Tuckman described five stages of team development; forming, storming, norming, performing and adjourning (Chimaera Consulting Limited 2001). Tuckman said that the first stage is ‘forming’ where there is little agreement on team aims. This was shown in the basketball team when Coach Carter sets new aims and ground rules by challenging their punctuality and respect for him as their new leader. He also stresses the importance of education and that until they start attending lessons they are not allowed to train in the basketball team.
Tuckman’s second stage is ‘storming’. This is when power struggles occur as people try to establish themselves within the team. In the film some members of the basketball team attempted to establish themselves by aggressive verbal communication and violent behaviour towards Coach Carter.
The third stage Tuckman described is ‘norming’ which is where responsibilities and roles are accepted. This is shown in the team where they all work together and start to enjoy training and competing in games. “The team needs to be focussed on its goals… and there is general respect for the leader” (Chapman 2001-2013). This is shown as Coach Carter’s earlier aims are accomplished as they start to comply with how he leads the team which shows a respectful attitude towards him. They also attend all their lessons so that they are able to be on the team.
Tuckman’s second stage is ‘storming’. This is when power struggles occur as people try to establish themselves within the team. In the film some members of the basketball team attempted to establish themselves by aggressive verbal communication and violent behaviour towards Coach Carter.
The third stage Tuckman described is ‘norming’ which is where responsibilities and roles are accepted. This is shown in the team where they all work together and start to enjoy training and competing in games. “The team needs to be focussed on its goals… and there is general respect for the leader” (Chapman 2001-2013). This is shown as Coach Carter’s earlier aims are accomplished as they start to comply with how he leads the team which shows a respectful attitude towards him. They also attend all their lessons so that they are able to be on the team.
The fourth stage is ‘performing’. This is where conflicts are easily resolved often without the intervention of the leader and people know their place in the team so are able to work together efficiently. This is shown in a disagreement in a basketball game which is dealt with and the team move on from it.
The final stage which was added later on by Tuckman is ‘adjourning’. This is where successes and achievements are recognised and the team can look back on far they’ve progressed from the beginning. Although the basketball team did not win the final game in the film, all of the players reflect on their changes such as respect in relationships and for authority. Coach Carter looked back on the changes he has helped make to the boys’ character and how the team has evolved.
Burns in 1978 identified transformational and transactional leadership which was later developed by Bass in 1985 (The Pachamama Alliance 2013) looking at how each one works when leading. Transformational leaders seek to motivate their team through the “expression of the value and importance of the leader’s goals” (Aarons 2006) and are closely relational with the team. Transactional leaders use positive reinforcement through rewards when the team meets the goals that have been set. Coach Carter uses both types of leadership throughout the film when he intrinsically motivates them (showing transformational leadership) by challenging them from within asking ‘what’s your deepest fear’ and setting almost impossible tasks and rewards the team (showing transactional leadership) by allowing them to play.
Kurt Lewin identified 3 types of leadership; authoritarian, democratic and delegative. Authoritarian leaders tend to be the most knowledgeable in the group and set out their expectations clearly. A division between leader and team or group is obvious. Democratic leaders participate in the group whilst giving advice and delegative leaders tend to leave the decision making to the team and rarely participate. Coach Carter would be classed as an authoritative leader as he is clearly the leader. He offers guidance to his team and has a directive approach when coaching his team.
Regarding health and social care Hersey and Blanchard's theory of situational leadership says that there is no 'best way' of being a leader and that it depends entirely on the job role as to how you should act as a leader (Jones and Bennett 2012 p. 20). So by gaining the knowledge of the alternative types of leadership above a professional could choose which leadership style to use and when they want to use it. This could be helpful as it offers an individualistic approach to situations and different groups of people, but on the other hand there may be a lack of consistency from the leader as they take on many styles of leadership.
The final stage which was added later on by Tuckman is ‘adjourning’. This is where successes and achievements are recognised and the team can look back on far they’ve progressed from the beginning. Although the basketball team did not win the final game in the film, all of the players reflect on their changes such as respect in relationships and for authority. Coach Carter looked back on the changes he has helped make to the boys’ character and how the team has evolved.
Burns in 1978 identified transformational and transactional leadership which was later developed by Bass in 1985 (The Pachamama Alliance 2013) looking at how each one works when leading. Transformational leaders seek to motivate their team through the “expression of the value and importance of the leader’s goals” (Aarons 2006) and are closely relational with the team. Transactional leaders use positive reinforcement through rewards when the team meets the goals that have been set. Coach Carter uses both types of leadership throughout the film when he intrinsically motivates them (showing transformational leadership) by challenging them from within asking ‘what’s your deepest fear’ and setting almost impossible tasks and rewards the team (showing transactional leadership) by allowing them to play.
Kurt Lewin identified 3 types of leadership; authoritarian, democratic and delegative. Authoritarian leaders tend to be the most knowledgeable in the group and set out their expectations clearly. A division between leader and team or group is obvious. Democratic leaders participate in the group whilst giving advice and delegative leaders tend to leave the decision making to the team and rarely participate. Coach Carter would be classed as an authoritative leader as he is clearly the leader. He offers guidance to his team and has a directive approach when coaching his team.
Regarding health and social care Hersey and Blanchard's theory of situational leadership says that there is no 'best way' of being a leader and that it depends entirely on the job role as to how you should act as a leader (Jones and Bennett 2012 p. 20). So by gaining the knowledge of the alternative types of leadership above a professional could choose which leadership style to use and when they want to use it. This could be helpful as it offers an individualistic approach to situations and different groups of people, but on the other hand there may be a lack of consistency from the leader as they take on many styles of leadership.
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