While that model is simple, I find teams (and their leaders) need more detail in order to diagnose the state of their team, and more direction in order to improve it. ![]() It highlights that conflict and tension arise as the team evolves. It’s also known as the FSNPA model and is built on Bruce Tuckman’s 1965 theory on the stages of group development. You’ve probably heard of the forming-storming-norming-performing-adjourning model of the stages a new team goes through. Who wouldn’t want to be part of an awesome team?! Given the universal appeal of this goal, I thought it would be helpful to share some general tips on boosting team performance. ![]() ![]() One of our corporate clients has been working on building their teams to be high(er)-performing, which is a worthy goal irrespective of whether you’re the function’s manager, a specific team’s leader, or a member of that team.
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