Team developmentstages


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Team developmentstages

  1. 1. LOGOPrepared by G.BayarmaaTeambuilding GeneratesStrength
  2. 2. Content• Team development model history• Team building stages
  3. 3. History• First model of team development stages wasproposed by Bruce Tuckman in 1965.– The Forming – Storming – Norming – Performing• In 1977, Tuckman, jointly with Mary AnnJensen, added a fifth stage to the 4 stages.– The Forming – Storming – Norming – Performing+ Adjourning
  4. 4. FormingStormingNormingPerformingAdjourning
  5. 5. Forming stage-This is first and easy stage- Team initially comes together and the people are simply a group of peoplewho have different questions, different agendas and no feeling of connectionto other members.
  6. 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. 7. What you can do to help?Forming stage
  8. 8. What you can do to help?• Team members list skills that they need to bepart of a team.• Identify goals, both personal and teamoriented.• 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. 9. Storming stage-This is second very hard stage : action begins.-Members start to communicate their feelings but still view themselves asindividuals 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 forstatus.-A sense of direction is beginning to be accepted by the end of this stage.
  10. 10. Characteristics of Storming Team members eager to get going.Conflict can arise as people bring different ideas of how to accomplishgoals & notice differences rather than similaritiesSome members may drop out mentally or physically.Team members become confrontational with each other.
  11. 11. What you can do to help?Storming stage
  12. 12. What you can do to help?• Continue with no surprises & communicate.• Tensions will increase; this is normal, sorecognize & publicly acknowledgeaccomplishments.• Lead/participate in meetings.• Value diversity• Gather information & be supportive.• Limit your intervention.• Discuss conflicts openly
  13. 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 worktogether for the good of the idea or product instead of for self- gratification.
  14. 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 theyaccept other viewpoints.People get more social.May forget their focus in favor of having a good time
  15. 15. What you can do to help?Norming stage
  16. 16. What you can do to help?• Recognize how they are alike• Help with training if applicable.• Encourage them to feel comfortable with eachother & with systems.• Help group stay focused on goal.• Continue hold team meeting• Intervene more often when conflicts arise tokeep the team moving forward.
  17. 17. Performing stage-This is perfection stage : Well, almost, anyway- Trust among the team members and they hold one vision or goal that hasbeen accepted by everyone on the team.-The team focus is on quality versus credit
  18. 18. Characteristics of PerformingTeam is productive is effectiveThe team works in an open and trusting atmosphere where flexibility isthe 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 tochallenge them & develop them.Mature, understand their roles & responsibilitiesWant more input in processes.Self-motivated & self trained
  19. 19. What you can do to help?Performing stage
  20. 20. What you can do to help?• More focus team goal and process• Recognizing efforts• Encouraging growth• Giving new challenges
  21. 21. Adjourning stage
  22. 22. It’s amazing how many problems can beresolved when we do not worry about whogets the credit for the solution.
  23. 23. 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 resultsHighperformanceteam•Shared goals•Common purpose•We, Us•Task – glue that holds us together•Moderate level of InvolvementTeam•Individual goals•I, Me, Mine•High Conflict•Leader driven•Lower Level of InvolvementGroup