Here is a summary of Jon Katzenbach’s team performance curve [2] and a video on how it has influenced the teams John works with.
The potential stage represents the initial formation of a team. At this stage, team members come together with varying levels of skills, knowledge, and experience. The focus is on building relationships, defining goals, and establishing the team’s purpose. Performance during this phase is relatively low as the team is still forming and getting acclimated. This is where individuals become a working group.
In the tentative stage, teams start to work together but may encounter challenges, dissatisfaction, conflicts, and frustrations. Roles and responsibilities may not be clearly defined, and communication may be less effective. Performance may be inconsistent, even dip, as team members learn to collaborate and struggles to find its footing. This is where a working group becomes a pseudo-team with the possibility of becoming a potential team.
As the team progresses, they move into the actual stage. Roles become clearer, and trust and cooperation begin to develop. Team members understand their individual strengths and how they contribute to the collective effort. Performance improves, and the team becomes more productive and efficient. This is where a potential team becomes a real team.
The ultimate goal is to reach the high-performance stage. This is characterised by a high level of trust, cohesion, motivation, innovation, synergy, and shared accountability. Team members are deeply committed to the team’s goals and work seamlessly together. They leverage each other’s strengths, solve problems collectively, and continuously improve their performance to achieve outstanding results. This is where a real team becomes a high performing team.
By understanding the Team Performance Curve, leaders and team members can have realistic expectations about the developmental journey. It helps them recognise that teams may face challenges and setbacks along the way. Progress is never linear. Katzenbach emphasises the importance of leadership in guiding teams through these stages. Effective leaders provide direction, support, and resources to help teams reach their full potential. They foster a culture of collaboration, celebrate achievements, and address any barriers that hinder progress.
In conclusion, Jon Katzenbach’s Team Performance Curve provides a valuable framework for understanding the stages of team development and the corresponding levels of performance. By recognising where your team lies on the curve, you can provide the necessary support, coaching, and resources to guide the team towards higher performance levels.
- Static vs. Dynamic View of Teams: Many people see teams too statically, but John Katzenbach’s Team Performance Curve shows that teams progress through stages.
- Connection with Tuckman: The curve and Tuckman’s model complement each other, both showing progression that is not linear.
- Performance Decline: Teams often experience a dip as they shift from motivated individuals to a working group, then into “storming,” sometimes becoming a fake team where honesty is lacking, power struggles arise, and focus drifts from shared outcomes.
- Breakthrough Potential: Recognising this dip as normal helps leaders and members push through toward becoming a potential team (Tuckman’s “norming” stage).
- Encouragement: The curve is a reminder not to settle but to aim for greater levels of team performance and maturity.
2. Katzenbach, J. R., & Smith, D. K. (1993). The Wisdom of Teams: Creating the High-Performance Organization. Harvard Business Review Press.