How to transform a group into a team
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This document discusses how to transform a group into an effective team. It outlines Tuckman's stages of group development: forming, storming, norming, performing, and adjourning. In the forming stage, team members learn goals and tasks but work independently. Storming involves conflict as opinions are formed. Norming resolves disagreements through cooperation. Performing teams work collaboratively toward common goals with high productivity. The document also provides tips for team meetings, such as starting on time and only allowing one conversation at a time.
How to transform a group into a team
- 1. HOW TO TRANSFORM A GROUP INTO A TEAM “MOVING TOWARDS AN EFFECTIVE TEAM” Assem Amer Professional Customer representative 20th November 2016 MSD Sales Office
- 2. AGENDA : • Team Definition. • Theories that explain how to transform a group into a team. • Tuckman’s stages of group development. • Team development & growth. • Do’s & Don’ts • Team meeting ground rules.
- 3. TEAM DEFINITION: • There are many definitions for “TEAM”. • As a noun : it is a group of players forming one side in a competitive game. • As a verb : To come together as a team to achieve a common goal.
- 4. TEAM DEFINITION: • A group of people with different skills & different tasks, who work together on a common project, service, or goal with a meshing of functions & mutual support.
- 5. THEORIES & MODELS : • A number of theoretical models have been developed to explain how certain groups change over time. Psychologists contributed by a huge effort., They have analyzed hundreds of group development studies starting from the middle of the last century till now. • Bruce Wayne Tuckman (1938-2016) carried out research into the theory of group dynamics. In 1965, he published one of his theories called "Tuckman's stages of group development". In 1977, he added a fifth stage named Adjourning. According to the Tuckman theory of group development, there are four phases of group development: Forming, Storming, Norming, Performing (and Adjourning, added in 1977)
- 6. TUCKMAN’S STAGES OF GROUP DEVELOPMENT :
- 7. 1-FORMING : • The team meets and learns about the opportunities and challenges, and then agrees on goals and begins to tackle the tasks. Team members tend to behave quite independently. • They may be motivated but are usually relatively uninformed of the issues and objectives of the team. Team members are usually on their best behavior but very focused on themselves. • Mature team members begin to model appropriate behavior even at this early phase. • The meeting Environment also plays an important role to model the initial behaviors of each and every individual. • Lack of identity. • Uncertainty & fear.
- 8. 2-STORMING : • In this stage : participants form opinions. • Conflict occurs. • Work is not very productive. • High level of frustration & Confusion. • Tolerance of each team member and their differences should be emphasized; without tolerance and patience the team will fail. • Beginning development of identity & purposes. • Supervisors of the team during this phase may be more accessible. • The ideal is that they will not feel that they are being judged, and will therefore share their opinions and views. Normally tension, struggle and sometimes arguments occur. This stage can also be upsetting.
- 9. 3-NORMING : • Resolved disagreements and personality clashes result in greater intimacy, and a spirit of co-operation emerges. • Developing goals, roles & relationships. • All team members take the responsibility and have the ambition to work for the success of the team. • They accept others as they are and make an effort to move on., Conflicts will be about issues not egos or people. • Work become enjoyable.
- 10. 4-PERFORMING : • Team acts on common goals, with synergy , high morale & high productivity. • Easy shifting of roles from one to another. • Differences are valued. • Team members look out for one another’s interest. • Spontaneous & collaborative efforts. • Sharing of all relevant information. • Conflict is frequent, but leads to problem solving. • Supervisors of the team during this phase are almost always participating. The team will make most of the necessary decisions.
- 11. 5-FURTHER DEVELOPMENT : Adjourning, transforming and mourning : In 1977, Tuckman, jointly with Mary Ann Jensen, added a fifth stage to the 4 stages: adjourning , that involves completing the task and breaking up the team (in some texts referred to as Mourning).
- 12. STAGES OF TEAM GROWTH :
- 13. TEAM DEVELOPMENT DO’s DON’Ts • Straight Talk • Manage conflict. • Permeable work boundaries. • Have fun & celebrate. • Apply collective wisdom. • Appreciate differences. • Over talk. • Brag. • Power plays. • Use authoritarian communication. • Public criticism. • Ambiguous agendas.
- 14. TEAM MEETING GROUND RULES : • Start on time • Only one conversation at a time. • Listen for understand not for reply . • Ask “ Why ? “ • Don’t repeat points already made. • Everyone participates. • No rank. • Only process owners vote. • Have fun !!
- 15. Check your Knowledge : • True or false : - Lack of identity occurs clearly at norming stage ( ) - At storming stage, work become enjoyable & free of conflict ( ) - Conflict is frequent, but lead to problem solving in forming stage ( ) - Team members tend to be more cautious at performing stage ( )
- 16. TOGETHER WE CAN FLY HIGH Thank you