“Unlocking Team Potential: How DISCAsiaPlus Complements Team Stages”

The effective functioning of teams is central to the effective functioning of organizations. Phrase such as “People are our best assets” underscore the importance of effective teams as they directly affect organizational performance. There are three main reasons why effective teams contribute to an effective organization:

• Teams are the basic structure to bring about organizational change.
• Teams are needed to facilitate discovery learning process that helps people arrive at their own understanding of key issues facing the organization.
• Teams are needed to integrate more fully departmental needs with organizational goals through better utilization of resources and involvement of team members.

Given the centrality of effective teams in organisations, it is crucial that all team members have a strong grounding on team dynamics, problem solving cycle and the quality of dialogue that occurs within each member of the team.

One such model that provides an easy to grasp yet actionable is Bruce Tuckman’s team stages of team development—Forming, Storming, Norming, Performing, and Adjourning—provide a valuable framework for team leaders to understand and guide their teams as they progress through different phases of group dynamics. Several distinct benefits in applying this model include a heightened awareness of team dynamics, targeted leadership actions at different stages and the promotion of collaboration.

In Tuckman’s model the “forming” stage is characterized by members understanding their roles, the task, and each other. Trust is low, and individuals may avoid conflict. The “storming” stage is marked by conflict as individuals assert their personalities, challenge authority, or compete for roles within the group. Productivity may decrease as the team struggles to find alignment. In the “norming” stage, conflicts subside, the team begins to find consensus and cohesion. Members align their goals and processes while strengthening their relationships. At this “performing” stage, the team reaches peak efficiency and productivity. They operate as a cohesive unit with minimal oversight from the leader. In the last stage, “adjourning” the team disbands after completing its objectives. Members may experience mixed emotions, such as pride or sadness.

Here are some actionable ideas for team leaders

In the “forming” stage, team leaders can assign roles based on their DISC preferences. Specifically, DISCAsiaPlus offers 19 different roles based on unique DISC combinations such as the Planner. With the planner at your side, there is safety. The four-letter acrostic “SAFE” emphasises his contribution

Stability and safety before results

Always strives for improvements

Facts and figures before decisions

Efficient and loyal

In the “storming” stage, team leaders can facilitate conflict resolution by encouraging team members to recognize and respect personality differences, unique contributions and associated risks. There are 5 different conflict management strategies that are usually utilised: competing, collaborating, accommodating, avoiding and compromising. These strategies have been tailored to DISCAsiaPlus. Leaders can use these strategies to de-escalate tensions and promote mutual understanding. (A deeper dive into conflict management will be addressed in a separate discussion).

In the norming stage, team leaders can pair team members according to their preferences or roles to ensure greater productivity. For example, pairing a results-driven “Achiever” with a detail-oriented “Planner” can balance vision with execution, enhancing overall productivity.

In the performing stage, team leaders can facilitate team ownership and celebrate achievements. Mentoring and coaching can be assigned to different members who have proven their worth can be paired with the different DISC profiles.

Finally, on the adjourning stage, team leaders can encourage team members to provide feedback on the experience, leveraging their unique DISC styles to gain diverse perspectives.

By combining Tuckman’s stages with DISCAsiaPlus, leaders can not only navigate the natural evolution of teams but also cultivate an environment where individual contributions are recognized and optimized. This approach results in more cohesive, productive, and resilient teams.