Team Development Forming Storming Norming Performing Member Characterized by... Characterized by... Characterized by... Characterized by... behavior Anxiety Increased testing of norms Effort to get Cohesiveness Search for structure Fight or flight behavior Constructive conflict Conflict management Silence Attacks on the leader Realistic norms and guidelines Active listening Reactive to leader Polarization of the team Functional relationships Shared leadership Superficial Power struggles Acceptance of each other and Creative problem solving Overly polite Hostility/silence leader Here and now focus Fails to commit to action plans Caring, trusting, and enjoyment Reaction to Accepted / tested by members Power struggles General support Leadership distributed among Leadership Tentative Jockeying for position/control Differences acknowledged members by expertise Decision Dominated by active members Fragmented Based on individual expertise By consensus making Deadlocks Often by leader in consultation Whatever it takes collectively or To team leader by default, or with team member individually Most powerful or loudest Climate Cautious Subgrouping Dealing with differences Shared responsibility Feeling suppressed Overt/covert criticism Opening up true feelings Open expression Low conflict Disagreements between Straight confrontation Disagreements resolved Few outbursts subgroups promptly Task Get the team started, establish Question identity, manage Establish realistic guidelines and Progress toward goal, true functions & identity... increased conflict... standards... collaboration Develop common purpose Openly confront issues Team responsibility Monitor accomplishments issues Orientation Increased participation Cooperation and participation Critique process, assess Provide structure Testing of group norms Decision making interactions Build trust Increasing independence from Confronting problems Avoid ‘groupthink’ Manage transitions leader Shared leadership Satisfy members’ personal Quality and excellence Team assessments Leadership Reduce the uncertainty... Legitimize conflict... Encourage norm development... Maintain team skills... roles Set clarify purpose Examine own response to Develop Maintain technical and Draw out questions conflict Use consensus interpersonal skills Let members get to know each Reinforce positive conflict Redirect questions Provide feedback on group’s other resolution efforts Develop positive listening skills effectiveness Model expected behavior Acknowledge conflict as Assist in gaining more meaning essential for change from meetings Do not become more authoritarian on the group development model developed by Bruce Tuckman
Team Development Forming Storming Norming Performing Member behavior Characterized by... Anxiety Search for structure Silence Reactive to leader Superficial Overly polite Characterized by... Increased testing of norms Fight or flight behavior Attacks on the leader Polarization of the team Power struggles Hostility/silence Fails to commit to action plans Characterized by... Effort to get Constructive conflict Realistic norms and guidelines Functional relationships Acceptance of each other and leader Caring, trusting, and enjoyment Characterized by... Cohesiveness Conflict management Active listening Shared leadership Creative problem solving Here and now focus Reaction to Leadership Accepted / tested by members Tentative Power struggles Jockeying for position/control General support Differences acknowledged Leadership distributed among members by expertise Decision making Dominated by active members Fragmented Deadlocks To team leader by default, or Most powerful or loudest Based on individual expertise Often by leader in consultation with team member By consensus Whatever it takes collectively or individually Climate Cautious Feeling suppressed Low conflict Few outbursts Subgrouping Overt/covert criticism Disagreements between subgroups Dealing with differences Opening up true feelings Straight confrontation Shared responsibility Open expression Disagreements resolved promptly Task functions & issues Get the team started, establish identity... Develop common purpose Orientation Provide structure Build trust Manage transitions Question identity, manage increased conflict... Openly confront issues Increased participation Testing of group norms Increasing independence from leader Establish realistic guidelines and standards... Team responsibility Cooperation and participation Decision making Confronting problems Shared leadership Quality and excellence Team assessments Progress toward goal, true collaboration Monitor accomplishments Critique process, assess interactions Avoid ‘groupthink’ Satisfy members’ personal Leadership roles Reduce the uncertainty... Set clarify purpose Draw out questions Let members get to know each other Model expected behavior Legitimize conflict... Examine own response to conflict Reinforce positive conflict resolution efforts Acknowledge conflict as essential for change Do not become more authoritarian Encourage norm development... Develop Use consensus Redirect questions Develop positive listening skills Maintain team skills... Maintain technical and interpersonal skills Provide feedback on group’s effectiveness Assist in gaining more meaning from meetings on the group development model developed by Bruce Tuckman
Certification-Workbook-Session-8-21.docx