{"id":4860,"date":"2016-06-13T16:00:54","date_gmt":"2016-06-13T15:00:54","guid":{"rendered":"http:\/\/blogs.kent.ac.uk\/change-academy\/?p=4860"},"modified":"2016-06-20T11:16:24","modified_gmt":"2016-06-20T10:16:24","slug":"stuck-in-a-rut-how-to-reinvigorate-your-team-2","status":"publish","type":"post","link":"https:\/\/blogs.kent.ac.uk\/change-academy\/2016\/06\/13\/stuck-in-a-rut-how-to-reinvigorate-your-team-2\/","title":{"rendered":"Stuck in a rut? How to reinvigorate your team"},"content":{"rendered":"<p><strong><em>An earlier version of this was first posted on <a href=\"http:\/\/blogs.kent.ac.uk\/change-academy\/2013\/06\/13\/stuck-in-a-rut-how-to-reinvigorate-your-team\/\">13th June 2013<\/a><\/em><\/strong><\/p>\n<ul>\n<li style=\"text-align: justify\"><img loading=\"lazy\" id=\"irc_mi\" class=\"alignright\" src=\"http:\/\/3.bp.blogspot.com\/_yY0GYFoZJZE\/TSARv4YsDXI\/AAAAAAAAAck\/S6pZWxSCDI0\/s1600\/stuck-in-a-rut.jpg\" alt=\"\" width=\"266\" height=\"266\" \/>Are the same old issues arising in your team?<\/li>\n<li style=\"text-align: justify\">Have you joined a team that is stuck in its ways?<\/li>\n<li style=\"text-align: justify\">Is the team intimidated by new challenges which seem like one step too far?<\/li>\n<li style=\"text-align: justify\">Have you ever felt &#8220;<em>we&#8217;ve been here before<\/em>&#8220;?<\/li>\n<li style=\"text-align: justify\">\u00a0Are the moaners still moaning?<\/li>\n<li style=\"text-align: justify\">Would the team, <em>if honest<\/em>, say that they are stagnant, uninspired, or just jogging along?<\/li>\n<\/ul>\n<p style=\"text-align: justify\">What would make a difference; how can things change; are people the problem or is it something else?<a href=\"http:\/\/blogs.kent.ac.uk\/change-academy\/files\/2016\/06\/Dont-Panic.jpg\"><img loading=\"lazy\" class=\"wp-image-4897  alignright\" src=\"http:\/\/blogs.kent.ac.uk\/change-academy\/files\/2016\/06\/Dont-Panic-150x150.jpg\" alt=\"Don't Panic\" width=\"79\" height=\"79\" \/><\/a><\/p>\n<p style=\"text-align: justify\">\n<p style=\"text-align: justify\">\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0In the words of Douglas Adams<img loading=\"lazy\" class=\"size-full wp-image-2119 alignnone\" src=\"http:\/\/blogs.kent.ac.uk\/change-academy\/files\/2013\/06\/1.jpg\" alt=\"1\" width=\"9\" height=\"10\" \/><\/p>\n<p style=\"text-align: justify\">\n<p style=\"text-align: justify\">All teams go through various stages of development, from confidence to crisis, from challenge to success, from discomfort to familiarity, from suspicion to support. These cycles can occur in any order, sometimes a positive progression forwards but occasionally involving backsliding and disillusionment. A third common state is no change at all &#8211; being stuck in a rut &#8211; for months, or maybe years.<\/p>\n<p style=\"text-align: justify\">The classic observation on team development was made by Bruce Tuckman and his memorable &#8216;Forming-Storming-Norming-Performing&#8217; model. It helpfully sets out some of things to address which will \u00a0oil the wheels of positive team development.<\/p>\n<p style=\"text-align: justify\">Clear goals, clear ground-rules (i.e. the ways we work together, talk to each other, and use the time and space that we share), clear roles. These are the <a title=\"Features of a high performing team\" href=\"http:\/\/blogs.kent.ac.uk\/change-academy\/2013\/01\/28\/features-of-a-high-performing-team\/\">simple building blocks of effective teams<\/a>. These things give space for individuals to get on with the work that they do alone and to interact effectively in the things that they need to do together. Clarifying these things as a team should also give space for people to raise questions or challenge things which don&#8217;t work well or appear to have little purpose.<\/p>\n<p style=\"text-align: justify\">So change the way the team works without meddling with the people in it. This gives everyone the choice to make progress alongside their colleagues &#8211; which, frankly, most people are quite happy to do.<\/p>\n<p style=\"text-align: justify\">Reading:<\/p>\n<p style=\"text-align: justify\">Tuckman, B.W. (1965) Developmental sequence in small groups. <em>Psychological Bulletin<\/em> 65, no.6: 384\u201399.<\/p>\n<p style=\"text-align: justify\">Tuckman, B.W. and Jensen\u00a0M.A. (1977) Stages of small-group development revisited. <em>Group and Organization Studies<\/em> 2, no. 4: 419\u201327.<\/p>\n<p style=\"text-align: justify\">Optional bedtime reading:<\/p>\n<p style=\"text-align: justify\"><a href=\"http:\/\/blogs.kent.ac.uk\/change-academy\/files\/2013\/06\/1.jpg\"><img loading=\"lazy\" class=\"alignnone size-full wp-image-2119\" src=\"http:\/\/blogs.kent.ac.uk\/change-academy\/files\/2013\/06\/1.jpg\" alt=\"1\" width=\"9\" height=\"10\" \/><\/a>Adams, D. (1979) <i>The Hitch Hiker&#8217;s Guide to the Galaxy.<\/i> Pan Books Ltd., London.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>An earlier version of this was first posted on 13th June 2013 Are the same old issues arising in your team? Have you joined a team that is stuck in its ways? Is the team intimidated by new challenges which seem like one step too far? Have you ever felt &#8220;we&#8217;ve been here before&#8220;? \u00a0Are &hellip; <a href=\"https:\/\/blogs.kent.ac.uk\/change-academy\/2016\/06\/13\/stuck-in-a-rut-how-to-reinvigorate-your-team-2\/\" class=\"more-link\">Continue reading <span class=\"screen-reader-text\">Stuck in a rut? How to reinvigorate your team<\/span> <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":2246,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[161682],"tags":[],"_links":{"self":[{"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/posts\/4860"}],"collection":[{"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/users\/2246"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/comments?post=4860"}],"version-history":[{"count":10,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/posts\/4860\/revisions"}],"predecessor-version":[{"id":4899,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/posts\/4860\/revisions\/4899"}],"wp:attachment":[{"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/media?parent=4860"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/categories?post=4860"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/tags?post=4860"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}