Autonomous Team Requirements
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The document outlines the stages of group development based on Bruce Tuckman's model: forming, storming, norming, performing, and adjourning. It describes the characteristics, emotions, and goals associated with each stage, along with facilitator strategies to support team progress. Emphasis is placed on establishing a clear team structure, resolving conflicts, fostering trust, and celebrating achievements throughout the team life cycle.
Autonomous Team Requirements
- 1. Robert Baird President +1 215 353 0696 Autonomous Team Requirements 8-Sep-15 www.leanteamsusa.com
- 5. Defining the Team Life Cycle 08/09/2015 Forming Defining Characteristic: q PseudoTeam Emotions: q Ambivalence q Anxiety Team Goals: q Sense making q Team structure q Develop Norms Facilitator’s Goals: q Establish clear objectives q Establish Team structure along with NORMS q Provide direction and resources for team to manage their own team process and solve their own problems Storming Defining Characteristic: q Resistance Emotions: q Disillusionment q Anger q Conflict Team Goals: q Understanding tasks q Accomplishment Facilitator’s Goals: q TWI-JR q Focus on purpose and structure q Continue moving the team from dependence on the Facilitator to interdependence with each other q Swift resolution of conflict q Set up small wins Norming Defining Characteristic: q Positive emotions q Realistic optimism q Group cohesion Emotions: q Trust q Team pride q Humor Team Goals: q Goal focus q Accomplishment Facilitator’s Goals: q Show faith in team’s abilities q Recognize important milestones q Reflect on their performance q Confront inadequate performance Performing Defining Characteristic: q Task focus q Productivity Emotions: q High energy q Team pride q Confidence Team Goals: q Productivity q Feedback on efforts Facilitator’s Goals: q Stay out of the team’s way q Provide resources q Help manage communication with other groups/teams q Help team celebrate successes Adjourning Defining Characteristic: q Closure q Transition Emotions: q Sadness q Relief q Confidence Team Goals: q Transfer learning’s Facilitator’s Goals: q Help team get closure q Identify accomplishments q Provide opportunity to reflect on lessons learned q Celebrate
- 6. Specific to Team Facilitator • Forming - Direct the team, and establish clear objectives, both for the team as a whole and for individual team members. Establish Team Structure and NORMS • Storming - Establish processes and structures. – Teach TWI-JR – Build trust and good relationships between team members. – Resolve conflicts, swiftly if they occur. – Provide support, especially to those team members who are less secure. – Remain positive and firm in the face of challenges to your leadership, or to the team's goal. – Explain the "forming, storming, norming, and performing" idea, so that people understand why problems are occurring, and so that they see that things will get better in the future. – Coach team members in assertiveness and conflict resolution skills, where this is necessary. – Use psychometric indicators such as Myers-Briggs and the Margerison-McCann Team Management Profile to help people learn about different work styles and strengths. • Norming - Step back and help team members take responsibility for progress towards the goal. (This is a good time to arrange a team-building event.) • Performing - Delegate tasks and projects as far as you can. Once the team is achieving well, you should aim to have as light a touch as possible. You will now be able to start focusing on other goals and areas of work. • Adjourning - Take the time to celebrate the team's achievements – you may work with some of your people again, and this will be much easier if people view past experiences positively. 6
- 7. Training and Development 8-Sep-15 www.leanteamsusa.com 7
- 8. From Lean Teams USA Contact Us • Lean Teams USA Lean Consulting • View My Profile on LinkedIn • Lean Teams USA +1 215 353 0696 8-Sep-15 www.leanteamsusa.com 8