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As part of our summer series exploring the psychology of team building, Team Challenge Company co-director Gerard Crowley takes a look at one of the most well-known theories in team development and reflects on its relevance today.
Whether you're leading a new team or managing one that's been together for years, understanding how teams grow and change can be a real advantage. One of the best-known models in team psychology comes from Bruce Tuckman, who in 1965 identified four key stages of team development: Forming, Storming, Norming and Performing. A fifth stage, Adjourning, was later added to reflect the reality of teams wrapping up once their task or project is done.
At Team Challenge Company, we recognise that there is plenty of debate around models like this. Some argue they oversimplify the messy and unpredictable nature of real-life teams. Others feel that modern teams, particularly those working remotely or across different time zones, don’t always follow such clear stages. These are fair points. But I still believe Tuckman’s model remains useful. It offers a shared language for understanding group dynamics and gives team leaders a framework to reflect on how their team is functioning.
The stages themselves are easy to relate to:
Forming is the early phase, often polite but uncertain. People are finding their feet and looking for direction.
Storming may follow as tensions start to show. Disagreements, frustration or power struggles may surface.
Norming is when the team begins to settle. There’s more trust, better communication and a growing sense of shared purpose.
Performing is where the team works well together, solves problems effectively and stays focused on goals.
Adjourning, often overlooked, marks the end of the team’s journey. This stage can bring reflection and closure.
No model is perfect, but Tuckman’s remains a helpful tool. It reminds us that conflict is natural; progress takes time and team development is a process. For team leaders, this insight is often enough to start asking better questions and leading with a clearer purpose.
Taking part in the right engagement activity at the right time can help teams navigate these stages more smoothly. If you'd like to learn more or discuss what might work best for your team, please contact us.
For this week's Industry Insight, Team Challenge Company co-director Gerard Crowley shares his thoughts on psychology-based frameworks and their relevance for businesses today.
At Team Challenge Company, we know there's plenty of debate around the effectiveness and relevance of certain psychology-based team building models. Having trained in Belbin and seen it support leaders across various industries, team sizes and demographics, I believe Belbin remains as relevant today as when Meredith Belbin first shared his model with the world in 1981.
If you're new to Belbin, it can be a powerful tool for understanding team dynamics. I believe it offers a flexible framework to support learning and development, rather than being a rigid set of rules.
This summer, we have been sharing articles on Belbin's Team Role Theory and this week we're continuing with two more role categories that Belbin proposed in addition to action-oriented roles: social roles and thinking roles.
According to Belbin, a Team Role is a natural tendency to behave, contribute and interact in a particular way within a team. Each role brings strengths and weaknesses. Teams tend to perform better when all roles are represented and well balanced.
To identify which roles people naturally take on, Belbin recommended a mix of self-assessment and peer feedback. This helps teams build a clearer picture of an individual's true behaviour, not just how they perceive themselves.
Most people display a blend of roles rather than just one and may take on different roles depending on the task or situation.
Social team members help build trust and encourage cooperation. Belbin identified three key roles in this category:
These team members focus on analysis and innovation. Their thinking often helps shape strategy and solve complex problems. The three roles are:
Belbin's model continues to be relevant because it's simple, flexible and based on real team behaviour. It helps you understand the dynamics in your team and spot any gaps. By encouraging teams to value a mix of working styles, the model supports stronger communication, better decision-making and healthier working relationships.
Whether you're leading a small project group or managing a large organisation, understanding these roles can help your team perform at its best.
Our team building experiences are designed to suit a variety of roles and personalities. If you'd like to learn more or discuss what might work best for your team, please contact us.
This summer, we're sharing a short series of articles exploring one of the most influential models in team development - Belbin’s Team Roles. Following the recent passing of Dr. Meredith Belbin earlier this year at the age of 98, this series aims to highlight the ongoing relevance of his work and the practical value it still offers to teams today.
There’s plenty of debate around using different team building models. We believe these tools are can be helpful as a jumping off point rather than a strict rulebook.
Dr. Meredith Belbin was a British researcher, best known for his work on team behaviour. In the 1970s, he led a study at Henley Management College which looked at what makes teams successful. His research identified nine different roles that people naturally take on when working with others. These aren’t job titles, but patterns of behaviour that help teams perform at their best.
For team leaders, Belbin’s model is a useful way to understand the mix of roles. It can help with building balanced teams, assigning responsibilities and improving how people work together. The aim isn’t to label people but to make it easier to spot what each person brings and where there may be gaps.
This first article in the series looks at the action-oriented roles. These are the roles that focus on getting things done.
Our team building experiences are designed to suit a variety of roles and personalities. If you’d like to learn more or talk through what might work best for your team, contact us.
In a recent Industry Insights article, we shared stats from Gallup’s State of the Global Workforce 2025 report. The key takeaway? Employee engagement is low and slipping further. But while the trend is global, the actions you take at a team level can make a real difference.
Here are some practical tips team leaders can implement to improve engagement right now.
People want to know their work means something. Make time to show how individual tasks link to wider goals. This doesn’t need to be formal. A quick mention in a team meeting or one-to-one can help people see the value in what they do.
Most people are more engaged when they use their strengths at work. Pay attention to what each individual team member does well. Delegate accordingly. A bit of flexibility can go a long way in helping people feel trusted and capable.
Ongoing check-ins build trust and show you care. They don’t need to be long or formal. A few minutes to ask how things are going can open up important conversations. Listen more than you speak. And avoid turning every catch-up into a to-do list review.
Give people opportunities to learn and grow. This might mean offering training, pairing them with a colleague or letting them try something new. Development doesn’t always mean promotion - it can be as simple as learning a skill or taking on a new challenge.
How you show up matters. Engagement is shaped by day-to-day behaviour, not one-off gestures. Be available. Follow up. Celebrate progress. Ask what people need and act on it.
If you want your team to be switched on, you need to be too. Show interest in people. Be open about challenges. Be the kind of leader you’d want to follow.
Looking for new ideas to establish a stronger, more engaged team? Take a look at our team building experiences or get in touch for a chat.
Understanding individual team members is one of the best ways to improve how the overall team works. ‘Colour Code Analysis’ is a tool that can helps teams do just that.
According to the ‘Colour Insights Discovery’ model, each person’s personality preferences and behaviours can be linked to one of four colours. Once you know your own colour, the model suggests this can help you to start to see why you work the way you do and then how those in your team work.
Red types are confident and competitive. They’re results-driven, direct and enjoy taking charge. In a team, they push things forward and keep goals in sight. But, they may need to slow down and listen more to others’ input.
Yellow personalities are sociable and enthusiastic. They bring energy, positivity and creativity. They’re great at building relationships and keeping morale high. In teams, they may need support with staying on track and focusing on detail.
Green represents calm, caring and dependable traits. These individuals are loyal, supportive and good listeners. They value harmony and tend to avoid conflict. In teams, they may need encouragement to speak up or challenge ideas.
Blue types are precise and analytical. They like structure, logic and well-thought-out plans. They bring rigour and clarity to team decisions. However, they may need to be mindful of being overly critical or cautious.
It all starts with awareness. Once you know your own colour and those of your team, you realise that not everyone sees things the way you do. That one team member who always asks for the detail isn’t being difficult. They’re just wired differently. That team member who jumps into action without a full plan? Same story.
Once you understand someone’s colour, you can make small changes in how you work with them. Maybe you give more structure to someone who likes detail. Or hold back a bit when someone prefers space to think. When communication improves, so does collaboration.
Once you have a better understanding of your team, it’s easier to determine how they work best together. Our experiences are designed to cater to a variety of personality types and learning styles.
Want to see your team working together in full colour? Get in touch and let us help you.
Strong teamwork is key to getting results in any organisation. When people communicate well, support each other and find solutions together, everyone benefits. Here are five practical ways to help your team work better together.
Working alone too often can make people feel isolated. With hybrid or remote working now more common, it’s even more important to create chances for your staff to connect.
Look for opportunities to bring people together. This might mean more regular group meetings or setting aside time for informal catch-ups. These moments help people feel included and valued, which can lead to better focus and productivity.
In the office, think about where people sit. Changing desk locations every so often can help your employees build new relationships and encourage fresh ideas.
Micromanaging your team isn’t just frustrating for your team, it also wastes your time. When people are constantly waiting for instructions, they’re less likely to work together effectively.
Instead, match tasks to each person’s strengths and give them space to take the lead. When individuals feel trusted, they’re more likely to take initiative and support their colleagues, which builds a stronger workplace culture.
Disagreements happen in every workplace. If they’re not dealt with quickly, they can lower morale and slow down progress.
Most conflicts come from misunderstandings or differences in opinion. As a leader, your role is to listen, stay neutral and help your team find a way forward. Having a clear process in place for resolving issues can make a big difference and help you get back on track sooner.
People work better when they feel motivated and supported. Giving your team chances to develop their skills helps them reach personal goals while also improving how they work together.
This might mean offering training, mentoring or simply checking in regularly to understand their career ambitions.
If your staff feels disconnected, a team building day can be a great way to reset. Whether your goal is to boost communication, creativity or spot potential future leaders, a shared experience can help break down barriers and build trust.
Looking to bring your team closer? Get in touch to see how our bespoke team building experiences can support your business.
The conversation around AI in the workplace has moved beyond automation and efficiency. It's now about how humans and machines can work side by side. According to new research conducted by Censuswide for L&D consultants, Hemsley Fraser, 71% of UK business leaders see AI as valuable to their organisation. At the same time, 67% agree that ‘human skills’ like critical thinking, collaboration and innovation are essential for success in an AI-driven world.
Despite an awareness about the importance of these skills, many UK businesses are struggling to upskill their people in these areas. The survey shows that constant workplace disruption is taking its toll. More than a third of employees say they feel tired, isolated and less effective due to frequent reorganisations and digital transformation. Fatigue like this can make people less open to learning and resistant to new ways of working.
The research also reveals clear differences in how people prefer to learn. Older employees are more likely to trust specialist learning providers, while younger staff are turning to the online offerings of established tech companies for learning inspiration. There are also gender differences - more women look to their peers for ideas, while men are more likely to go online. These insights show that varied learning options are key to engaging everyone.
However, there’s encouraging news too. Businesses are beginning to adopt more creative and blended learning strategies. In fact, 28% of those surveyed say that combining online learning with in-person experiences delivers the best results. These approaches allow teams to learn in flexible ways, while still benefiting from the face-to-face connection that builds trust and motivation.
As AI continues to reshape the way we work and raise questions about job security, the value of human connection in the workplace is only growing. Team experiences that support the very human skills of collaboration, creativity and leadership are needed more than ever in the age of AI.
Contact us today to discover how our team experiences can boost your team’s skills for an AI-driven future.
With warmer days on the horizon and forecasts promising a sunnier summer across the UK there’s never been a better time to take your team outdoors. Wherever in the country you’re based, spending time outside together can provide a real lift for everyone’s wellbeing.
Longer days and brighter weather offer a natural boost. Exposure to sunlight increases serotonin levels, which can improve mood and focus. Simply swapping screens for fresh air can help to ease tension and clear the mind. It’s not just a welcome break from the day-to-day, it’s also a chance to recharge and reconnect.
Being outdoors creates the right conditions for better conversation and collaboration. People tend to relax more easily and interactions often feel more natural than in formal office environments.
There are options to suit all activity levels when it comes to outdoor team experiences. For those who enjoy getting active, experiences like Summit Challenge or our GPS Interactive Treasure Hunts offer a great way to move and have fun together.
For teams who prefer a slower pace, Target Zone activities such as archery, axe throwing and chip-shot golf offer a more laid-back experience, without losing the competitive element!
Whether you are looking for something high-energy or relaxed, there are plenty of options that allow your team to step away from routine and enjoy some time together outdoors.
We all know British weather can be unpredictable. That is why it helps to work with a team that plans for every possibility. At Team Challenge Company, we always build in contingency plans. If the forecast changes, we can adapt with indoor alternatives or weatherproof setups to keep your event running smoothly.
Whether your goal is to celebrate, reconnect or simply give your team a break, time outside can make a real difference. Even a few hours away from desks and screens can leave people feeling more refreshed, focused and valued.
To explore the types of activities available and how we can help you plan an enjoyable and stress-free experience, contact us today. We are here to help you make the most of the sunny season!
Gallup’s State of the Global Workplace 2025 report paints a clear picture - employee engagement is in trouble. Just 21% of workers globally are actively engaged in their jobs. The situation in the UK is even more concerning, with only 10% of employees describing themselves as engaged.
For any business leader, this isn’t just a people issue – it’s a performance issue. According to Gallup, lost productivity cost the world economy $438 billion in 2024 alone. Low engagement affects team morale, customer satisfaction and ultimately, results. Leaders looking to build stronger teams need practical ways to reengage their people. That’s where team building can make a real difference.
When teams aren’t connecting or communicating well, frustration builds and progress slows. Structured team building gives people the space to collaborate, develop trust and understand each other’s strengths. It helps create the conditions for better teamwork, not just during the activity, but back in the workplace too.
Hybrid setups, remote teams and fast-changing priorities mean many employees feel disconnected or overlooked. Gallup’s research suggests that loneliness is becoming an increasing concern, with 22% of global respondents stating that they felt a strong sense of loneliness in the workplace. Regular team building helps bring people back together, align goals and reinforce a shared purpose.
Team building experiences are also a valuable way to support wellbeing. When people feel like they belong, and know they’re working towards something together, they’re more likely to stay motivated.
These latest stats from Gallup suggest that the engagement crisis will not fix itself - it requires action. For business leaders, with so many employees feeling disconnected, now is the time to invest in how your people connect and collaborate.
If your team feels stuck, disengaged or just not quite aligned, let Team Challenge Company help you to do something about it. Contact our team today to learn more about our bespoke team building programmes.
Great leadership isn’t just about managing people - it’s about understanding your team, guiding them and making smart, confident decisions. But recent research from Gartner suggests that organisations are facing a leadership gap as a result of poor development.
Gartner research reveals that 75% of HR leaders say their managers are overwhelmed by the growing scope of their roles and 71% don’t believe they are successfully developing their midlevel managers.
This shows a clear gap in leadership development and highlights the need for new, practical ways to spot and shape potential within teams.
Traditional leadership training often falls short because it’s too focused on theory and lacks real-life application. Gartner recommends a new approach: giving leaders opportunities for repeated interaction through both structured learning and social experiences. This helps build lasting relationships and support networks, which are vital for leadership growth.
Our team building experiences create exactly this type of environment. Teams work together, reflect on their actions and build trust, all while tackling fun and thought-provoking challenges. It’s an engaging way to build leadership from the inside out.
Team building is not just about having a good day out - it’s about building confidence, recognising potential and shaping the future of your organisation. According to Gartner’s research, leaders who take part in learning activities that involve working closely with their peers are 18% more likely to succeed at an executive level.
Our in-person and virtual team building experiences are designed to give colleagues real-world challenges to help senior managers spot leadership talent that might otherwise go unnoticed.
By stepping outside the usual work environment, staff reveal hidden skills, take initiative and show how they perform under pressure. It’s a great way to uncover natural leaders while also encouraging teamwork, creativity and morale.
Let Team Challenge Company help you find and develop the leaders your business needs. Contact our team today to learn more about our bespoke team building programmes.
