“My real estate broker is the best because he/she empowers me to succeed.”

That’s the ideal statement to hear from a team member if you’re a broker.

A good broker knows the biggest asset they have is their team, a concept understood by leaders in every profession.

Each team member has his or her specific strengths, regardless of the team’s size. A good leader recognizes these strengths — and weaknesses — in order to put members in roles where they can maximize their personal potential while also helping the team reach its ceiling.

In 1965, Dr. Bruce Tuckman, who studied group dynamics and educational psychology, published a theory entitled “Tuckman’s stages of group development.”

The theory concluded there are four phases of group development: forming, storming, norming and performing. He added a fifth phase, adjourning, in 1977.

What should brokers take away from Dr. Tuckman’s theory? Mainly that it’s crucial to understand and support the development of your own team in order to help it thrive.

Here’s a look at each phase of Dr. Tuckman’s theory and how it can translate into building a real estate team:

1. Forming

The first phase of a team, as the name suggests, is when it forms. The leader and members get to know each other, both personally and professionally. They learn each other’s background, define roles and create a plan.

As the leader, this is also the phase where the broker clearly lays out the team’s goals and objectives.

2. Storming

Conflict begins to arise in this stage. This is a necessary process for growth to happen — and unavoidable.

Perhaps one team member is upset they’re not being assigned more listings. Maybe another is upset about repeatedly doing the same task (i.e. lead generation, marketing or hosting open houses), or not getting the higher-priced listings.

The positive of this phase is that the team has built enough trust to voice differing opinions. Sometimes bumps in the road and healthy debate bring a group closer together. Other times, one or more team members might leave.

Your play as the broker is to stay calm, allow the team to resolve its differences and help members come together by arriving at a solution.

Some good ideas to revamp or enhance team cohesiveness is going to lunch/dinner, having a day full of ice-breakers/get-to-know-you activities, or even going on a retreat where everyone can reconnect as people and remember why they reached previous successes in the past.

Here are some other ideas for team development.

3. Norming

This is where team members begin working toward a goal and having a team mindset. Members do what it takes to make the team function, accept roles and even take a backseat in certain situations, if it’s best for the team.

Sharing opinions becomes more common, while listening to and understanding differences of opinion is more valued. Simply put: in this stage, working as a team begins to feel natural.

In fact, most team members will resolve conflicts and make decisions amongst themselves. Brokers might be left out of the day-to-day decision-making and problem solving as team members begin to take on more responsibility within the group.

Problems and chaos can still happen; don’t ignore them, and hop in when you feel you’re needed. But, in this phase, a successful team is usually humming like a well-oiled machine.

4. Performing

Reaching this phase is the ultimate goal.

Teams in this phase are characterized by high performance, effective group dynamics, smooth interactions and the ability to make decisions without direct supervision.

Still, it’s important for the broker to continue to actively participate in the team. This not only allows you to be present and know what’s going on, but also establishes you among your team as a leader who is interested, invested and accessible.

5. Adjourning

This phase is the end of the journey. Teams reaching this stage have completed their tasks or, in real estate terms, could be ready to branch out on their own.

Teams that reach this phase typically have created tremendous relationships between team members and stay in touch with one another, including their leader.

If you reach this stage, it means the statement we asked at the top — “My real estate broker is the best because he/she empowers me to succeed.” — applies to you.

For more on team leadership, check out “The not-so-secret playbook of today’s top real estate leaders” and remember the following three keys to becoming a good leader:

  • Be present
  • Offer encouragement
  • Train and equip

Looking for tools that will help your real estate team succeed? Learn more about how ShowingTime products can help you ease your burden, save you time and enhance your business.