Responses | Date | Author |
Hi, I have used a simple problem solving task and videoed the whole task in a 'wide' shot, then either edited this over lunch or played it back at 8 times speed (some mobile phones now have 'stop motion' facility and that works well too) and asked the group to identify the stages by observing behaviours. I have found that they can observe the stages quite well, and explain their behavioural differences as indicators to that stage, which makes the conversation linking back to work quite a profitable learning experience. Hope this helps a bit. |
| 13/05/2015 | Previous |
Tuckman's model while 'neat' does not necessarily apply to all teams matrix/project teams established eg in urgent circumstances. Nevertheless, you could combine this model with others - give your audience a task to do but deliberately make the teams too big for the task. Record who opts out (Ringleman effect) usually someone who accesses their mobile. Get one of them to observe each group and ask them to take note of who does what. Debrief using your observers. Then go through Belbin (questionaires abound on the web) they can reflect on what behaviours they exhibited (add value by getting them to use Kolb).
Ronnie |
| 12/05/2015 | Ronnie |
Hi there, I recently did this with a management team. I started by explaining the model in brief with the indicators for what you might see as the team behaviours at each stage. I then gave them a handout and asked them in small groups to discuss what stage they felt the team were at. This resulted in some interesting discussions about why the teams were having difference experiences of the leadership. This has resulted in actions for more regular meetings of the whole management team (not just top tier) etc. Good luck |
| 23/04/2015 | Jane |