1. LOGO
Prepared by G.Bayarmaa
Teambuilding Generates
Strength

2. Content
• Team development model history
• Team building stages

3. History
• First model of team development stages was
proposed by Bruce Tuckman in 1965.
– The Forming – Storming – Norming – Performing
• In 1977, Tuckman, jointly with Mary Ann
Jensen, added a fifth stage to the 4 stages.
– The Forming – Storming – Norming – Performing
+ Adjourning

4. Forming
Storming
NormingPerforming
Adjourning

5. Forming stage
-This is first and easy stage
- Team initially comes together and the people are simply a group of people
who have different questions, different agendas and no feeling of connection
to other members.

6. Characteristics of Forming
-Anxious, adopt – wait and see attitude, be formal
-No clear idea of goals or expectations
-Not sure why they are there

7. What you can do to help?
Forming stage

8. What you can do to help?
• Team members list skills that they need to be
part of a team.
• Identify goals, both personal and team
oriented.
• Play Name game.
• Your most important skill is communication.
• Establish ground rule by all team members.
• Help them know what to expect;
communicate & reassure.

9. Storming stage
-This is second very hard stage : action begins.
-Members start to communicate their feelings but still view themselves as
individuals rather than part of the team.
-They resist control by group leaders and show hostility.
-They are working through who is going to be the top dog and jockeying for
status.
-A sense of direction is beginning to be accepted by the end of this stage.

10. Characteristics of Storming
 Team members eager to get going.
Conflict can arise as people bring different ideas of how to accomplish
goals & notice differences rather than similarities
Some members may drop out mentally or physically.
Team members become confrontational with each other.

11. What you can do to help?
Storming stage

12. What you can do to help?
• Continue with no surprises & communicate.
• Tensions will increase; this is normal, so
recognize & publicly acknowledge
accomplishments.
• Lead/participate in meetings.
• Value diversity
• Gather information & be supportive.
• Limit your intervention.
• Discuss conflicts openly

13. Norming stage
-This is third calm down stage
- Goals are clearer and trust among members increased.
-There is a level of comfort among team members and a desire to work
together for the good of the idea or product instead of for self- gratification.

14. Characteristics of Norming
 People begin to recognize ways they are alike.
People feel part of the team and realize that they can achieve work if they
accept other viewpoints.
People get more social.
May forget their focus in favor of having a good time

15. What you can do to help?
Norming stage

16. What you can do to help?
• Recognize how they are alike
• Help with training if applicable.
• Encourage them to feel comfortable with each
other & with systems.
• Help group stay focused on goal.
• Continue hold team meeting
• Intervene more often when conflicts arise to
keep the team moving forward.

17. Performing stage
-This is perfection stage : Well, almost, anyway
- Trust among the team members and they hold one vision or goal that has
been accepted by everyone on the team.
-The team focus is on quality versus credit

18. Characteristics of Performing
Team is productive is effective
The team works in an open and trusting atmosphere where flexibility is
the key and hierarchy is of little importance
Team members are trained & competent, & able to do their own problem-
solving.
Now the leader will ask for critical self-assessment & look at ways to
challenge them & develop them.
Mature, understand their roles & responsibilities
Want more input in processes.
Self-motivated & self trained

19. What you can do to help?
Performing stage

20. What you can do to help?
• More focus team goal and process
• Recognizing efforts
• Encouraging growth
• Giving new challenges

21. Adjourning stage

23. It’s amazing how many problems can be
resolved when we do not worry about who
gets the credit for the solution.

24. Three levels of team functions
•Passionate commitment to mission
•Shared Vision and Values
•Strong sense of Loyalty
•Relationship
•Glue that hold us together
•Shared Leadership
•High Trust and respect
•Highest level of involvement
•Extra ordinary results
High
performance
team
•Shared goals
•Common purpose
•We, Us
•Task – glue that holds us together
•Moderate level of Involvement
Team
•Individual goals
•I, Me, Mine
•High Conflict
•Leader driven
•Lower Level of Involvement
Group

25. THANKS FOR YOUR
ATTENTION