Team Building Stages

NAME: Ahmed Hassan Ibrahim Elhadad GROUP: 1K

What is team?

 A group of people with a full set of complementary skills required to complete a task, job,
or project.

 Teams are a common arrangement in today’s business environment.

 Any manager who works with or supervises teams should be familiar with how they
develop over time.

STAGES OF TEAM DEVELOPMENT

 The team development scheme was advanced by Bruce Tuckman in 1965

 Initially Tuckman identified four stages of team development.

 It is believe that these stages are universal to all teams despite the group members,
purpose, goals, culture and so on,

 The stages of team development are:

1. Forming

2. Storming

3. Norming

4. Performing

5. Adjourning. (Was later added by Tuckman about twelve years later in 1977)

1. FORMING STAGE:

 The Forming represents a time where the group is just starting to come together.

 Members are cautious with their behavior. (Some believe that this cautious behavior
prevents the team members from getting any real work done)

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 The desire to be accepted by all the team members.

 Conflict, controversy and personal opinions are avoided.

 PURPOSE OF FORMING STAGE:

 The focus for group members during forming stage is to become familiar with
each other and their purpose, not on work
.

 OUTCOMES OF FORMING STAGE:

 Gaining an understanding of the team purpose.

 Determining how the team will be organized.

 Who will be responsible for what?

 Discussion of major phases of the team’s goals

 What will be the team’s schedule?

 Outlining general group rules (including when they will meet).

 Discovery of what resources will be available for the team to be used.

2. STORMING STAGE:

 Storming: Dealing with tensions and defining group tasks

.
 In storming stage conflict and competitions are at its greatest.

 WHY IS THAT?

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 This is because now the team members have an understanding of the task and a
general feel for who they are as a group and who group members are.

 They feel confident and begin to address some of the more important issues
surrounding the team members

 Such issues can relate to things like the group’s tasks, individual roles and
responsibilities or even with team members themselves.

 The storming stage is where the most dominant member of the team emerges.

 Less confident members stay in their comfort zone and security of suppressing their
feelings just as they did in the previous stage.

 If these individuals stay quiet then issues may still exist.

 Every individual should take part in storming process.

 All members have an increased need for clarification.

 Questions arise surrounding leadership, authority, rules, responsibilities, structure

etc.

 Such questions must be answered so that the team can move on to the next stage.

 Once a team receives the clarity that it so desperately needs, now it can move on to
the third stage of team development.

3. NORMING STAGE:

 The norming stage is the time when all the team members becomes a cohesive unit.

.
 Morale of team members is high.

 They acknowledge the talents, skills and experience that each individual brings to the
team.

 A sense of community is established among the team members.

 The team remains focused on the team’s purpose and goal.

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 Roles and responsibilities are clear and accepted.

 Commitment and unity is strong.

 Agreements forms among the team.

 Leadership begins to fade as important data is shared among team members.

 People develop a stronger commitment to the team goal, and you start to see good
progress towards it.

4. PERFORMING STAGE:

 This is the final stage where groups become high-performing teams. The team knows
clearly WHY it is doing and WHAT is doing.

 Work and progress commences on the basis of relatively stable structure.

 Team members are focused on task completion and achievement.

 Productivity

 Action, results.

 Moving towards the completion of goals.

 Team unification and identity.

 A leader, can delegate much of his work, and can concentrate on developing team
members.

 It feels easy to be part of the team at this stage, and people who join or leave won't
disrupt performance.

5. ADJOURNING STAGE:

 Tuckman’s fifth stage, Adjourning, is the breakup of the team, hopefully when the task
is completed successfully.

 Completion and disengagement.

 Separation and endings from tasks and members.

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 Some describe this stage as Mourning or Deforming.

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