W1_RD_Leadership Style Analysis By Using Tuckman Model


  1. Problem Definition

Garuda AACE 2015 was established during 5 days face to face class with 2 main targets pass AACE Certification exam at first attempt and gain Return of Training Investment (RoTI). Team initial task is to capture team behavior and determine effective leadership style to maintain morale to increase team productivity.

  1. Identify the Feasible Alternative

In 1965, Tuckman published his Forming Storming Norming Performing model and completed with the fifth stage, Adjourning in 1970s. This model explains that as the team develops maturity and ability, relationships establish, and the leader changes leadership style from Directing (Telling), Coaching, Participative, and Delegating up to Directing (Concluding).

Fig. 1 Tuckman’s Team Development Model

Fig. 1 Tuckman’s Team Development Model[1]

Below is the brief relationship illustration of each phase in the Tuckman’s model.

Fig. 2 Five Stages of Team Leadership Development

Fig. 2 Five Stages of Team Leadership Development [2]

Other alternative model is the Hersey and Blanchard’s Situational Leadership. This model came up with four readiness levels and styles of leadership based upon the situational leadership theories.

Fig. 3 Hersey-Blanchard Situational Leadership Influence behaviors

Fig. 3 Hersey-Blanchard Situational Leadership Influence behaviors [3]

Knowing when to use each leadership style is depend on the readiness of the person or group one is leading. Below is the leadership style (R1 to R4) based on the readiness level (S1 to S4): Table.1 – Readiness Level and Leadership Style (Hersey and Blanchard’s Situational Leadership model) [3]

Table 1 Readiness Level and Leadership Style

  1. Development of the outcome for Alternatives

To capture team behavior, a survey was conducted using Donald Clark [4] survey model on Tuckman’s four stages of team development, and distributed among team member to answer. Responses are presented in the aggregate, without any individual’s responses being revealed to the team. Table.2 – Individual responses from the questionnaire [5]

Table.2 – Individual responses from the questionnaire

  1. Selection of Criteria

Based on the above individual’s response, PERT analysis was performed to identify team behavior at P70. It shows current team is in the PERFORMING stage. Table.3 – Donald Clark Survey Result with P70 [5]

Table.3 – Donald Clark Survey Result with P70

  1. Analysis and Comparison of the Alternatives

PERFORMING means team is more strategically aware, focus on over-achieving goals. Disagreements may occur however it will be resolved positively within the team. Suitable leadership style will be DELEGATING (overseeing) style

  1. Selection of the Preferred Alternative

Even though team was consider in the PERFORMING stage, however considering that this is new team with various team member backgrounds, it will be wise to looking for the lower stage. With Forming and Storming P70 number are close, team is consider in the STORMING stage and required COACHING leadership style to accommodate. Leader should lead the team to be focused on its goals. As the team maturity level increase, then Leader can transform their style into DELEGATING (overseeing) 

  1. Performance Monitoring and the Post Evaluation of Result

Monitoring of team progress as well individual member’s progress is important to achieve Team’s goals. Program Manager, supported by Project Controller should continuously monitor both team and individual performance, build and maintain an effective communication among team members and take necessary action if required.   References :

  1. Tuckman, B. (1965). Tuckman’s Team Developmental Model -. Retrieved from http://www.focusadventure.com/team-building/gallery/tuckmans-team-developmental-model/
  2. Tuckman and Jensen. (1977). Dare To Be a Leader? | CULCbulanppa. Retrieved from https://culcbulanppa.wordpress.com/2014/07/07/dare-to-be-a-leader/
  3. Hersey-Blanchard. (1970). Hersey-Blanchard Situational Leadership Theory | drypen.in. Retrieved from http://www.drypen.in/human-resource/hersey-blanchard-situational-leadership-theory.html
  4. Clark, D.(2002). Survey: What Stage is Your Team in?  Retrieved from http://www.cscaweb.org/EMS/sector_team/support_files/tools_for_the_team/tool_stage.pdf
  5. Jauhari, Achmad . (2015). W1_AJ_Leadership Styles | GARUDA AACE 2015. Retrieved from https://garudaaace2015.wordpress.com/2015/03/02/w1_aj_leadership-styles/
Advertisements
This entry was posted in Tak Berkategori. Bookmark the permalink.

5 Responses to W1_RD_Leadership Style Analysis By Using Tuckman Model

  1. drpdg says:

    OUTSTANDING first posting, Pak Rikky!!! Nice work on this….

    Now let’s see if you can continue to post this type of high quality blog in the coming weeks, but from now on, you get to pick your OWN problem statement and I will work with you to help you find a SOLUTION to that problem.

    Keep up the good work and my suggestion would be to post your W2 blog this week, so that you build in a RISK BUFFER, just in case something does happen, you won’t fall behind..

    BR,
    Dr. PDG, Jakarta, Indonesia

    Like

  2. rikky2015 says:

    Dr Paul, thank you for your review.
    Noted Pak, I will try my best to meet the target,

    By the way, should the review followed with the rating ?

    regards

    Rikky

    Like

  3. Psychologist in the making says:

    Hello! We also used Donald Clark’s stages of team development questionnaire and unfortunately, we got low reliabity on 2 subscales. If you still know the reliabilty of each subscale of this questionnaire, can I get the info from you? We couldn’t find any studies that used the same tool. We really need it for us to graduate on time. Thank you and God bless!

    Like

  4. Pingback: W1_Said _Tuckman Analysis Assignment – pmioocep16

  5. Pingback: W1_TH_Tuckman Analysis Assessment – EMERALD AACE 2017 – WEEKLY BLOG

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s