features of the previous steps and ineffective communication. If leaders and participants have invested the necessary efforts in the development of the group, they will work effectively.
In particular, conflicts between team members may continue at the Performing stage, but management should be so effective that communication solves all disputes (Vaida & Șerban, 2021). Thus, workflows are successful during this period if the team establishes applicable interaction rules and strategies. Achieving the Performing stage is evidence of the group’s effective communication.
Moreover, interactions at this stage should support the group’s motivation to continue cooperation. Maintaining a high level of performance among the team is critical, and this can be achieved through recognition and appreciation. Leaders must recognize when group members have put in much effort and done an excellent job (Robbins, 2019). For example, at workplaces, recognition can be expressed through a promotion or bonus, and in volunteer organizations, it can be expressed through certificates or other methods.
However, the expression of honor is limited since not all participants can get it equally. At the same time, leaders must maintain communication and motivation with other team members. They can achieve this goal through appreciation – recognizing the value of the individual (Robbins, 2019). Therefore, in addition to providing resources, group leaders and coordinators should also pay attention to employee motivation in communication.
Adjourning Stage Communication
The final Adjourning stage is characterized by significant changes in the lives of the group members, bringing feelings of relief or grief due to the completion of collaboration. The team needs to summarize its work, assess the efforts made, and recognize the achievements, and these actions are significantly based on communication. Leaders should help the group conclude their cooperation, listen to all ideas, and support members when leaving the work process (“Tuckman’s stages,” 2022). Since ending the established stable relationship between participants is a specific crisis for them, communication at this stage is also critical.
Communication during the Adjourning phase should help employees get the most out of teamwork. In particular, summarizing and expressing recognition motivates subsequent work and self-development since the participants see their progress more clearly (Robbins, 2019). Moreover, feedback based on the group’s cooperation results can push participants to new work areas. At the same time, communication offers a logical completion of collaboration, helping the group members better cope with emotions.
Improving Communication in Teams
As the analysis of Tuckman’s model showed, communication in the team is critical, and therefore, it is necessary to improve it. Ricard (2020) highlights several strategies relevant to organizational settings, but applying some of them is also possible for other types of groups. In particular, one of the strategies is purposeful communication, which is necessary for teams with specific goals. Following this strategy, group members in communication should prefer only topics that matter to the group.
This proposal applies to personal communication between team members and general group meetings. Such gatherings should be prepared in advance so that the participants focus on important issues and are more productive. As a result, purposeful communication can improve the quality of interaction within a group.
After focusing on purposeful communication, teams can also apply other strategies to improve communication. In particular, Ricard (2020) notes that some issues require resolution in one-on-one meetings rather than general discussions. Such a measure may be necessary when providing feedback on the work of one of the team members, giving advice, and in similar cases.
Another strategy can be applied at group meetings and motivates employees. Monitoring and updating the team’s progress is crucial, allowing them to complete the tasks in time and focus their attention on further goals. Communication becomes more effective, and team members are satisfied with the quality of communication.
An essential consideration in the quality of team communication is the choice of channels. In addition to communicating during face-to-face meetings, teams in the modern world can use opportunities such as messaging in applications and e-mail, voice and video calls, and other methods (Ricard, 2020). It is crucial to choose the channel that will be convenient for all participants and prefer one rather than several to avoid confusion. This aspect is essential for remote teams, and many organizations and companies are increasingly paying attention to such opportunities.
Conclusion
Thus, belonging to different groups and teams is essential for a person. The effectiveness of communication significantly determines the group’s success in achieving specific goals and the benefits for individuals. Teams and relationships among their participants go through several development stages, affecting communication. Tuckman applied a theoretical model that describes team dynamics and highlighted five steps: Forming, Storming, Norming, Performing, and Adjourning.
The model highlights several critical points in teams’ work that are essential to consider in interactions. In particular, in the initial stages, groups should focus communication on acquaintance, conflict resolution, and the development of rules for everyday interaction. At subsequent stages, groups need to maintain contact so that motivation and performance remain high. Without effective interactions, teams cannot go through the necessary steps of development and achieve their goals; therefore, communication is critical.
References
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Ricard, S. (2020). Five strategies to improve communication with team members. Forbes. Web.
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