1. Troop Presentation Jennifer Mallory
Stages of Team Development
Troop Presentation Jennifer Mallory
Leaders of ‘High Performing Teams’ must be able to achieve the goal of accomplishing the task while maintaining the morale of the individuals on the team (team in this context could be either a single patrol, or the troop as a whole)
“The primary function of team leadership is to help the team move through the stages of development so that they can accomplish the task”
To be effective, leaders must recognize the stages of team development (this presentation), and understand styles of leadership appropriate for each stage (tomorrow).

2. Why at Wood Badge? Acquire global view of Scouting
Become familiar with team leadership concepts
Experience stages of team development
Have fun!
Provide best possible leadership to Scouting
Living the Values
Bringing the Mission to Life
Models for Success
Tools of the Trade
Leading to Make a Difference

3. Team Development Objectives
Develop the ability to recognize stages of development associated with a team
Understand the characteristics of the four stages of team development
Understand productivity and enthusiasm and how they relate to team development
After the next 45 minutes, or so, these are the objectives we hope to accomplish.

4. Four Stages of Team Development: Bruce Tuckman, Educational Psychologist
Forming
Storming
Norming
Performing
All teams go through four distinct phases in their development.
This basic model has been in use for four decades.
The model has important implications for organizing, building, and leading a team.
Let’s take a closer look…

5. TEAM DEVELOPMENT MODEL
Pickup Sticks
“Forming”
At Odds
“Storming”
Goal
Coming Around
“Norming”
Goal
As One
“Performing”
Goal
Goal
Motivated, with unrealistic expectations
Not all oriented towards same goal
Unclear norms, roles, goals, and timelines
Expectations at odds with reality
Conflict
Negative reactions, factions, polarize team
Growing dissatisfaction
Committed to goal
Trust and cohesion grow
Sharing responsibility, leadership, and control
Optimal productivity
Clear purpose, values, roles, and goals
High Enthusiasm
Mutual respect
The four stages of team development are illustrated across the top.
In the Team Development Model: the arrows signify the orientation of team members in stages of team development.
In stage one, everyone has a personal direction.
In stage two, conflicts may arise.
In stage three, people may agree on the goal but have different approaches to reaching it.
By stage four, they agree on the goal and seek it in a unified manner.

6. Enthusiasm and Productivity
Pickup Sticks
“Forming”
At Odds
“Storming”
Coming Around
“Norming”
As One
“Performing”
When teams first start out
All teams start out in the ‘Forming’ phase
Enthusiasm – High / Production is low
As time goes by
The team transitions through the ‘Storming’ and ‘Norming’ phases
Enthusiasm takes a nose dive
Production makes a turnaround
When things start to click
The team reaches the ‘Performing’ stage
Enthusiasm is high / production high
Enthusiasm = green
Productivity = purple

7. Stage 1 - Forming Stage 1 Forming “Pickup Sticks”
Forming includes these feelings and behaviors:
Excitement, anticipation, and optimism
Pride in being chosen for the project
A tentative attachment to the team
Suspicion and anxiety about the job
Defining the tasks and how they will be accomplished
Determining acceptable group behavior
Deciding what information needs to be gathered
Abstract discussions of the concepts and issues, and for some members, impatience with these discussions. There will be difficulty in identifying some of the relevant problems
High dependence on leader for guidance and direction. Little agreement on team aims other than received from leader. Individual roles and responsibilities are unclear. Leader must be prepared to answer lots of questions about the team's purpose, objectives and external relationships. Processes are often ignored. Members test tolerance of system and leader. Leader directs
The “polite” stage in which the team starts to form.
Everyone is trying to figure out what the team concept is.
Initial “silent” leaders may take the rein.
The team is usually positive –for the most part –for the initial meetings.
No one has offended anyone at this point yet!
In the this stage, team members are introduced. They state why they were chosen or volunteered for the team and what they hope to accomplish within the team. Members cautiously explore the boundaries of acceptable group behavior.
This is a stage of transition from individual to member status, and of testing the leader's guidance both formally and informally. Activities include abstract discussions of the concepts and issues; and for some members, impatience with these discussions. There is often difficulty in identifying some of the relevant problems as there is so much going on that members get distracted. The team often accomplishes little concerning its goals. This is perfectly normal.
Because there is so much going on to distract members' attention in the beginning, the team accomplishes little, if anything, that concerns it's project goals. This is perfectly normal.
Exit Criteria?

8. Stage 2 - Storming Stage 2 Storming “At Odds”
Storming includes feelings and behaviors of:
Resisting the tasks.
Resisting quality improvement approaches suggested by other members.
Sharp fluctuations in attitude about the team and the project's chance of success.
Arguing among members even when they agree on the real issues.
Defensiveness, competition, and choosing sides.
Questioning the wisdom of those who selected this project and appointed the other members of the team.
Establishing unrealistic goals. Disunity, increased tension, and jealousy.
Decisions don't come easily within group. Team members vie for position as they attempt to establish themselves in relation to other team members and the leader, who might receive challenges from team members. Clarity of purpose increases but plenty of uncertainties persist. Cliques and factions form and there may be power struggles. The team needs to be focused on its goals to avoid becoming distracted by relationships and emotional issues. Compromises may be required to enable progress. Leader coaches
This transition phase is called the Storming phase. All members have their own ideas as to how the process should look, and personal agendas are often rampant. Storming is probably the most difficult stage for the team. They begin to realize the tasks that are ahead are different and more difficult than they previously imagined. Impatient about the lack of progress, members argue about just what actions the team should take. They try to rely solely on their personal and professional experience, and resist collaborating with most other team members. These pressures mean that team members have little energy to spend on progressing towards the intended goal. But they are beginning to understand each another. This phase can often take 3 or 4 meetings before arriving at the next phase.
The honeymoon is over.
The silent leaders may be clashing for control of the group.
People disagree and may blame the team concept, saying it doesn’t work.
Management needs to do a lot of coaching to get people to work past their differences, may take separate 1–on–1’s with people.
The above pressures mean that team members have little energy to spend on progressing towards the team's goal.
But they are beginning to understand one another. This phase sometimes takes 3 or 4 meetings before arriving at the Norming phase.
Exit Criteria?

9. Stage 3 - Norming Stage 3 Norming “Coming Around”
Norming includes feelings and behaviors of:
An ability to express criticism constructively.
Acceptance of membership in the team.
An attempt to achieve harmony by avoiding conflict.
More friendliness, confiding in each other, and sharing of personal problems.
A sense of team cohesion, spirit, and goals.
Establishing and maintaining team ground rules and boundaries.
As team members begin to work out their differences, they now have more time and energy to spend on the project.
Agreement and consensus is largely forms among team, who respond well to facilitation by leader. Roles and responsibilities are clear and accepted. Big decisions are made by group agreement. Smaller decisions may be delegated to individuals or small teams within group. Commitment and unity is strong. The team may engage in fun and social activities. The team discusses and develops its processes and working style. There is general respect for the leader and some of leadership is more shared by the team. Leader facilitates and enables
The Norming phase is when the team is beginning to reach consensus on process. Everyone wants to share the newly found focus. Enthusiasm is high, and the team is often tempted to go beyond the original scope of the process. During this stage, members reconcile competing loyalties and responsibilities. They accept the team, ground rules, roles, and the individuality of fellow members. Emotional conflict is reduced as previously competitive relationships become more cooperative.
The team is starting to work well together, and has turned around from the ‘storming”phase.
They may start to “brag up”the team concept to others who aren’t in the team and will be very positive about their role/team group.
Often, the team will bounce back and forth between “storming”and “norming”when issues crop up.
Regressions will become fewer and fewer and the team will bounce back to “norming”in a quicker manner as the team “matures.”
The natural leaders at this stage may not be the ones who were visible in stages 1 & 2 (those people may no longer have the “unofficial lead roles”within the team.
This team still takes management direction, but not as much as storming.

10. Stage 4 Performing Stage 4 Performing “As One”
Performing includes feelings and behaviors of:
Constructive self–change.
Members have insights into personal and group processes, and better understanding of each other's strengths and weakness.
Ability to prevent or work through group problems.
Close attachment to the team.
The team is now an effective, cohesive unit. You can tell when your team has reached this stage because you start getting a lot of work done.
The team is more strategically aware; the team knows clearly why it is doing what it is doing. The team has a shared vision and is able to stand on its own feet with no interference or participation from the leader. There is a focus on over-achieving goals, and the team makes most of the decisions against criteria agreed with the leader. The team has a high degree of autonomy. Disagreements occur but now they are resolved within the team positively and necessary changes to processes and structure are made by the team. The team is able to work towards achieving the goal, and also to attend to relationship, style and process issues along the way. team members look after each other. The team requires delegated tasks and projects from the leader. The team does not need to be instructed or assisted. Team members might ask for assistance from the leader with personal and interpersonal development. Leader delegates and oversees
By now the team has settled its relationships and expectations. They can begin performing by diagnosing, problem solving, and implementing changes. At last, team members have discovered and accepted other's strengths and weakness. In addition, they have learned what their roles are. The team is now an effective, cohesive unit. You can tell when your team has reached this stage because you start getting a lot of work done.
This is the level where the team is a high–performance team.
They can be given new projects and tasks and accomplish them successfully, and very seldom fall back into the “storming”phase.
At this level, the team is taking on new work on their own, and selling it to other teams.
At this level, the team can usually take on a new member or two with little trouble as far as regressing goes.
They are a complete self-directed team and require little, if any, management direction.
In many organizations, this can take 6 months or longer to reach this state this stage.

11. Four Stages Team Development
Forming Performing
Storming Norming
Trust
Unknown
Distrust
Knowledge
Hoarding
Synergizes
Creation
Is Hidden
Sharing
Collaborates
Bruce Tuckman (1965) discovered that teams normally go through five stages of growth: Forming, Storming, Norming, Performing, and finally Adjourning.

12. Remember the Titans Background
A true story set in Virginia during 1971.
The high school was being integrated for the first time.
Herman Boone, a new coach, has been appointed to take over the football team.
The former highly successful and popular coach was demoted to assistance coach to make room.
The movie tells the story of how the coaches and players overcame their differences and became a team.
Source – Remember the Titans, Walt Disney Pictures, 2000

13. Forming Stage of Team Development
Stage 1 Forming
Remember the Titans
Forming Stage of Team Development
The clip begins just prior to the first team meeting.
Watch for indications of Forming:
Eagerness
High and unrealistic expectations
Anxiety about how players will fit in
Demands placed on them
High dependence on the leader for purpose and direction and the new coach provides it quickly and clearly.
At this stage team morale is high and productivity is low.
Come on you all how many yards you going to get this season.
Stop video and discuss.

15. Forming Stage of Team Development
Stage 1 Forming
Remember the Titans
Forming Stage of Team Development
Indications of Forming:
Eagerness
High and unrealistic expectations
Anxiety about how players will fit in
Demands placed on them
High dependence on the leader for purpose and direction and the new coach provides it quickly and clearly.
At this stage team morale is high and productivity is low.
Come on you all how many yards you going to get this season.
Stop video and discuss.

16. Storming Stage of Team Development
Stage 2 Storming
Remember the Titans
Storming Stage of Team Development
This scene illustrates the Storming stage and features two players speaking on behalf of others. Clear factions have been formed and morale is low.
Look for:
Difficulty working together
Frustration, negativity, communication breakdowns
Formation of factions
Dissatisfaction with leadership – the team captain
Gerry and Julius -- I’m Gerry you’re Julius, lets get some particulars and get this over.
Stop video and discuss.

18. Storming Stage of Team Development
Stage 2 Storming
Remember the Titans
Storming Stage of Team Development
The Storming Stage
Difficulty working together
Morale is low
Frustration, negativity, communication breakdowns
Formation of factions
Dissatisfaction with leadership – the team captain
Gerry and Julius -- I’m Gerry you’re Julius, lets get some particulars and get this over.
Stop video and discuss.

19. Norming Stage of Team Development
Stage 3 Norming
Remember the Titans
Norming Stage of Team Development
This scene illustrates the Norming stage and morale and attitudes are improving. Clearly the climate has changed. There is increased commitment to roles, goals and working together, but have not yet transformed to “high performing”, but they are coming around.
Look for:
Shared responsibility and control
Euphoric, positive feelings
Team members valuing differences among themselves
Team members thinking “we” rather than “I”
Coach we want you to know we are going to warm up a little different tonight.
Stop video and discuss.

21. Norming Stage of Team Development
Stage 3 Norming
Remember the Titans
Norming Stage of Team Development
The Norming Stage
Shared responsibility and control
Morale and attitudes are improving
Team members valuing differences among themselves
Team members thinking “we” rather than “I”
Coach we want you to know we are going to warm up a little different tonight.
Stop video and discuss.

22. Performing Stage of Team Development
Stage 4 Performing
Remember the Titans
Performing Stage of Team Development
This scene illustrates the Performing stage and morale and productivity are high. There is a sense of pride and excitement being part of the team and the primary focus is on performance. Purpose and goals are clear.
Look for:
Focus on performance
Clear purpose and goals
Commitment to continuous improvement
Pride and confidence
Communication is open and honest
Leadership is shared.
We are in a fight and you boys are doing all you can do, then Julius steps up.
Stop video and discuss
Post-commentary:
After the half-time meeting, the team had the confidence to take control of its own performance and destiny. The team went back out on the field, played like a high -performing team, and won the game.

24. Performing Stage of Team Development
Stage 4 Performing
Remember the Titans
Performing Stage of Team Development
The Performing Stage
Morale and productivity are high
Focus on performance
Clear purpose and goals
Commitment to continuous improvement
Pride and confidence
Communication is open and honest
Leadership is shared
We are in a fight and you boys are doing all you can do, then Julius steps up.
Stop video and discuss
Post-commentary:
After the half-time meeting, the team had the confidence to take control of its own performance and destiny. The team went back out on the field, played like a high -performing team, and won the game.

25. Patrol Assessment What Stage is your patrol experiencing?
Pickup Sticks
“Forming”
At Odds
“Storming”
Goal
Coming Around
“Norming”
Goal
As One
“Performing”
Goal
Goal
What Stage is your patrol experiencing?
Stages of Team Development - An Example
Assessment
Is any patrol still in the ‘Orientation’ stage? stages of team development Has anyone advanced to the ‘Performance’ stage? ( You all can leave now )
You all should be somewhere between the ‘Storming’ and ‘Norming’ phases
“An effective leader can accurately stages of team development diagnose the needs of the team and behave in ways that meet those needs”
Tell Venture Crew Example.
In a Venture Crew each year we vote in new officers. Even though a lot of the youth are the same when the switch roles it changes the dynamics of the group. Sprinkle in a new face or two and it is completely different group.
We had a youth and he was always clowning around. He could lead the group astray in a heartbeat. Then he was voted in as the leader and I thought, “Oh, Brother! Here we go!”.
One of the first things Venture Crews do with new officers is to come up with a calendar for the year. It was confusing in the beginning. (Forming) Everyone was trying to razz him like he would razz the previous leaders. But he knew how to lead the group astray. He used that to his advantage.
He asked questions to find out exactly what each member wanted to do. (Storming) They came up with a list of activities. Some ideas were pretty far out there.
Even in the chaos he was able to get them focused on a goal. Then he explained that they needed to come up with a list of things for the year. The goal was to finish in two hours. Here he got them to understand it was possible and he gave then a time in which they needed to do it in. (Norming)
Then in the end the reached their goal and they had ideas for the calandar in a couple of hours. (Performing) It set the stag for the whole next year.
It got easier each time. Planning was faster which left more time for having fun.

26. Patrol Assignment
As a patrol, create a story illustrating the stages of team development.
Story may be based on a patrol member’s experience, a historical event, or perhaps a TV show.
The story should clearly illustrate the four different stages.
You have about 10 minutes.
We will then share several stories with the entire Troop.
Patrols have 11 minutes.
Give one-minute warning.
Put on finishing touches and select a representative to present to the whole group.
Time restrictions -- present only four stories.
Place patrol medallions in a hat and select four.
In order, send story-teller to the front to present.

27. Conclusions Advantages to mastery of the four stages:
Enables us to anticipate what a team will go through.
Enables us to use appropriate strategies to guide the progress.
Caveats to remember:
Teams may progress through stages at different speeds.
Team members may also progress at different rates.
Teams may sometimes regress to an earlier stage.
Teams may be in different stages with respect to different aspects of its vision.

28. Stages of Team Development:
Questions?
Understand characteristics of the four stages of team development.
Recognize stages of development associated with a team.
Understand impacts to productivity and morale.