A useful theory to explain our processes and development as a group is Tuckman’s theory of group working which explains the stages that a group will progress through in order to achieve an objective, including the Forming, Storming, Norming, Performing and Adjourning stages (Mindtools, 2016). The forming stage was pre-established for our group because we had been allocated together prior to the task and we had already managed to build relationships with one another. It was at the storming stage we began to establish our roles within the group and allocate tasks for
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
The forming and orientation stage of the group is the initial step of getting the group started. Gladding (2012) outlines seven steps that make up the forming stage of group development. First, one must develop a basis for the group.
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.
Wheelan (2013) identifies the four stages of team development and provides detailed explanation of how a group transforms itself from a stage one group of uncertainty into a successful, highly productive stage four team. This requires work and a thorough understanding of the many internal/external influences that can occur during each stage. A team member or leader who is well versed in these stages and who can evolve with each stage will be better equipped to deal with possible obstacles that can hinder group progress and implement practices to help the group successfully work through a
Stage one of his model is the Forming stage, where the leader must be prepared to answer many questions about the team’s purpose and objectives. Usual team processes are often ignored and there is also a high dependence on
The stages of group development are Forming, Storming, Norming and Performing. Forming is defined as the engagement process when group members first meet and on their best behavior. Participation. Mutuality and Integration is normally present throughout the Storming phase of group counseling (Stevens & Smith, 2013). Group members start to get more comfortable and began forming their own opinions form opinions and communicate
The second stage is the Storming stage this is where the team members address the issues at hand. This is when the team members may become argumentative and disagree. I think you will get to use your conclict resolution skills.
There will be high dependence on the leader to start the conversation and the individual roles and responsibilities will be unclear. The leader must be ready to answer a lot of questions from the rest of the group about the purpose of the team. In this scenario everyone will be polite to each other and welcome each other happily.
This stage is where players get to know and familiarize themselves with other teammates. This is where social comparisons begin and where players start evaluating each other’s strengths and weaknesses. My team had many issues with this stage. Upperclassmen often fear getting their spot taken by underclassmen, so they will pay close attention to the strengths and weaknesses of the newcomers. This same thing happens regardless of grade or age (upperclassmen verses underclassmen). I have multiple teammates who are not satisfied with their playing time. When they speak of it to me, they often say, “I just don’t get why coach doesn’t play me, but he plays this person, and I’m better than her.” They will also watch every mistake the player above them makes and wonder why she is not getting pulled out of the game or criticized for her wrong doings. This directly affects the forming stage. Signs of forming stage issues include uncommitted members, hidden feelings, confusion, poor listening, and
The team has managed to avoid the Storming phase altogether and I was lucky enough to jump directly from stage one to stage three. That was primarily due to engaging them from the very beginning with the challenges and goals the team needs to achieve. Gradually, the team moved into the Norming stage, when they started to resolve their differences, and work on achieving the
During the forming stage, the group takes considerable direction from the group’s leader, as the roles of the other team members are yet to be defined. Members of this group have their guard up, are on their best behavior and/or feeling anxious or nervous.
Work Team development is a dynamic and often difficult process. Most teams find themselves in a continuos state of change and development. Eventhough, most teams never reach full stability, there is a general pattern that describes how most teams evolve. There are five stages of team development, the first stage is forming. In this stage there is a great deal of uncertainty about the teams purpose, structure and leadership. Members are testing the the waters to determine what types of behaviors are acceptable. This stage is complete when members began to think of themselves as part of the team. The second stage is called storming. In this stage there is much intragroup conflict.Team members accept the existence of the team, but there is resistance to the control that the team imposes on individuality. Conflict can arise from numerous sources within the team setting but generally falls into three categories:communication, factors, structural factors and personal factors (Varney, 1989/Townsley). In addition, there is conflict over who will control the team.
This balance is often observed difficult to achieve, especially within the solution teams. This is mainly attributed to the team formation stages as described by the Bruce Tuckman’s model (1965). According to Tuckman, the team formation goes through the forming, storming, norming and performing stages in progression. In the forming stage, there is a high dependence on leader for guidance and direction. In the storming stage, team members vie for position as they attempt to