The document discusses teams and the stages of team development. It notes that a team is a group that collaborates, while a group of people is not necessarily a team. It then describes the four stages of team development: forming, storming, norming, and performing. Each stage is summarized, with forming being uncertainty and acquainting, storming including clashes, norming being role acceptance, and performing being fully functional goal achievement. Constructive feedback and receiving feedback are also addressed.

2. Why Team?
•The power of team is greater than the individual
•Good team work will produce synergy

3. What is a Team
A team is a group of people coming together to
collaborate.
A group of people is not necessarily a team.
A group , by definition , is a number of
individuals having some unifying relationship

4. Stages in Team Building
Forming
Storming
Norming
Performing

5. Stages of groups development
1. Forming
2. Storming
3. Norming
4. Performing

6. Forming Storming
NormingPerforming
Stages of groups development

7. Forming
 Group members meeting to set the
group's purpose, structure, and
activities.
 A period of uncertainty and testing.
 By the end of this stage, members have
become acquainted both with each
other and with the goals and tasks
ahead.
Forming

8. Storming
 Members clash with each other.
 The name of this stage reflects the stormy
interactions.
 Disagreements may replace the cautious
reservations voiced during the forming stage.
 Even when titles and responsibilities are clearly
defined, members may jockey for position
within the group.
Storming

9. Norming
 On this stage members understand and
accept their roles and responsibilities.
 Members agree on the goals and the
methods for achieving goals; they begin to
conform to group norms of performance and
interpersonal relations.
 As a result, the group becomes more
cohesive.
Norming

10. performing
 The group is fully functional and moving
ahead to achieve its goals.
 Members interact with other members to
keep the group on track.
 Group members can effectively deal with
any problems or conflicts performance.
 This is the most productive stage of group
development.
Performing

11. Behaviors
• Competitive relationships become more
cooperative.
• There is a willingness to confront issues
and solve problems.
• Teams develop the ability to express criticism
constructively.
• There is a sense of team spirit.

12. Giving Constructive Feedback
• Use “I” messages.
• Restrict your feedback to things you know for
certain.
• Help people hear and accept your
compliments when giving positive feedback.

13. Giving Constructive Feedback
• Be descriptive.
• Don't use labels.
• Don’t exaggerate.
• Don’t be judgmental.
• Speak for yourself.

14. Receiving Feedback
• Listen carefully.
• Ask questions for clarity.
• Acknowledge the feedback.
• Acknowledge the valid points.
• Take time to sort out what you heard.

15. Helpful Team Behaviour
 Keeping the peace
 Being a friend
 Being enthusiastic
 Giving opinions
 Generating ideas
 Initiating
 Solving problems logically
 Relieving tension with humour
 Seeking approval
 Encouraging others

16. Recipe for Successful Team
• Commitment to shared goals and
objectives
• Clearly define roles and responsibilities
–Use best skills of each
–Allows each to develop in all areas

17. Recipe for Successful Team
• Effective systems and processes
oClear communication
oBeneficial team behaviors; well-defined
decision procedures and ground rules
oBalanced participation
oAwareness of the group process
oGood personal relationships