Coaching practices for Team Roles by Phase
Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Team Roles by Phase, these are the strongest matches in the current practice library.
Does this sound like the set of challenges you might be facing?
- I keep dragging the big-picture dreamers into the tedious finishing work and asking my finishers to brainstorm wild ideas, and everyone’s miserable and the handoffs are a mess
- My team feels off and I keep reacting to each flare-up as its own thing, but I can’t actually say what phase we’re in
- My team keeps dropping the ball at the same stage every single project
- I just took over a brand-new team and everyone’s being polite and looking to me for everything
- My whole week is just a pile of work tasks, and the parts of me that matter
Practices that may help
- Assign project phases to genius-matched people
Route early ideation to Wonder/Invention geniuses and execution phases to Tenacity geniuses.
The 6 Types of Working Genius (Patrick Lencioni) - Diagnose which stage your team is in
Name the stage you’re in before you pick a leadership response.
Tuckman’s Stages of Team Development - 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) - Forming: provide clarity before connection
In the first stage, a new team needs structure and purpose more than it needs team-building.
Tuckman’s Stages of Team Development - Plan from roles and goals, not from tasks
Before listing tasks, list your key roles this week and name one meaningful goal for each.
Big Rocks First - Performing: step back and protect the conditions
A Performing team needs air cover and resources, not direction.
Tuckman’s Stages of Team Development - Establish an explicit delegation protocol for Q3 tasks
Define in advance who receives which types of urgent-but-not-important tasks — before they arrive.
The Eisenhower Matrix for Teams - 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. - 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 - 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
Related concerns
- Adjourning Stage Team
How a team ends shapes how each member begins the next one.
Adjourning: close the team with intention
- Forming Storming Norming Performing
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.
- Performing Stage Team
A Performing team needs air cover and resources, not direction.
Performing: step back and protect the conditions
- Team Leadership Stages
Name the stage you’re in before you pick a leadership response.
Diagnose which stage your team is in
- Tuckman S Stages Of Team Development When Burned Out
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.
- Developing Team Members
Assign Q3 tasks to team members who are ready to stretch — and treat the learning curve as the point.
Use delegation as a development tool
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