The Stages Of Team Development

The forming stage is characterized by dependency, and need for acceptance and guidance. In this stage the "meet and greet" is done. During the meet and greet each member gathers information that will determine the strength of potential relationships amongst group members, as well as establish group hierarchy. Generally, in this stage the leader of group is selected. The group leader has a tendency to be someone that is viewed as stable and

At this stage, the group begins to realize the more positive points of individuals within the group, which promotes the development of trust and respect which begins to build group cohesion. The next stage is the performing stage, which is typical of high-performing teams that are able to function as a group and figure out various options to get the job done smoothly and effectively without supervision. The final stage is the adjourning phase, which is the final step in completing tasks and breaking up the team.

The five stages of group/team development are: forming, storming, norming, performing and adjourning. In the forming stage, the group members get aquainted with one another and figure out what the goals of the group are. In the storming stage, individual personalities within the group emerge and group members start to figure out what their roles will be. In the norming stage, the group begins to find unity and group members resolve their differences. In the performing stage, the group members solve problems and focus on completing their assigned task. In the adjourning stage, the group begins to disband and the members transition out and into other projects.

- Help develop a sense of success and accomplishment for the group (put non-confrontational topics in front of topic that could cause a struggle on the agenda)

Norming - this is the stage “it can be done”. Group cohesion takes place. Ref: Ann Gravells as above.

For example both the YAM and PTV groups I had experience with were set up to encourage social interaction and personal development. Having an awareness of group stage theory enabled my colleagues and myself to structure the early encounters for the groups to be;

In the third stage the norms in group are formed, team is adapting to the leader. Positions and roles are clarified and the team move forward, they participate

The Performing stage was the last stage of Bruce Tuckman's four stages of group development until the 70's when Tuckman felt the importance to create an additional fifth stage to his model the "adjourning" which became the last stage. A group (shift) reaches the performing when all it members solves the conflict in the Norming stage therefore had establish the norms of the group and the members are operate as one. Thus, the group identity is finalized, in our experience it was a unique one.

Group members must build mutual respect for and trust and confidence in one another, so that “feel free to express opinions, test ideas, and ask for, or offer help when it is needed” (Smith, 1983).

3) Establish expectations (how and when to communicate, who will do what aspects of the project) and a timeline in which the group must complete specific tasks.

Both groups exchange relevant information such as when to use dynamics—when to get louder and softer—when to slow down and speed up the tempo in a

First, here is a summary of the development stages of a team. In the forming stage, team members come togetherand form initial impressions. They socialize in order to get to know each other and bond with other team members. In the storming stage, team members experience hostility and infighting over tasks and how the team works. In the norming stage, team members start to come together and realize what needs to be accomplished. In the performing stage, team members are well-organized and well-functioningand maintain a positive balance. In the adjourning stage, team members achieve closure when the project is accomplished.

The forming stage of a group or team will experience primary tension and social unease that comes with being in a new group. People often being cautious of what they say and doing, making sure to be polite. Storming will have secondary tensions often emerge as member's purse positions of power and influence. They will openly disagree and not be as cautious as before to speak their minds. Norming will resolve status conflicts and establish norms working together as a committed group with one goal in mind. Building trust with one another and developing methods for achieving the common goal. Communication will be more open towards one other. Performing has

This is the start of the phase at which the genuine employment of the group is advancing. Changing: The group is performing so well that individuals trust it is the best group they have encountered, or Finishing: The group has finished its main goal or reason, and it is the ideal opportunity for colleagues to seek after different objectives or tasks. Not each group travels through these phases all together, and different exercises, for example, including another colleague can send the group back to a prior stage while the part is fused. The period of time essential for advancing through these means relies on upon the experience of the individuals, the bolster the group gets and the learning and expertise of the

The organization has five stages of group development. In the forming stage they have identified that there is a