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A practical overview of the Forming, Storming, Norming, Performing model of team development. This is also the first presentation in a new Business Models section of the Life's Too Good website.

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Bmp1   forming, storming, norming, performing Bmp1 forming, storming, norming, performing Presentation Transcript

  • BMP #1 Team Building & Team Dynamics: The Forming, Storming, Norming, Performing Modelny nature without the prior written permission of Life’s Too Good, except for permitted fair dealing under the Copyright, Designs and Patents Act 1988. Application for permission for other use of this material should be made to Life’s Too Good (via http://lifestoogood.net/contact-us/).
  • Executive Summary This page shows a snapshot of what this model is for and how it rates in terms of Efficiency (is it quick and easy to implement?), Effectiveness (does it get the desired results?) and Difficulty (how easy the model is to understand?) Subject Area: Team Building Efficiency: Effectiveness: Difficulty: Abstract:rstand and use in any team building situation. This tool should be used to helps understanding of team Life’s Too Good, 2012. All rights reserved. –2– 16/03/12
  • Contents This slide pack contains a high level overview of Tuckman’s Stages of Group Development Model along with brief notes on application and observations 1 Introduction 2 Stages of Team Building 3 Stage Overviews 4 Application of the Model 5 Questions & ActionsLife’s Too Good, 2012. All rights reserved. –3– 16/03/12
  • Introductionm , Hersey and Blanchards Situational Leadership model, Rickards and Moger, White-Fa Life’s Too Good, 2012. All rights reserved. –4– 16/03/12
  • Stages of Team Building Storming Norming Forming Conflict Performing Adjourning TimeLife’s Too Good, 2012. All rights reserved. –5– 16/03/12
  • Stage Overview: Forminga comfortable stage to be inenerally driven by a desire to be accepted by otherss & feelings generally avoidednce on leader for guidance and direction – leader should be directiveg busy with routinesher information and impressionsnt on team aims other than received from leader and responsibilities are unclearally gets donee prepared to answer lots of questions about the teams purpose, objectives and external Life’s Too Good, 2012. All rights reserved. –6– 16/03/12
  • Stage Overview: Forming (continued)sses can often be ignoreders may test tolerance of system and leadermay be motivated but are usually relatively uninformed of the issues and objectives of themembers are usually on their best behaviour but very focused on themselvese members begin to model appropriate behaviour even at this early phaseg the knowledge of "Teams - Forming, Storming, Norming, Performing" helpful to the teamers get to know one another, exchange some personal information, and make new friend good opportunity to see how each member works and how they respond to pressure Life’s Too Good, 2012. All rights reserved. –7– 16/03/12
  • Stage Overview: Stormingns they are really supposed to solve, how they will function independently and together andas and perspectivesll details to evade real issuesrowth of the teamen painful to members of the team who are averse to conflictir differences should be emphasized - without tolerance and patience the team may fail Life’s Too Good, 2012. All rights reserved. –8– 16/03/12
  • Stage Overview: Storming (continued) to the team and will lower motivation if allowed to get out of control.olved quickly. In others, the team never leaves this stage.s usually determines whether the team will ever move out of this stage.phase may be more accessible, but tend to remain directive in their guidance of decision-ht as to whether higher involvement from the leader can help or hinder at this stage (conssolve their differences and members will be able to participate with one another more com Life’s Too Good, 2012. All rights reserved. –9– 16/03/12
  • Stage Overview: Storming (continued)are being judged, and will therefore share their opinions and views.empt to establish themselves in relation to other team members and the leader, who migh ncertainties persist.e power struggles. to avoid becoming distracted by relationships and emotional issues.rogress.an direction in this stage Life’s Too Good, 2012. All rights reserved. – 10 – 16/03/12
  • Stage Overview: Norming stage the team has one goal and a shared planmay have to give up their own ideas and agree with others in order to make the team funmembers take responsibility and have the ambition to work for the success of the teamsment and consensus is largely formed among team, who respond well to facilitation by leaand responsibilities are clear and acceptedcisions are made by group agreementer decisions may be delegated to individuals or small sub-teams itment and unity is strongam may engage in fun and social activitiesam discusses and develops its processes and working style Life’s Too Good, 2012. All rights reserved. – 11 – 16/03/12
  • Stage Overview: Performing ng stage.as a unit as they find ways to get the job done smoothly and effectively without inapproprle.ous and able to handle the decision-making process without supervision.hanneled through means acceptable to the team.ost always participative.ns.o earlier stages in certain circumstances. Life’s Too Good, 2012. All rights reserved. – 12 – 16/03/12
  • Stage Overview: Performing (continued)ough these cycles many times as they react to changing circumstances.ship may cause the team to revert to storming as the new people challenge the existing nware; the team knows clearly why it is doing what it is doing.d is able to stand on its own feet with no interference or participation from the leader. g goals, and the team makes most of the decisions against criteria agreed with the leade Life’s Too Good, 2012. All rights reserved. – 13 – 16/03/12
  • Stage Overview: Performing (continued)my. resolved within the team positively and necessary changes to processes and structure aeving the goal, and also to attend to relationship, style and process issues along the way.d projects from the leader.ed or assisted.ce from the leader with personal and interpersonal development. Life’s Too Good, 2012. All rights reserved. – 14 – 16/03/12
  • Stage Overview: Additional Stagesentual the break-up of the group, hopefully when the purpose of the group is completed s relation to the feelings of the group particularly if members of the group have been closeadded of Norming after Forming and renaming the traditional Norming stage Re-Norming. Life’s Too Good, 2012. All rights reserved. – 15 – 16/03/12
  • Application of the Modelo all Team Building situations any industry sectore-boundsed to help the team reach and sustain high performance as soon as possiblest effectively using the model, a different approach is needed at each stage of the team development the team is at from the descriptions aboves to be done to move towards the Performing stage, and what you can do to help the teaam is, and adjust your behaviour and leadership approach to suit the stage your team ha Life’s Too Good, 2012. All rights reserved. – 16 – 16/03/12
  • Application of The Model – The Changing Leadership Role Storming Norming Forming Conflict Performing Adjourning Guarded Confront Resolve Trust Regret Team High Direction High Direction Less Direction Less Direction High Direction Leader / Manager High Support High Support Self Support High Support TimeLife’s Too Good, 2012. All rights reserved. – 17 – 16/03/12
  • Application of the Model – Further Practical Tipsd "Norming" stages before the team can Perform.oaching is needed then time should be allocated to this.made by when and measure success against realistic goals.onsistent and clear communication. Poor communication particularly in the “Storming” phhelp a team see its progress and make the effort worthwhile. This avoids the perception og. dont use the “Storming” stage as an excuse for bad behaviour. Life’s Too Good, 2012. All rights reserved. – 18 – 16/03/12
  • Questions & Actionsen involved and consider how they relate to this model and how quickly you moved throug ere in reached the performing stage quicker than others – perhaps some didnt reach theage are you at?and the advice on how to apply it) to provide context for any team situation you are faced more patient with certain situations when you understand the necessary evolution that ateam dynamics via the model may help to resolve issues and conflicts quicker and improstanding via the model of what it takes to build a high-performing team – so use it wisely! Life’s Too Good, 2012. All rights reserved. – 19 – 16/03/12