Stages of Team Development

A developmental model

Team Development Needs

ResolutionGroup NormsStandardsTrust Ability to Deal w/ Conflict

Dissatisfaction/ConfusionAuthorityPowerGroup Structure

Productive WorkProblem SolvingMging Differences/ConflictOther Collaborative Processes

Decision MakingPlanning, etc.

OrientationIdentity or RoleAcceptanceSpecific Goals

Team Development Questions

Resolution•Are the norms appropriate to the goals?•Is there a means for questioning, challenging, changing standards?•Any group norms group should change to increase effectiveness?•Is there a sense of group cohesion?

Dissatisfaction/ConfusionAre we influential enough to achieve goals?Are we clear about our responsibilities?Are communication channels clear?Do we have sponsor support? How?

Productive WorkAre we reaching the goals we set?Are we satisfied with our level of productivity?Are we balancing task and relationship?Are we satisfied with our level of quality?

OrientationHow will I contribute?What needs to be done?How will we do it?Do I or others have a hidden agenda?How do we relate to larger orgn.

Team Development Consequences

ResolutionIndividuals feel uncomfortable with processes, styles, performance standardsTrust decreases among membersMeetings and other activities burden-some…absences or turnoverProper priority not placed on work

Dissatisfaction/ConfusionLittle to no commitment for producing a resultGroup feels stuckConflict about roles and authorityHidden agendas among membersLow level of creativity

Productive WorkIf don’t deal with issues, may cycle back to previous stageIndividuals feel uncomfortable because productivity slippingTaken by surprise when conflict and problems re-emerge

OrientationCommunication is difficultLess open sharingLack of participation in discussionsIrrelevant issues may occupy time and attentionSocial and personal concerns occupy time

Moving to Next Developmental Stage

ResolutionRequirements the sponsoring group has for processes, methods and standards. Norms, processes and standards the team’s leadership and members determine to be appropriate

Dissatisfaction/ConfusionOrganizational policy on appropriate structure (e.g., authority, roles and responsibilities)Written statements of purpose or analysis of problems by whoever appointed group

Productive WorkFeedback from customers, suppliers, other work groups and sponsorsInformation about changes in customer needs, sponsor goals, external influences, etc.

OrientationBackground on individuals (e.g., roles, title, skill, background, history with related project Background on group’s origin (e.g., mission, problem statements, authorizing memos, etc.)

Team Development Leadership-Style

Resolution

Supporting

Dissatisfaction/Confusion

Coaching

Productive Work

Delegating

Orientation

Directive

Team Development Needs

ResolutionGroup NormsStandardsTrust Ability to Deal w/ Conflict

Dissatisfaction/ConfusionAuthorityPowerGroup Structure

Productive WorkProblem SolvingMging Differences/ConflictOther Collaborative Processes

Decision MakingPlanning, etc.

OrientationIdentity or RoleAcceptanceSpecific Goals

Team Development Questions

Resolution•Are the norms appropriate to the goals?•Is there a means for questioning, challenging, changing standards?•Any group norms group should change to increase effectiveness?•Is there a sense of group cohesion?

Dissatisfaction/ConfusionAre we influential enough to achieve goals?Are we clear about our responsibilities?Are communication channels clear?Do we have sponsor support? How?

Productive WorkAre we reaching the goals we set?Are we satisfied with our level of productivity?Are we balancing task and relationship?Are we satisfied with our level of quality?

OrientationHow will I contribute?What needs to be done?How will we do it?Do I or others have a hidden agenda?How do we relate to larger orgn.

Team Development Consequences

ResolutionIndividuals feel uncomfortable with processes, styles, performance standardsTrust decreases among membersMeetings and other activities burden-some…absences or turnoverProper priority not placed on work

Dissatisfaction/ConfusionLittle to no commitment for producing a resultGroup feels stuckConflict about roles and authorityHidden agendas among membersLow level of creativity

Productive WorkIf don’t deal with issues, may cycle back to previous stageIndividuals feel uncomfortable because productivity slippingTaken by surprise when conflict and problems re-emerge

OrientationCommunication is difficultLess open sharingLack of participation in discussionsIrrelevant issues may occupy time and attentionSocial and personal concerns occupy time

Moving to Next Developmental Stage

ResolutionRequirements the sponsoring group has for processes, methods and standards. Norms, processes and standards the team’s leadership and members determine to be appropriate

Dissatisfaction/ConfusionOrganizational policy on appropriate structure (e.g., authority, roles and responsibilities)Written statements of purpose or analysis of problems by whoever appointed group

Productive WorkFeedback from customers, suppliers, other work groups and sponsorsInformation about changes in customer needs, sponsor goals, external influences, etc.

OrientationBackground on individuals (e.g., roles, title, skill, background, history with related project Background on group’s origin (e.g., mission, problem statements, authorizing memos, etc.)

Team Development Leadership-Style

Resolution

Supporting

Dissatisfaction/Confusion

Coaching

Productive Work

Delegating

Orientation

Directive

Team Development Needs

ResolutionGroup NormsStandardsTrust Ability to Deal w/ Conflict

Dissatisfaction/ConfusionAuthorityPowerGroup Structure

Productive WorkProblem SolvingMging Differences/ConflictOther Collaborative Processes

Decision MakingPlanning, etc.

OrientationIdentity or RoleAcceptanceSpecific Goals

Team Development Questions

Resolution•Are the norms appropriate to the goals?•Is there a means for questioning, challenging, changing standards?•Any group norms group should change to increase effectiveness?•Is there a sense of group cohesion?

Dissatisfaction/ConfusionAre we influential enough to achieve goals?Are we clear about our responsibilities?Are communication channels clear?Do we have sponsor support? How?

Productive WorkAre we reaching the goals we set?Are we satisfied with our level of productivity?Are we balancing task and relationship?Are we satisfied with our level of quality?

OrientationHow will I contribute?What needs to be done?How will we do it?Do I or others have a hidden agenda?How do we relate to larger orgn.

Team Development Consequences

ResolutionIndividuals feel uncomfortable with processes, styles, performance standardsTrust decreases among membersMeetings and other activities burden-some…absences or turnoverProper priority not placed on work

Dissatisfaction/ConfusionLittle to no commitment for producing a resultGroup feels stuckConflict about roles and authorityHidden agendas among membersLow level of creativity

Productive WorkIf don’t deal with issues, may cycle back to previous stageIndividuals feel uncomfortable because productivity slippingTaken by surprise when conflict and problems re-emerge

OrientationCommunication is difficultLess open sharingLack of participation in discussionsIrrelevant issues may occupy time and attentionSocial and personal concerns occupy time

Moving to Next Developmental Stage

ResolutionRequirements the sponsoring group has for processes, methods and standards. Norms, processes and standards the team’s leadership and members determine to be appropriate

Dissatisfaction/ConfusionOrganizational policy on appropriate structure (e.g., authority, roles and responsibilities)Written statements of purpose or analysis of problems by whoever appointed group

Productive WorkFeedback from customers, suppliers, other work groups and sponsorsInformation about changes in customer needs, sponsor goals, external influences, etc.

OrientationBackground on individuals (e.g., roles, title, skill, background, history with related project Background on group’s origin (e.g., mission, problem statements, authorizing memos, etc.)

Team Development Leadership-Style

Resolution

Supporting

Dissatisfaction/Confusion

Coaching

Productive Work

Delegating

Orientation

Directive

Team Development Needs

ResolutionGroup NormsStandardsTrust Ability to Deal w/ Conflict

Dissatisfaction/ConfusionAuthorityPowerGroup Structure

Productive WorkProblem SolvingMging Differences/ConflictOther Collaborative Processes

Decision MakingPlanning, etc.

OrientationIdentity or RoleAcceptanceSpecific Goals

Team Development Questions

Resolution•Are the norms appropriate to the goals?•Is there a means for questioning, challenging, changing standards?•Any group norms group should change to increase effectiveness?•Is there a sense of group cohesion?

Dissatisfaction/ConfusionAre we influential enough to achieve goals?Are we clear about our responsibilities?Are communication channels clear?Do we have sponsor support? How?

Productive WorkAre we reaching the goals we set?Are we satisfied with our level of productivity?Are we balancing task and relationship?Are we satisfied with our level of quality?

OrientationHow will I contribute?What needs to be done?How will we do it?Do I or others have a hidden agenda?How do we relate to larger orgn.

Team Development Consequences

ResolutionIndividuals feel uncomfortable with processes, styles, performance standardsTrust decreases among membersMeetings and other activities burden-some…absences or turnoverProper priority not placed on work

Dissatisfaction/ConfusionLittle to no commitment for producing a resultGroup feels stuckConflict about roles and authorityHidden agendas among membersLow level of creativity

Productive WorkIf don’t deal with issues, may cycle back to previous stageIndividuals feel uncomfortable because productivity slippingTaken by surprise when conflict and problems re-emerge

OrientationCommunication is difficultLess open sharingLack of participation in discussionsIrrelevant issues may occupy time and attentionSocial and personal concerns occupy time

Moving to Next Developmental Stage

ResolutionRequirements the sponsoring group has for processes, methods and standards. Norms, processes and standards the team’s leadership and members determine to be appropriate

Dissatisfaction/ConfusionOrganizational policy on appropriate structure (e.g., authority, roles and responsibilities)Written statements of purpose or analysis of problems by whoever appointed group

Productive WorkFeedback from customers, suppliers, other work groups and sponsorsInformation about changes in customer needs, sponsor goals, external influences, etc.

OrientationBackground on individuals (e.g., roles, title, skill, background, history with related project Background on group’s origin (e.g., mission, problem statements, authorizing memos, etc.)

Team Development Leadership-Style

Resolution

Supporting

Dissatisfaction/Confusion

Coaching

Productive Work

Delegating

Orientation

Directive

Exercise

In your teams answer the following questions: What stage are you in? What are the facts that support that? What is your next developmental move? What are the implications for future teams @

work? Report findings in reflection papers…can be

team or individual

Stages of Group Development Summary (pg. 1 of 2)

Needs Identity Work Structure

Questions What is my contribution? What exactly is the work? Is there trust here?

Consequences Lack of communication Take eye off the ball Irrelevance issues

Next stage Background on individuals and

group Leadership

Directive

Needs Group Structure Challenge Resistance

Questions Necessary power and influence in

place? Trust leadership?

Consequences Stuck Lack of commitment Role and leadership conflict

Next Stage Statement of purpose or goals Leaders step in and resolve issues

Leadership Coaching

Orientation Dissatisfaction/Confusion

Stages of Group Development Summary (pg. 2 of 2)

Needs Norms Group Think Conflict Resolution

Questions Is there a method for questioning? Is there group cohesion? Do the norms need changing?

Consequences Decrease in trust Work becomes a drudgery Processes uncomfortable

Next Stage Processes in place Appropriate norms in place

Leadership Supporting

Needs Collaboration Managing Differences Problem Solving

Questions Are we satisfied with goals,

productivity, quality? Is there a task/relationship balance?

Consequences Cycle back to previous stages Surprised by conflict

Next Stage Feedback from stakeholders

Leadership Delegating

Resolution Productive Work