Team Development Stages
As per Tuckmann's theory, there are 5 stages of team development
i) Forming
ii) Storming
iii) Norming
iv) Performing
v) Adjourning
In the Forming Stage, Team acquaints and establishes ground rules. Formalities are preserved and members are treated as strangers.
In the Storming Stage, Members start to communicate their feelings but still view themselves as individuals rather than part of the team. They resist control by group leaders and show hostility.
In the Norming Stage, People feel part of the team and realize that they can achieve work if they accept other view points.
In the Performing Stage, The team works in an open and trusting atmosphere where flexibility is the key and hierarchy is of little importance.
In the Adjorning Stage, The team conducts an assessment of the year and implements a plan for transitioning roles and recognizing members’contributions.
Leader's Role in each of the Team Development Stages
In the Forming Stage, Leader has to communicate clear objectives, both for the team as a whole and for individual team members. Model effective behavior.
In the Storming Stage, Establish clear processes. Build trust between team members. Resolve conflicts swiftly. Remain positive in the face of challenges.
In the Norning Stage, Step back & trust team members to take responsibility for progress towards the goal. Reiterate your vision often. This is a good time to arrange a team-building event.
In the Performing Stage, Delegate tasks and projects as far as you can. Focus on results not methods. Celebrate successes.
In the Adjourning Stage, Identify the next level leaders and groom them. And the process repeats and the new leaders will take over the smaller teams, team dynamics will change a bit. Now, the time to spend each stage will be minimal.
High Performance Teams Characteristics
The strong leadership with an environment is filled up with know & grow, mutual respect, trust, authenticity, consistency, open & honest, straight talkers.
The team characteristics will be as below-
Smart Alignment:
-with a clear mission statement
-With very well defined strategy
- With Very well known Project Priorities
- With very well defined roles & responsibilities
Inspiring Vision:
-They will have a passion for what they do
-They feel inspired for the leadership's vision
-they will be the change champions. That means, they welcome the changes always.
-They will be creative risk takers
-They will have very much shared values. They all laugh for the same reason. ;)
Action Orientation:
-The right processes will be in place
-They always look for smart working rather than hard working
-They will have great problem solving skills complimenting others thought process
-They will become very good at group decision making
-They will be very open for resourcing & planning
Great Team Spirit:
-They maintain Interdependence & at the same time, cohesion.
-They care & confront for each other.
-They celebrate success with each other.
-They always exhibit the 'Can Do' attitude.
-They recognize/compliment the others always.
High Performance Teams Advantages
-Shared Responsibility
-Job Satisfaction
-Business Results
-Adaptive to Change -
-Mutual Respect
-Sense of team identity
-Customer Satisfaction
-High Commitment
-Effective Decisions
-Accountability
-Increased Trust
-Opportunity Growth
High Performance Teams How to build ?
-Respect each Team Member’s Opinion
-Effective Team Meetings, Conflict Resolutions
-Effective/Group Decision Making
-Set up right Processes, Check points and Metrics
-Measure the progress against the Metrics/Feedback
-Protect your Team from all Evil
-Build Capability and Career Path of the each individual
High Performance Teams Do nots
-Micro-Manage – At least it should not look like.
-Over ride Tough Decisions always
-Take out support in Difficult situations
-Avoid to Deal with Conflicts and Risks
-Encourage Blame Game
-Discount other’s Emotions and Perspectives
-Be Over Theoretical
High Performance Culture
Enable
-the capability by appropriate Trainings.
-Measure the effectiveness of the Trainings.
Encourage
- Encourage with Rewards/Appreciations.
- Recognize High Performance Individuals/ Teams periodically.
Empower
-By Open Communication.
-To be adaptable to change.
Engage
-In Team Building Activities.
-In Fun and Positive Environment
High Performance Leader
Vision, Honesty,Motivation, Accountability, Skills, Planning, Metrics, Trust, Togetherness, Appreciation, Purpose, Performance, Evaluation, Behavior, Adaptive, Inspiration, Advantage, Collaboration, Responsibility, Research, Best Practices, Freedom, Focus, Flexibility, Mentor, Knowledge, Solutions, Dynamic, Curiosity, Values, Integrity, United, Brainstorming, Influence, Effectiveness, Charisma, Coaching, Mentoring, Process, Metrics, Goal, Success, Celebrations, Encourage, Strength, Strategy, Style, Purpose, Encourage, Safety
As per Tuckmann's theory, there are 5 stages of team development
i) Forming
ii) Storming
iii) Norming
iv) Performing
v) Adjourning
In the Forming Stage, Team acquaints and establishes ground rules. Formalities are preserved and members are treated as strangers.
In the Storming Stage, Members start to communicate their feelings but still view themselves as individuals rather than part of the team. They resist control by group leaders and show hostility.
In the Norming Stage, People feel part of the team and realize that they can achieve work if they accept other view points.
In the Performing Stage, The team works in an open and trusting atmosphere where flexibility is the key and hierarchy is of little importance.
In the Adjorning Stage, The team conducts an assessment of the year and implements a plan for transitioning roles and recognizing members’contributions.
Leader's Role in each of the Team Development Stages
In the Forming Stage, Leader has to communicate clear objectives, both for the team as a whole and for individual team members. Model effective behavior.
In the Storming Stage, Establish clear processes. Build trust between team members. Resolve conflicts swiftly. Remain positive in the face of challenges.
In the Norning Stage, Step back & trust team members to take responsibility for progress towards the goal. Reiterate your vision often. This is a good time to arrange a team-building event.
In the Performing Stage, Delegate tasks and projects as far as you can. Focus on results not methods. Celebrate successes.
In the Adjourning Stage, Identify the next level leaders and groom them. And the process repeats and the new leaders will take over the smaller teams, team dynamics will change a bit. Now, the time to spend each stage will be minimal.
High Performance Teams Characteristics
The strong leadership with an environment is filled up with know & grow, mutual respect, trust, authenticity, consistency, open & honest, straight talkers.
The team characteristics will be as below-
Smart Alignment:
-with a clear mission statement
-With very well defined strategy
- With Very well known Project Priorities
- With very well defined roles & responsibilities
Inspiring Vision:
-They will have a passion for what they do
-They feel inspired for the leadership's vision
-they will be the change champions. That means, they welcome the changes always.
-They will be creative risk takers
-They will have very much shared values. They all laugh for the same reason. ;)
Action Orientation:
-The right processes will be in place
-They always look for smart working rather than hard working
-They will have great problem solving skills complimenting others thought process
-They will become very good at group decision making
-They will be very open for resourcing & planning
Great Team Spirit:
-They maintain Interdependence & at the same time, cohesion.
-They care & confront for each other.
-They celebrate success with each other.
-They always exhibit the 'Can Do' attitude.
-They recognize/compliment the others always.
High Performance Teams Advantages
-Shared Responsibility
-Job Satisfaction
-Business Results
-Adaptive to Change -
-Mutual Respect
-Sense of team identity
-Customer Satisfaction
-High Commitment
-Effective Decisions
-Accountability
-Increased Trust
-Opportunity Growth
High Performance Teams How to build ?
-Respect each Team Member’s Opinion
-Effective Team Meetings, Conflict Resolutions
-Effective/Group Decision Making
-Set up right Processes, Check points and Metrics
-Measure the progress against the Metrics/Feedback
-Protect your Team from all Evil
-Build Capability and Career Path of the each individual
High Performance Teams Do nots
-Micro-Manage – At least it should not look like.
-Over ride Tough Decisions always
-Take out support in Difficult situations
-Avoid to Deal with Conflicts and Risks
-Encourage Blame Game
-Discount other’s Emotions and Perspectives
-Be Over Theoretical
High Performance Culture
Enable
-the capability by appropriate Trainings.
-Measure the effectiveness of the Trainings.
Encourage
- Encourage with Rewards/Appreciations.
- Recognize High Performance Individuals/ Teams periodically.
Empower
-By Open Communication.
-To be adaptable to change.
Engage
-In Team Building Activities.
-In Fun and Positive Environment
High Performance Leader
Vision, Honesty,Motivation, Accountability, Skills, Planning, Metrics, Trust, Togetherness, Appreciation, Purpose, Performance, Evaluation, Behavior, Adaptive, Inspiration, Advantage, Collaboration, Responsibility, Research, Best Practices, Freedom, Focus, Flexibility, Mentor, Knowledge, Solutions, Dynamic, Curiosity, Values, Integrity, United, Brainstorming, Influence, Effectiveness, Charisma, Coaching, Mentoring, Process, Metrics, Goal, Success, Celebrations, Encourage, Strength, Strategy, Style, Purpose, Encourage, Safety
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