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A leadership team that decides quickly and makes it stick is rarer than it should be. Here’s what actually slows decisions down, what the EQi 2.0 model has to say about the skill of deciding well, and what genuinely fast, durable decision making looks like in practice.
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Performing is the stage every team wants to believe it has already reached, and the one most never quite do. Here’s what genuine Performing actually requires, where it quietly erodes, and why peer accountability and shared results are where the whole model cashes out.
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After the friction of Storming, a team’s rhythm settles and leaders breathe out. That relief is exactly where Norming gets dangerous. Here’s what’s actually happening as a team’s habits set, where it quietly goes wrong, and what genuine commitment looks like versus polite agreement.
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Tuckman’s second stage has an image problem: teams and leaders alike treat Storming as something to survive rather than something to do properly. Here’s what’s actually happening when a team starts disagreeing, where it most often goes wrong, and what good conflict looks like in practice.
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Tuckman’s model gets taught as four stages, and most leaders skip straight to the interesting one. Here’s why Forming — the quiet, polite, apparently uneventful start — is where most of a team’s later problems actually begin.