Stages of Team Growth [Note: This section has
been somewhat paraphrased].
Stage 1: Forming
When a team is forming, members cautiously explore the boundaries of acceptable group behavior. Like hesitant swimmers, they stand by the pool, putting their toes in the water [to test how hot/cold it is].
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Stage 2: Storming
Storming is probably the most difficult stage for the team. It is as if team members jump in the water, and thinking they are about to drown, start thrashing about. They begin to realize the task is difference and more difficult than they imagined, becoming short-tempered, blameful, or over-enthusiastic.
Impatient about the lack of progress, but still too inexperienced to know much about decision making or the scientific approach, members argue about just what actions the team should take. They try to rely solely on their personal experience, resisting any need for talking with other team members.
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Stage 3: Norming
During this stage, members stop competing and become loyal and responsible. They accept the team, team ground rules (or "norms), their roles in the team, and fellow members. Emotional conflict is reduced as previously competitive relationships become more cooperative. In other words, as team members realize thry are not going to drown, they stop thrashing about and start helping eachother stay afloat.
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Stage 4: Performing
By this stage, the team has setlled its relationships and expectations. They can begin—diagnosing and solving problems, and choosing and making changes. At last team members have discovered and accepted eachother's strengths and weaknesses, and learned what their roles are. Now they can swim together. [
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Recipe for a Successful Team
1.
Clarity in Team Goals — a team work best when everyone understands its purpose and goals. If there is confusion or disagreement, they work to resolve the issues.
2.
An Improvement Plan — Improvement plans help the team determine what advice, assistance, training, materials, and other resources it may need. They guide the team in determining schedules and indentifying mileposts.
3.
Clearly Defined Roles — Teams operate most efficiently if they use everyone's talents, and all members understand their duties and know who is responsible for what issues and tasks.
4.
Clear Communication — One of the easiest aspects of group process to observe is the pattern of communication: Who talks? For how long? How often? Whom do people look at when they talk? Others who may support them? The group as a whole? The trainer? No one? Who talks after whom? Who interrupts whom? What style of communication is used—assertions, questions, tone of voice, gestures, support or denial?
5.
Beneficial Team Behaviors — Teams should encourage all members to use the skills and practices that make discussions and meetings more effective.
6.
Well-Defined Decision Procedures — You can tell a lot about how well a team is run by watching its decision-making process. A team should always be aware of the different ways it reaches decisions.
7.
Balanced Participation — Since every team member has a stake in the group's achievements, everyone should participate in discussions and decisions, share commitment to the project's success, and contriubte their talents.
8.
Established Ground Rules — Groups invariably establish ground rules (or "norms") for what will not be tolerated in the group.
9.
Awareness of the Group Process — Ideally, all team members should be aware of the group process—how the team works together—along with paying attention to the content of the meeting.
10.
Use of the Scientific Approach — Teams that use a scientific approach, rely on good data for problem solving and decision making, have a much easier time arriving at permanent solutions to problems. The scientific approach helps avoid many group problems and disagreements. Many arguments are between individuals with strong opinions. The scientific approach insists that opinions be supported by data.
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