Coaching practices for Team Development Model

Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Team Development Model, these are the strongest matches in the current practice library.

Does this sound like the set of challenges you might be facing?

• My team only ever gets the leftover scraps from me, and it shows
• I treat my whole team the same way and run the same kind of one-on-one with everyone, and it’s landing flat
• My team is genuinely running well without me now, but I keep inserting myself into decisions they could make
• My team only ever talks about how we’re working together after something has already blown up
• My team has finally figured out how to work together, but it all lives in everyone’s heads

Practices that may help

1. Tuckman’s Stages of Team Development
   Bruce Tuckman’s model describes four stages every team moves through — Forming, Storming, Norming, and Performing — before optionally Adjourning. The stages are a useful diagnostic map for leaders: friction in a new team is usually normal Storming, not a personnel problem.
2. Use delegation as a development tool
   Assign Q3 tasks to team members who are ready to stretch — and treat the learning curve as the point.
   The Eisenhower Matrix and Delegation
3. The Five Dysfunctions of a Team, Made Practical
   Patrick Lencioni’s model describes five compounding failures that undermine teams: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results — each built on the one below. It is a practitioner framework presented as a business fable, not an empirically tested model, but its five dimensions align well with decades of team effectiveness research, making it a useful diagnostic even without controlled-trial support.
4. Treat each person as an individual with distinct needs and aspirations
   Know what each team member needs to grow and provide support tailored to them.
   Transformational Leadership, Made Practical
5. Performing: step back and protect the conditions
   A Performing team needs air cover and resources, not direction.
   Tuckman’s Stages of Team Development
6. Use regular team health checks to surface dysfunction early
   Teams that check in on how they’re working together catch dysfunction before it compounds.
   The Five Dysfunctions of a Team, Made Practical
7. Norming: codify agreements in writing
   What the team has figured out informally needs to become explicit so it survives personnel changes.
   Tuckman’s Stages of Team Development
8. Diagnose which safety stage your team is currently in
   Before intervening, accurately assess whether the deficit is inclusion, learner, contributor, or challenger safety.
   The Four Stages of Psychological Safety
9. Map your team’s genius coverage
   Check whether all six activities are covered by someone who finds them energizing.
   The 6 Types of Working Genius (Patrick Lencioni)
10. Create a culture of peer-to-peer accountability
    Teams that only hold each other accountable through the manager haven’t built real accountability at all.
    The Five Dysfunctions of a Team, Made Practical

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