STAGES OF TEAM

DEVELOPMENT
 Forming:

 Still
a group of individuals: each is trying to set his
mark on the group.
 Reactions to being named to the group:
 Elation at being chosen, but fear for the future post-project
 Concern at the responsibility
 Anxiety about current reporting relationships
 Lack of certainty about role
 Possible worries about ability
 People need to talk about their feelings and to
understand the expectations placed upon them in
order to build mutual trust.
 Storming:
 A period of conflict as members get to know each
other. Egos can get bruised and dynamic interplay
takes place.
 Needs careful handling to make sure the conflict is
constructive and not destructive.
 Encourage Active Listening (for feelings as well as
for opinions) and Feedback among members.
 Establish ground rules for decision-making and
dealing with conflict (majority vote, consensus, time
out, etc.)
 Norming:

 Ways of working together will be established (whether

formally written down or not).
 May want to establish group expectations about:
 Meetings (frequency, attendance, timeliness, preparation, etc.)
 Working (standards of performance, deadlines, work reviews,
consequences for non-performance, etc.)
 Communications (what, when, by whom, to whom, how, etc.)
 Leadership (Manager’s role, responsibilities, delegation, etc.)
 Personal considerations (other commitments, feelings, etc.)
 Keep norms simple and consistent, but publish/review.
 Performing:
 Group members will work together with synergy at
this stage, not just making individual contributions.
 Document work processes and analyze them for
opportunities for improvement.
 Identify Key Results Areas. Measure Key
Performance Indicators and provide timely
feedback.
 Celebrate successes and analyze why you did well.
 Keep asking what we’re learning together.
 Review regularly how well the team is working
together and how teamwork could be improved.
 Performing:

 Group members will work together with synergy at

this stage, not just making individual contributions.
 Document work processes and analyze them for
opportunities for improvement.
 Identify Key Results Areas. Measure Key
Performance Indicators and provide timely
feedback.
 Celebrate successes and analyze why you did well.
 Keep asking what we’re learning together.
 Review regularly how well the team is working
together and how teamwork could be improved.
 Adjourning:

• All teams are temporary. Plan in advance for attrition, career

development, and work continuity.
• People need psychological “closure” on significant events in
their lives. Without it, they can’t move on.
• When team members leave, as a team, celebrate
accomplishments and recognize contributions. How you treat
them sends a signal to remaining team members.
• Ask what they’d pass on to remaining team members and what
they will take with them to their next team.
• Take care of continuing members and facilitate leaving and
grieving rituals and processes.