1. Phases of Team Life (What to expect)
1. Forming
2. Storming
3. Norming
4. Performing
5. Termination
Should Andrea take notes? (not if less than one hour left of class)
(Tuckman, 1965)
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2. Forming a Team Unity of vision/purpose
Storming
Norming
Performing
Termination
Forming a Team
Unity of vision/purpose
Unity of calling, location, methods, peoplegroup
Proper diversity of skills, gifts, knowledge, experience, personality, leadership abilities
Begin discussing goals and tasks
What will help your team move through this stage?
Forming - This is simply the bringing together of a group of individuals.
At this stage, members are:
- moderately eager
- have generally positive expectations
- have some anxiety about why they are there and what it all means
- have some anxiety about other members such as who they are and what they are like
During orientation, the work output is generally low as members are focused on defining the goals and task, how to approach it, and what skills are needed. The length of this stage will depend on how clearly the task is defined. Groups with simple tasks will move through orientation quickly, but groups with complex goals and tasks may spend much longer in this stage. This is an important stage because it serves to clarify the team's mission and bond team members. Teams that pay attention to building the relationships as well as focusing on the task tend to do better than those that skip over relationship building. Teams, after all, are made up of people who must work cooperatively for a successful outcome.
Example: Jesus selecting and appointing the 12 apostles.
How to help:
• Facilitate “getting to know you” exercises, stimulating greater personal knowledge.
• Demonstrate openness by example.
• Invite members to share their concerns and problems.
• Encourage consideration of individual strengths and weaknesses.
• Make team activities enjoyable.
• Give maximum support.
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3. Storming Unmet expectations Disagreement on methods
Forming
Storming
Norming
Performing
Termination
Storming
Unmet expectations
Disagreement on methods
Personality and value clashes
Frustration with timing, processes, and other team members
What will help your team move through this stage?
Storming This stage is characterized by:
- argument
- conflict
- a dip in morale It results from differences between initial expectations and the reality of the situation as perceived by the members. Members may have varying opinions of what the group was to do and how to accomplish it. Members are also beginning to confront the differences in their personalities and values, a condition that is present anytime strangers meet. Members may feel anger or frustration with the task or with other members or may even resent the presence of formal leadership. Generally, the dissatisfaction stage is relatively short. Some groups, however, may become stuck in this stage and continue to be both demoralized and relatively unproductive. In the worst cases, some groups never emerge from this stage and, if possible, disband in frustration.
Example: The apostles Timothy, Paul, and John Mark splitting up
How to help:
Encourage greater openness.
• Begin to involve team members in review of team performance.
• Build bridges between individuals.
• Allow conflicts to surface.
• Question decision-making and problem-solving methods.
• Find opportunities to experiment.
• Give high level of support.
• Encourage individual team members to “air their grievances”.
• Seek common ground.
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4. Norming Understanding one another & styles
Forming
Storming
Norming
Performing
Termination
Norming
Understanding one another & styles
Agreeing on processes, creating tools
Issue resolution
Measurements of progress
Gradual productivity increases
What will help your team move through this stage?
Norming - This stage in the group's development involves the:
- resolving of issues
- setting up group processes
- setting of group policies, procedures, and values
- increasing production
   Members are now resolving differences and clarifying the mission and roles. Members are less dissatisfied as in the previous stage because they are now learning more about each other and how they will work together. They are making progress toward their goals. They are developing tools to help them work better together such as a problem solving process, a code of conduct, a set of team values, and measurement indicators.  Member attitudes are characterized by decreasing animosities toward other members; feelings of cohesion, mutual respect, harmony, and trust; and a feeling of pleasure in accomplishing tasks. The work is characterized by slowly increasing production as skills develop. The group is developing into a team.
Example: When the apostles selected leaders to make decisions for the people, when the older women were not receiving enough food.
How to help:
• Develop problem-solving skills.
• Develop decision-making strategies.
• Develop individual skills.
• Develop a capacity for the team to compensate for individual weaknesses.
• Encourage people to share strengths.
• Celebrate successes.
• Clarify objectives.
• Regularly review performance and plan improvements in team functioning.
• Give moderate support.
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5. Performing Working together effectively Continuous improvement
Storming
Norming
Performing
Termination
Performing
Working together effectively
Continuous improvement
Positive moods and attitudes
Open communication, and fun!
What will help your team remain in this stage?
Performing - The team is accomplishing work effectively. Production is high and the climate is positive. Member attitudes are characterized by positive feelings and eagerness to be part of the team. Members are confident about the outcome, enjoy open communication, exhibit high energy, and disagreement is welcome and handled without emotional conflict. Although work is being accomplished through all the stages, this stage reflects the work being accomplished most effectively.
Example:
How to help:
• Build bridges with other teams.
• Experiment with different forms of leadership.
• Allow leadership to change with the needs of the task.
• Clarify values.
• Consider the possibilities of enhanced inputs into the organization.
• Encourage informal communications.
• Fight insularity.
• Expose team functioning to external scrutiny.
• Give minimal support.
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6. Termination Debrief as a team Debrief as individuals
Forming
Storming
Norming
Performing
Termination
Termination
Debrief as a team
Debrief as individuals
Prepare for reverse culture shock
Debriefing = giving people an opportunity to reflect on and process their experience
See handout with debriefing questions.
Termination - Depending on the team's success in accomplishing its task and how strongly the members have bonded, this stage may reflect either a sense of loss or relief. When a team ends, time should be spent addressing how it should be done to properly recognize the team's accomplishments.
In debriefing, an individual is given opportunity to express feelings, explore high and low points of their year, express concerns, put more closure on unresolved areas and get a better perspective on their overall experience.
The purpose of the debrief interview is to affirm strengths, encourage continual commitment to personal and organizational mission, give feedback for growth, and where appropriate highlight and deal with any unresolved issues including re-entry adjustment.
Andrea gives debriefing handout.
10/9/2019