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Team Development

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Stages of Team Development

This tool provides a description of the various stages of team development.

Stage 1: Forming

• Team members are not clear on what they’re supposed to do
• The team doesn’t own the mission
• Team members wonder where the team is going
• Trust has not been established
• Learning is high
• No team history; unfamiliar with members
• Norms of the team are not established
• Members check one another out
• Members are not committed to the team

Action Steps: Forming to Storming

• Set a mission
• Set goals
• Establish roles
• Recognize need to move out of “Forming” stage
• Identify the team, its tools and resources
• Leader must be directive
• Figure out ways to build trust
• Define a reward structure
• Take risks
• Bring team together periodically to work on common tasks
• Assert power
• Decide once and for all to be on the team

Stage 2: Storming

• Roles and responsibilities are articulated
• Agendas are displayed
• Problem solving doesn’t work well
• People want to modify the team’s mission
• New ideas are tried
• Splinter groups form
• People set boundaries
• Anxiety abounds
• People push for position and power
• Competition is high
• Cliques drive the team
• Little team spirit
• Many personal attacks
• Level of participation is highest for some and lowest for others

Action Steps: Storming to Norming

• Team leader should actively support and reinforce team behavior, facilitate the team wins, create positive environment
• Leader must ask for and expect results
• Recognize, publicize team wins
• Agree on individuals’ roles and responsibilities
• Buy into objective and activities
• Listen to each other
• Set and take team time together
• Work actively to create a supportive environment
• Have the vision “We can succeed”
• Request and accept feedback
• Build trust by honoring commitments

Stage 3: Norming

• Success occurs
• 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 reinforces team behavior
• Members self-reinforce team norms
• Hidden agendas become open
• Team is creative
• More individual motivation
• Team gains commitment from all members on direction and goals

Action Steps: Norming to Performing

• Keep up the team wins
• Maintain traditions
• Praise and flatter each other
• Self-evaluate without fuss
• Recognize and reinforce “Synergy” team behavior
• Share leadership role in team based on who does what the best
• Share rewards for successes
• Communicate frequently
• Share responsibility
• Delegate freely within the team
• Commit time to the team
• Keep raising the bar; establish new, higher goals
• Be selective of new team members; train to maintain the team spirit

Stage 4: Performing

• Team members feel very motivated
• Individuals defer to team needs
• No surprises
• Little waste; very efficient team operations
• Team members have objective outlooks
• Individuals take pleasure in the success of the team – big wins
• “We” versus “I” orientation
• High pride in the team
• High openness and support
• High empathy
• High trust in everyone
• Superior team performance
• OK to risk confrontation

Team Development Programs

To speak with a team building consultant about how LRI can help you create high-performing teams, call (916) 325-1190 or email info@leadingresources.com.

Tips for Effective Team Communication

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