A few months ago, I was working with a team that was trying to tackle a tough business challenge. They were sharp, motivated, and committed individuals—but they were stuck. Meetings felt like they were running in circles, with team members frustrated that they weren’t getting the results expected. Tensions were rising, and some team members were ready to throw in the towel, wondering why their efforts weren’t paying off.

Sound familiar? It’s what happens when teams hit the “storming” stage. Like trying to ice a cake before it’s done baking, they were trying to solve problems before their foundation was fully set. And just like a cake, building a high-performing team requires patience, the right ingredients, and yes—going through some heat.

Dr. Bruce Tuckman’s stages of team development – forming, storming, norming, and performing – mirror the essential steps to creating the perfect cake. So, let’s roll up our sleeves (or adjust that metaphorical apron) and get to work on building your dream team with the right recipe.

Forming: Mixing the Ingredients

Think about the forming stage like gathering all the ingredients for your cake – flour, sugar, eggs, butter, vanilla, and that secret pinch of cinnamon. This is when everyone comes together, ready to start something new. You’ve got your team members – different personalities, backgrounds, and skills – all dumped into the bowl, ready to be combined. But here’s the thing, just like with cake ingredients, simply throwing people together doesn’t guarantee an instant masterpiece.

You need to mix. And just like cake batter, teams need time to blend. People are testing the waters, figuring out how they fit together, and sometimes it’s a bit lumpy at first. It takes time for the all of the ingredients to come together. Trust the process and mix thoroughly!

Storming: Baking in the Oven

Ah, storming. This is where things get heated – literally. Just like a cake has to survive the heat of the oven to rise, teams need to survive the “heat” of conflict and growing pains. Not everyone likes this stage. It’s uncomfortable, tense, and potentially messy. In fact, this is where most teams want to bail out.

But you wouldn’t take a half-baked cake out of the oven, would you? I mean, sure, you could… but you’re not serving it to anyone. Similarly, teams that avoid the storming stage never fully develop. That conflict and discomfort? It’s necessary. It’s what helps your team rise, grow stronger, and develop those delicious skills that lead to success.

Teams have to choose to handle the heat in order to get to the other side. It’s not hot forever, but if your team is dealing with friction, just think, “We’re in the oven – it’s hot, but we’re not done yet!” Stick it out, because this is where the magic happens. No heat, no cake. No storming, no team growth.

You won’t get to the next stage if you can’t handle the heat.

Norming: Letting the Cake Cook and Cool

Once the storming is over, you might think the hard part’s done. The cake looks pretty good, right? It’s risen, smells amazing, and maybe even looks ready to come out of the oven. But hold on—just because it looks done doesn’t mean it’s fully baked. This is the stage where teams need to stay in the heat a little longer. The cake needs to brown, fully set, and then cool down properly before you can even think about frosting it.

In team terms, this is norming. Everyone’s finding their groove, roles are becoming clearer, and you’re no longer whisking too hard or bumping elbows. You’re working together smoothly and figuring out how to communicate effectively with each other, but that doesn’t mean it’s time to rush ahead. If you pull the cake out too early, you risk a soggy middle, and if you push your team too soon, you might end up with half-baked results.

Resist the temptation to rush this stage. Let the cake (team) bake and cool all the way through. That’s how you set a solid foundation for the performing stage.

Performing: Letting the Cake Cook and Cool

Finally, we get to the good stuff – performing. This is the stage where that cake is ready to be frosted and decorated. The team is in sync, working well together, handling conflict well, and now it’s time to add the team’s icing – innovation, creativity, strategic thinking.

This is where teams shine, showing off their finished product. You’re no longer just trying to figure out how to work together; now you’re taking it to the next level. The frosting, sprinkles, and fancy fondant flowers are the innovative ideas, the problem-solving, the forward-thinking strategies. This is where teams excel, but only because they’ve gone through every previous stage.

You wouldn’t decorate an unbaked cake, right? It would just slide off into a gooey mess. Yet, how often do teams try to skip straight to performing without surviving the heat of storming? All the time! It doesn’t work with cakes, or with teams. Without fully forming, storming, and norming, there’s nothing to put the frosting on.

You Can’t Skip the Stages

At the end of the day, whether you’re baking a cake or building a high-performing team, there are no shortcuts. Skipping a step leads to a sticky mess, and no amount of frosting can save a half-baked cake – or team. So, embrace the forming, survive the storming, take your time norming, and enjoy the sweet rewards of performing.

And if your team feels stuck in the heat, remember: no bake, no cake!

Are Your Employees Thriving?

Posted on September 25, 2024

Matches

Talk about a blind spot.

In a recent Harris Poll, 89% of managers say that their employees are thriving in their current position.

In the same poll, 24% of employees say they’re thriving, with 76% saying they’re either burned out or ambivalent.

How can there be such a disconnect?

Seeing this poll reminded me of a client who reached out to us after receiving less-than-stellar results in their employee engagement survey. Ted (not his real name) told me he was working so hard to support his employees. He wanted to know what he needed to do so his employees would recognize his efforts.

Not exactly the right question, was it?

Another client contacted us for a team building retreat to explore what challenges the team could take on next. During interviews with team members, we discovered that employees were exhausted. The idea of adding more to their plate was overwhelming, but they were nervous to say anything for fear of appearing to not be a team player.

The manager was ready to take on more, but they had no idea their employees were burning out.

Regardless of the reason, burnout is becoming increasingly prevalent.

It’s essential for managers to acknowledge the signs of burnout and understand its impact on individual employees and on overall team dynamics. Burnout can manifest in various ways, including decreased productivity, disengagement, and emotional exhaustion. By proactively observing these indicators, managers can intervene early and offer much-needed support to their team members.

Create the environment to talk about it

Empathy lies at the heart of effective leadership, especially when addressing sensitive issues such as burnout. Managers must strive to put themselves in their employees‘ shoes, seeking to understand their experiences, challenges, and sources of stress. This requires active listening, genuine compassion, and a willingness to validate employees‘ feelings without judgment.

To increase awareness and empathy surrounding employee burnout, here are some specific tips for managers:

Regular Check-ins: Schedule regular one-on-one check-ins with team members to discuss their workload, stress levels, and overall well-being. Create a safe and non-judgmental space where employees feel comfortable sharing their concerns and challenges.

Empathetic Listening: Practice listening deeply during conversations with employees, focusing on understanding their perspectives and emotions without jumping to solutions or conclusions. Validate their experiences and offer support without minimizing their feelings.

Encourage Self-Care: Emphasize the importance of self-care and work-life balance within the team culture. Encourage employees to take breaks, prioritize their well-being, and engage in activities that promote relaxation and stress relief.

Lead by Example: Lead by prioritizing your own well-being and demonstrating healthy work habits. Show vulnerability and openness in discussing your own experiences with stress and burnout, fostering a culture of empathy and support within the team.

By implementing these strategies, managers can increase awareness and empathy surrounding employee burnout, ultimately fostering a workplace culture where team members feel valued, supported, and empowered to prioritize their well-being. Managers who make an effort to have an environment where employees thrive will also see the impact on performance and productivity.

If you are experiencing burnout, as an employee, manager, (or parent or partner for that matter) here’s a workout for you.

Pause: This might be the hardest part! But give yourself a moment to reflect.

Think: What do you need in order to thrive in your current position? What’s in your control? What support do you need?

Act: Take the steps you can to get closer to thriving. (Burnout often occurs after a slow burn. Give yourself the grace to recognize it might take time to move out of it as well.)

Don’t ignore the signs of burnout!

The discrepancy highlighted by the Harris Poll underscores a profound blind spot in workplace culture: while managers may believe they’re providing adequate support, the reality of burnout among employees tells a different story. 

To bridge this gap, fostering empathy becomes paramount. Recognizing burnout’s impact and taking proactive steps towards well-being not only improves employee satisfaction but also boosts performance and productivity, creating a win-win situation for all.

If you’ve tackled burnout successfully, we’d love to hear your additional tips and tricks!