Team developmentstages
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Bruce Tuckman proposed a model of team development with five stages: forming, storming, norming, performing, and adjourning. In the forming stage, team members are anxious and unsure of goals. Storming involves conflict as roles and ideas are discussed. During norming, trust increases and goals become clearer. In performing, the team works effectively toward shared goals. Finally, adjourning occurs when the team disbands after completing its task. The document provides characteristics and suggestions for how to support a team at each development stage.
Team developmentstages
- 1. LOGO Prepared by G.Bayarmaa Teambuilding Generates Strength
- 2. Content • Team development model history • Team building stages
- 3. History • First model of team development stages was proposed by Bruce Tuckman in 1965. – The Forming – Storming – Norming – Performing • In 1977, Tuckman, jointly with Mary Ann Jensen, added a fifth stage to the 4 stages. – The Forming – Storming – Norming – Performing + Adjourning
- 5. Forming stage -This is first and easy stage - Team initially comes together and the people are simply a group of people who have different questions, different agendas and no feeling of connection to other members.
- 6. Characteristics of Forming -Anxious, adopt – wait and see attitude, be formal -No clear idea of goals or expectations -Not sure why they are there
- 7. What you can do to help? Forming stage
- 8. What you can do to help? • Team members list skills that they need to be part of a team. • Identify goals, both personal and team oriented. • Play Name game. • Your most important skill is communication. • Establish ground rule by all team members. • Help them know what to expect; communicate & reassure.
- 9. Storming stage -This is second very hard stage : action begins. -Members start to communicate their feelings but still view themselves as individuals rather than part of the team. -They resist control by group leaders and show hostility. -They are working through who is going to be the top dog and jockeying for status. -A sense of direction is beginning to be accepted by the end of this stage.
- 10. Characteristics of Storming Team members eager to get going. Conflict can arise as people bring different ideas of how to accomplish goals & notice differences rather than similarities Some members may drop out mentally or physically. Team members become confrontational with each other.
- 11. What you can do to help? Storming stage
- 12. What you can do to help? • Continue with no surprises & communicate. • Tensions will increase; this is normal, so recognize & publicly acknowledge accomplishments. • Lead/participate in meetings. • Value diversity • Gather information & be supportive. • Limit your intervention. • Discuss conflicts openly
- 13. Norming stage -This is third calm down stage - Goals are clearer and trust among members increased. -There is a level of comfort among team members and a desire to work together for the good of the idea or product instead of for self- gratification.
- 14. Characteristics of Norming People begin to recognize ways they are alike. People feel part of the team and realize that they can achieve work if they accept other viewpoints. People get more social. May forget their focus in favor of having a good time
- 15. What you can do to help? Norming stage
- 16. What you can do to help? • Recognize how they are alike • Help with training if applicable. • Encourage them to feel comfortable with each other & with systems. • Help group stay focused on goal. • Continue hold team meeting • Intervene more often when conflicts arise to keep the team moving forward.
- 17. Performing stage -This is perfection stage : Well, almost, anyway - Trust among the team members and they hold one vision or goal that has been accepted by everyone on the team. -The team focus is on quality versus credit
- 18. Characteristics of Performing Team is productive is effective The team works in an open and trusting atmosphere where flexibility is the key and hierarchy is of little importance Team members are trained & competent, & able to do their own problem- solving. Now the leader will ask for critical self-assessment & look at ways to challenge them & develop them. Mature, understand their roles & responsibilities Want more input in processes. Self-motivated & self trained
- 19. What you can do to help? Performing stage
- 20. What you can do to help? • More focus team goal and process • Recognizing efforts • Encouraging growth • Giving new challenges
- 21. Adjourning stage
- 23. It’s amazing how many problems can be resolved when we do not worry about who gets the credit for the solution.
- 24. Three levels of team functions •Passionate commitment to mission •Shared Vision and Values •Strong sense of Loyalty •Relationship •Glue that hold us together •Shared Leadership •High Trust and respect •Highest level of involvement •Extra ordinary results High performance team •Shared goals •Common purpose •We, Us •Task – glue that holds us together •Moderate level of Involvement Team •Individual goals •I, Me, Mine •High Conflict •Leader driven •Lower Level of Involvement Group