W2_ABM_Follow up Tuckman Survey on SPJ offshore Construction Team

  1. Problem Definition

The Offshore Construction team for McConnell Dowell / SYS Joint venture (SPJ) have been actively working together for the past 8-9 months. Further challenges are now expected with larger and more complex work fronts commencing. We now wish to determine the following;

  1. The groups maturity to further understand its ability to deal with continued adversity and;
  2. leadership skills and styles which the group may benefit from as it enters this next phase of the project.

2. Development of feasible alternatives

As commented in the Blog for Week 1, according to Professor Bruce Tuckman in 1970, there are 4 stages for teamwork development :

  1. Forming
  2. Storming
  3. Norming
  4. Performing

Depending on the groups maturity levels, available alternatives with respect to continued management style may include;

  • Retain a high level of daily interaction to remain relevant to the team
  • Closely follow performance of the team and make decisions for the group to follow, providing specific daily targets and instructions.
  • Provide more general targets and milestones to the team allowing members to develop their own interim targets and pathways.
  • Delegate and oversee group activity from from a high level perspective and act as a guide and motivator as director and instructor.

3. Development of the Outcome for Alternative
As per Week 1 exercise with Emerald team the assessment of the SPJ offshore construction team will be performed through the administration of 32 question survey containing statements about teamwork. Each team Member scores each of the 32 questions using a scale of 1-5 (Almost never to Almost always) to indicate how often their team displays each indicated behavior.

In this survey however, respondents were requested to not record their names or identifies on answer sheets and submit together in 1 lot to assist with the retention of anonymity and therefore the integrity of results.

4. Selection Criteria

Survey results of SPJ Offshore Construction team are as follows;

5. Analysis and Comparison of the Alternative

From the above results, the team is now clearly operating in the Performing phase which is characterized by the following traits;

In this final stage the team becomes more strategically aware, they know what they are doing and why.  With a shared vision they are able to stand on their own feet with little interference or direction from the leader.  The focus becomes one of over-achieving goals, challenging and continuously improving their own working practices.  Disagreements are handled internally with the team members looking after each other as well as the task.

6. Selection of the Preferred Alternative

On reflection of these results, team members are now operating with minimal interference from senior management and more autonomy. Processes and procedures are developed for new work scopes however established work fronts are now observed to “run themselves”

The teams maturity levels (Performing)and current operation style being observed is therefore supported by the results above and can be considered appropriate for a group which has been established for the past 9 months and who have worked through a degree of adversity together.

With respect to actions by its leader and their task to keep the group motivated and focused on the remaining activities. The following actions are to be taken from the alternatives;

  • Provide more general targets and milestones to the team allowing members to develop their own interim targets and pathways.
  • Delegate and oversee group activity from from a high level perspective and act as a guide and motivator as director and instructor.

7. Performance Monitoring and the Post Evaluation of Result

Additionally, further actions to be taken to those nominated above, the leader may consider the following;

  • Keep close to the team to assist the team in the event of personnel or organisational change.
  • Encourage Team members to deepen their knowledge and skills, including working to continuously improving team development.
  • Accomplishments in team process or progress are celebrated.


  1. Judith Stein -Using the stages of Team Development                       Retrieved from  (hhttp://hrweb.mit.edu/learning-development/learning-topics/teams/articles/stages-development)
  2. Scoring the The Tuckman Team Maturity Questionnaire Electronically. retrieved from (http://www.phf.org/resourcestools/Documents/Electronic_Tuckman.pdf)
  3. Alan Chapman (2013) – Tuckman forming, storming performing model –  Retrieved from (http://www.businessballs.com/tuckmanformingstormingnormingperforming.htm)
  4. Stage of team development – the Tuckman Model                           Retrieved from (http://tomorrowsconsultant.com/wp-content/uploads/2014/12/Stage-of-team-devel)

1 thought on “W2_ABM_Follow up Tuckman Survey on SPJ offshore Construction Team”

  1. AWESOME start to your posting topic, Tony. Impressed to see that you applied what you are learning in your “real” job. Can’t ask for anything more than that!!

    But, it is important for “lessons learned” to explain why you didn’t get 5 stars.

    First, like many on the team, your Step 2 was incomplete or not as clear as it could or should be. To be “correct” Step 2 should have included the statement- “What we are looking for is the attribute with the highest overall average”. For the future, you need to be as clear as possible as to what the “passing score” or “acceptance criteria” is.

    Secondly, because you are dealing with a project example, you should have included the “Mourning” or “Adjourning” phase. For construction in particular, how do you keep the team motivated and functioning as the job winds down? Especially if work is slow, the trades historically try to “dog” the job….. Slowing down their productivity trying to extend the job by a few more weeks. This is a very real problem, especially when late delivery penalties are involved

    Had you followed my advice by STARTING your research on your chosen topic with the Guilds CAR, you would have picked up on this omission. Go HERE http://www.planningplanet.com/guild/gpccar/developing-management-competencies and scroll down to Figures 2 and 3 .

    Bottom line- you picked an excellent topic for your W2 blog and I hope you learned from your mistakes and don’t repeat them on future ppstings.

    Dr. PDG, Jakarta


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