The Stages of Team Development

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The Stages of Team Development

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Making record in cohesive activity by Team Panasonic made PRISM team proud

Purpose: Use this job aid as a guide to the five stages of team development and the strategies you can use to help your team through each stage.

The stages of team development

Stage            Characteristics Leader’s strategies
Forming The team starts to focus on the goals, roles, and its purpose.

Team members are enthusiastic and motivated by a desire to be accepted.

Team members are polite to each other and wait for the leader to get the meeting started.

·         Find people in your organization who have the necessary skills and the time to be part of your team.

·         Ensure that members feel comfortable and knowledgeable about the group.

·         Clarify the team’s goals and outline the planned schedule.

·         Build enthusiasm by talking about why the group will be successful and the goals you know team members will accomplish.

Storming This stage is characterized by conflict as team members struggle over roles and responsibilities.

This stage can be highly creative as team members generate and challenge ideas and discuss important issues.

Team members must learn to voice disagreement openly and constructively while staying focused on common objectives and areas of agreement.

·         Be open to every team member’s input.

·         Ask team members to share their ideas.

·         Ensure that everyone stays on track with the team’s goal.

·         Help the team define a shared vision.

Norming This stage is characterized by team members moving toward unity.

Team members make decisions by consensus and negotiate differences.

Team members have learned to trust each other and their leader.

There’s a sense of agreement and cohesiveness.

Team members feel comfortable expressing their ideas, as well as their disagreements.

The team is finally beginning to feel like a real team – members support each other and work together toward goals.

·         Help team members feel confident that they’re doing a good job.

·         Show members that they’ll meet their objectives to instill confidence.

·         Create schedules for the project and for meetings that respect every team member’s availability.

·         Try to ensure that all members can attend every meeting.

Performing This is the most highly productive stage of team development and is characterized by unity.

The team has common goals.

Team members feel confident making decisions and sharing responsibility for processes.

Team members are more autonomous with a lower dependence on the team leader.

Team members know what they’re doing and can get things done with minimal supervision.

Team members have learned what works for dealing with disagreements.

·         Act as a facilitator.

·         Make sure everyone is involved.

·         Deal with difficult team members.

·         Keep tabs on the team’s progress.

Adjourning The end of the project, and often, the dissolution of the team.

During this stage, team members are dealing with their impending separation from the team.

Team members may feel insecure and reluctant to let go, or they may lose interest before they complete all their tasks.

·         Have a final meeting with the team where you discuss the things that worked well and the things that didn’t.

·         Get team members to talk about how they felt about the group and what it accomplished.

·         Give the group feedback about its performance as a team.

·         Give each team member individual performance feedback.

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About anubhamauryawalia

Anubha, a Trainer, Facilitator & OD&L Professional is a prolific Human Process Interventionist, created PRISM Philosophy, ( Prepare. Respect. Implement. Share. Maintain) carries 18 years of rich experience have worked with top of the line blue chip organizations like Honeywell, ICICI Bank, Moody ICL Certification were she was heading ODL, Trainings & Quality verticals. Her areas of expertise include human process intervention, Organisation Development, Change engagement Learning, Team building, POSH and Quality implementation. She is Consultant as Change Engagement & Learning for OD and delivers corporate training programs at national and international platform and First lady from India doing research on FOLLOWERSHIP. She is the Self-Discipline Strategist who relates profound truths coupled with humorous anecdotes empowering professionals to conquer their apprehension. Her work involves direct observation, real time feedback, experiential learning and coaching following Andragogy principles. Self-directed and self-motivated, Charismatic and persuasive, with the ability to rely on logic and facts to support her positions. In times of pressure, tend to be objective in her approach and direct in her communication. Naturally, optimistic, you seek out the possibilities in life. Her creativity and ability to solve problems are some of her greatest strengths. This paired with drive, vision, and methodical approach allows her to create new opportunities, keeping her experiences fresh and exciting. Preferring to develop new ideas rather than maintaining systems already in place. Bold person, whose character is marked by originality, expressiveness, generosity, determination, and a keen eye for details Natural born communicator and an adept social navigator, often others will sit by, engage new people or invite others in to make them feel at home. With a talent for creative reasoning and big picture thinking, she is a great innovator and are typically seen this way by others. Her energy and forward thinking can generate a team-oriented environment, helping to accomplish goals by motivating others, while creating an atmosphere that is fun and exciting.

4 responses »

  1. 1.The training of campus to corporate is very good & useful for me.
    2.The Trainer(anubha walia) is very energetic,communicative)
    3.The trainer is very perfect in connecting with us

    Like

  2. 1.Importance of working in team and how to overcome from the difficulty and handle pressure.
    2. Importance of communication skills.
    3.Session was very interactive ,full of energy,not a bit boredom i fell ,i learn will implement it in my corporate life.

    Like

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