The Five Stages Of Team Development

One of the vital stages of team development includes establishing team norms during the various phases it goes through. The norms are standards for attitude, performance and behaviour that act as a guiding force for team members and help the team in fulfilling their roles and responsibilities in the allotted project. These are unwritten rules that take place naturally in the development process. Some leaders write and share them with team members for effective results. The Forming stage of team development is the time when individuals start understanding that they are an integral part of the team and will have to work together with each other. The forming stage of development helps to develop a better understanding and strong relationship with each other.

team building is considered part of which stage of team development

Finding themselves more cohesive and cooperative, participants find it easy to establish their own ground rules and define their operating procedures and goals. The group tends to make big decisions, while subgroups or individuals handle the smaller decisions. It is hoped at this point the group members are more open and respectful toward each other and willing team building is considered part of which stage of team development to ask one another for both help and feedback. They may even begin to form friendships and share more personal information. Group members are trying to achieve several goals at this stage, although this may not necessarily be done consciously. Members also begin to explore group boundaries to determine what will be considered acceptable behavior.

Troubleshooting Different Aspects And Issues Of Team Development

This stage refers to the dissolving of the group, likely after it has completed its task and hence fulfilled its purpose. The team leader should take the time to celebrate the team’s success and evaluate performance. This is also the time for team members to reflect on the project and say their good-byes. For team members who do not like conflict, this is a difficult stage to go through, but this is also the point where real teamwork begins to develop.

This stage is marked by a heightened sense of camaraderie and team spirit, as members feel a strong sense of ownership in the group’s success. They are highly motivated and work collaboratively to achieve common goals. Kimberly Douglas, CEO of FireFly Facilitation and expert facilitator in strategic planning, can guide your organization through its strategic review and planning session.

People come to realize that reality is very different from the initial glow of working together harmoniously. The storming stage of team development is significant as the leader has to step up and sort out all the issues. He will have to ensure that every member develops better understanding and communication and gives his hundred per cent for the welfare of the team.

Great teams are clear about what constitutes success and how each member contributes to that success. Building on the knowledge from the HBDI, we will explore what each team member does best and how to leverage that to ensure the team achieves its goals. It is very important that when the team comes together, great things get accomplished. Unfortunately, many staff meetings are not living up to their full potential.

team building is considered part of which stage of team development

Groups that are similar, stable, small, supportive, and satisfied tend to be more cohesive than groups that are not. Cohesion can help support group performance if the group values task completion, but too much cohesion can also be a concern for groups. Identifying numerous examples of this pattern in social behavior, Gersick found that the concept applied to organizational change. She proposed that groups remain fairly static, maintaining a certain equilibrium for long periods.

The Five Stages Of Team Development: What Stage Is Your Group In?

A group is a collection of individuals who interact with each other such that one person’s actions have an impact on the others. In organizations, most work is done within groups, and managing groups is key to each of the P-O-L-C functions. How groups function has important implications for organizational productivity. In the business world, team development is a crucial task to get right.

In addition, members can draw on the strength of the group to persevere through challenging situations that might otherwise be too hard to tackle alone. If a team is exhibiting symptoms of stagnation such as low productivity, lack of motivation, or communication breakdowns, it may be time to consider intervention in the form of coaching or training. The team was able to transfer knowledge and skills to other teams or individuals.

Do Not Run Away From Conflicts

Team members share their backgrounds, interests, and experiences with the rest of the group, as first impressions begin to form. Have you seen instances of collective efficacy helping or hurting a team? Refers to the tendency of individuals to put in less effort when working in a group context.

  • It is also an opportunity to know about the talent of the rest of the members and reflect on team strength and team dynamics.
  • Engaging in the stages of team development is important as everyone in the team can learn about their roles, duties and potential and how it will have an impact on the teamwork.
  • Forming typically lasts for a few weeks or months, and it’s important to make sure that team members are given the opportunity to get to know each other during this time.
  • Have someone external to the team conduct confidential interviews of the team members and other key stakeholders.
  • The interaction and communication also become open and this leads to better interactions.

It is vital to see whether all the members are a perfect fit within the team. The process of team development boosts the chances of reaching project goals effectively. The 3 norming stage as the name suggests is the third of the five stages of team development.

As you might imagine, there are many benefits in creating a cohesive group. Members are generally more personally satisfied and feel greater self-confidence and self-esteem in a group where they feel they belong. For many, membership in such a group can be a buffer against stress, which can improve mental and physical well-being. Because members are invested in the group and its work, they are more likely to regularly attend and actively participate in the group, taking more responsibility for the group’s functioning.

Susan Heathfield is an HR and management consultant with an MS degree.

Professional facilitator Kimberly Douglas, shares successful methods for leaders to learn how to hold their team accountable by first helping them fully understand their value and purpose. She then engages them in learning the skills to set clear expectations and effective follow-up accountability. Stage of team development, consensus and cooperation have been well-established, and the team resembles a mature, organized, and well-functioning machine. With a clear and stable structure, members can fully commit to the team’s objectives and constructively address problems and conflicts when they arise. The four team development stages we mapped out provide the perfect framework to achieving high performing teams. Having worked with hundreds of teams over the past 25+ years and with a master’s in industrial/organizational psychology, I’m very familiar with Dr. Bruce Tuckman’s 4 Stages of Team Development.

Team Differences

In addition, teams may work at varying rates based on issues and obstacles they may encounter, such as changing team members, tasks, and goals. With a thoughtful look at each stage of team development, you can solve problems before they derail the team. You cannot treat a team the same at each stage of its development because the stages dictate different support actions. These support actions, taken at the right time, will allow your teams to successfully meet their challenges.

A team is not about individual skills but how these merge and benefit the unit as a whole. Placing a wrong individual will not prove a good fit, create issues and ultimately harm group dynamics. The adjourning stage of group development is the stage where one project is at its end and the members are ready to embark on a new journey in another project. Some teams deal with this stage of group development through celebration and some with sadness. In the adjourning stage of group development, it is an opportunity for the leader to help members prepare for their next step and encourage long-term connections.

It requires tremendous effort to create a development mindset amongst the individuals so that they can stop thinking of individual needs and replace it with goals and achievements of the team. Once you reach the Performing stage, your team has made impressive progress toward becoming a high-performing unit. The team has solidified its membership, developed strong working relationships, and is producing quality results. This stage is like the calm after the storm — the team has gone through the initial chaos of forming and is starting to gel. Norming is a time when the team starts to develop rules, roles, and procedures.

Corporate Team Building Is The Key To Team Development

My experience is that people are more engaged when they see “their fingerprints” on the agenda. When group members receive coaching and are encouraged to support their fellow team members, group identity strengthens. The more similar group members are in terms of age, sex, education, skills, attitudes, values, and beliefs, the more likely the group will bond.

Principles Of Management

Having less tolerance for deviants, who threaten the group’s static identity, cohesive groups will often disapprove of members who dare to disagree. Members attempting to make a change may be criticized, undermined, or even ostracized by other members, who perceive their attempts as a threat to the status quo. The painful possibility of being marginalized can keep many members in line with the majority.

Team members have learned how to express their opinions in a respectful way, communicate displeasure or disapproval in a productive manner, and resolve conflict quickly and efficiently. As issues are addressed and resolved, the team’s morale begins to increase. Trust builds, productivity rises and the team begins working together toward the common goal. At this point, the leader should draw out the opinions of all members and leverage the diversity of the team.

It is often referred to as the calm after the storm as the members learn how to handle conflict and proceed amicably. The working atmosphere becomes familiar and normal and people become comfortable in their joint spaces. The skills of the members are validated, they are aware of their role in the team and fall into a rhythm to become a cohesive unit. The team is collaborating to meet the original goals and objectives, and the members are excited to be on a high-performing team. In this stage, leadership is shared as the team works toward exceeding standards and continuous improvement. I first heard of his stages of team development when I attended advanced leadership training offered by the Boy Scouts of America.

During new tasks, few conflicts might arise in the norming stage of team development but it becomes easier to address and sort it out cordially. Organizations have used teams for years with some more successful than others. In a quest to determine why so many teams failed to achieve their goals, team development became a hot topic. The differences between successful and unsuccessful teams were studied, and organizations gradually learned to manage teams more effectively through all the stages of development and contribution. The 5 adjourning stage as the name suggests is the fifth of the five stages of team development. It is the final stage and is sometimes referred to as the mourning stage.

Forming typically lasts for a few weeks or months, and it’s important to make sure that team members are given the opportunity to get to know each other during this time. You can do this by organizing team-building activities, setting up regular check-ins, and providing opportunities for feedback. Once the team leader has the group functioning at a high level, he/she can begin to transition some decision making to the team to allow them more independence. FireFly Facilitation and start developing your high-performance team today. Groups with high cohesion and high task commitment tend to be the most effective.

Forming Stage

I often ask the team to first share their perspective on the purpose of their staff meeting. We then use a “Whole Brain® Thinking” approach to redesign the staff meeting to fulfill that purpose and to ensure all team members’ expectations are being met. For example, the seven-member executive team at Whole Foods spends time together outside of work. According to co-CEO John Mackey, they have developed a high degree of trust that results in better communication and a willingness to work out problems and disagreements when they occur. In addition, research shows that cohesion leads to acceptance of group norms (Goodman, et. al., 1987).

When this socialization occurs, groups tend to handle future challenges better because the individuals have an understanding of each other’s needs. The norms are often considered effective tools in tasks that enhance performance, avoids conflict, and encourages effective teamwork to achieve organizational goals and success. The performing stage of team development is the stage when the group is working at its best and has completed most of its allotted work. The members use each other’s strengths to reach peak capacity and enhance the levels of team efficiency and productivity. The group can gain clarity around metrics and vision to achieve desired success. The interaction and communication also become open and this leads to better interactions.

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