Interactive Element 8.1
Before continuing, answer the interactive summary questions online (https://oer.aupress.ca/oer-202504/8.1).
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8 Progressing Through the Stages of Team Development
As your group moves through these stages, stay aware of the patterns that tend to occur at each stage. For example, many teams falsely assume that their group cannot function when they find themselves at the storming stage. However, this stage is a normal part of team development like the others. Table 8.1 indicates what steps you and your group members can take to move to the next stage in your work together. Ultimately, you want to achieve a performing team that supports your learning in community.
Stage | Action steps |
|---|---|
Forming • Individuals are not clear on what they’re supposed to do. • The mission isn’t owned by the group. • The group wonders where this is going. • No trust is established yet. • Extensive information gathering about team, task, and context taking place. • The group has no history; members are unfamiliar. • The norms of the team are not established. • People check one another out. • People are not committed to the team. | Forming to Storming • Set a mission and goals. • Establish roles within the group. • Recognize the need to move out of “forming” stage. • Identify the team and its tools and resources. • Leader(s) give direction. • Figure out ways to build trust (not demand it). • Create a reward structure. • Take risks. • Bring group together periodically to work on common tasks. • Assert individual power. • Decide once and for all to be on the team. |
Storming • Roles and responsibilities are articulated. • Agendas are displayed. • Problem solving doesn’t work well. • People bring emotions that don’t align with the team’s mission. • The group tries new ideas. • Others step on group ideas. • People set boundaries. • Members feel anxiety about bonds. • People push for position and power. • Competition is high. • Cliques may form. • Little team spirit is displayed. • There are lots of personal attacks. | |
Storming to Norming • Team leader(s) actively support and reinforce positive team behaviour and reinforce team wins. • Leader(s) ask for and expect results. • Recognize and publicize team wins. • Agree on individuals’ roles and responsibilities. • Buy into objectives and activities. • Listen actively to each other. • Set and take team time together. • Work together actively to set a supportive environment. • Have the vision “We can succeed.” • Request and accept feedback. • Build trust by honouring commitments. | |
Norming • Success occurs. • The team has all the resources for doing the job. • Appreciation and trust build. • Purpose is well defined. • Feedback is high, well received, and objective. • Team confidence is high. • Leader(s) reinforce team behaviours. • Members self-reinforce team norms. • Hidden agendas become open. • The team is creative. • There is more individual motivation. • The team gains commitment from all members on goals. | |
Norming to Performing • Keep up the team wins. • Maintain traditions. • Praise and support each other. • Undergo regular self-evaluation as member practice. • Recognize and reinforce “synergy” team behaviour. • Share leadership roles based on who does what best. • Share rewards for success. • Communicate all the time. • Share responsibility. • Delegate freely within the team. • Commit time to the team. • Keep raising the bar; set new, higher goals. • Be selective of new team members; train to maintain team spirit. | |
Performing • Team members feel very motivated. • Individuals defer to team needs. • There are no surprises. • The team is very efficient; there is little waste. • Team members have objective outlooks. • People take pleasure in the success of the team. • A “we” versus “I” orientation emerges. • Team pride is high. • Openness and support are high. • Empathy and trust are high. • Team performance is superior. • It’s OK to risk confrontation. |
Now that you have reviewed the ways that a team can move on in their development, apply your knowledge to team dilemmas in the following quiz. When you have finished the quiz, go to the next chapter to move on in the resource.