Team Learning

At Clarion Learning, we are convinced of the validity of the model of group development proposed by Bruce Tuckman which suggests that there is a developmental sequence which all groups go through during their active life cycle.﻿
Team learning therefore begins by assessing the current stage of development. We then design a learning intervention that facilitates a shift to the next stage. Tuckman proposed four phases - forming, storming, norming and performing.﻿
Our team learning interventions are generally designed following intensive discussions with the team leader and following a team assessment and/or personal interviews with team members. In this sense, we follow the four stages of the Discovery, Design, Delivery and Review process as we would with any group learning process.

"Coming together is the beginning. Staying together is progress. Working together is success"
— Henry Ford

Tuckman proposed four phases:Forming, Storming, norming, and performing.

Once we have conducted the initial contracting conversation with the team leader and other key stakeholders to agree on the scope of the intervention, we would like to speak briefly with each group member to learn about their current views of this team and the outcomes that they would like to see from the process.﻿
We then take the comments made during these interviews and build a 'Team Commentary' of the key issues that can then be distributed during the workshop - this means that that the ideas shared during the interview process can be captured and shared in a relatively safe and anonymous way.

Discovery

Delivery

We use an extensive toolkit of experiential learning activities to support active learning during the learning modules. Experiential learning reduces the impact of hierarchy, builds relationships and trust, accelerates the learning process, engages multiple learning styles, creates a common language and context for dialogue, and is engaging and fun! Our core philosophy is that learning has the greatest impact when it is delivered with simplicity and creativity, in depth and through active involvement of the participants.﻿
Our consultants' role is to facilitate the learning process and support open and constructive dialog between the group members. This supports the process of change and creates the business results that you are looking for.

Design

Once the discovery process is complete, we design a learning process and select activities based on the business and learning outcomes you are looking for and the teams current stage of development. Are you forming, storming, norming or performing?﻿
Our program designs will usually include a number of different elements such as experiential-based learning activities, an expectations exchange, individual and group dialog, some creative visioning activities (e.g. based on appreciative enquiry methodologies) plus of course group work and action planning and a team feedback exchange.

Review

The team should commit to meet again - with or without the facilitator - and review the learning and any actions agreed upon during the workshop.﻿
Another option is to conduct a more formal online team assessment and observe progress against benchmarks and best practice.

For more information, Contact Us

Learning > Change > Results

"Coming together is the beginning. Staying together is progress. Working together is success" — Henry Ford

Tuckman proposed four phases:

Forming, Storming, norming, and performing.

Discovery

Delivery

Design

Review

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