5. Team Development Stages
Forming Storming Norming Performing Adjourning
Team acquaints
and establishes
ground rules.
Formalities are
preserved and
members are
treated as
strangers.
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.
People feel part
of the team and
realize that they
can achieve work
if they accept
other view
points.
The team works in
an open and
trusting atmosphere
where flexibility is
the key and
hierarchy is of little
importance.
The team
conducts an
assessment of the
year and
implements a plan
for transitioning
roles and
recognizing
members'
contributions.
7. Team Development Leaderâs Role
Forming Storming Norming Performing Adjourning
Communicate
clear
objectives,
both for the
team as a
whole and for
individual team
members.
Model
effective
behavior.
Establish clear
processes.
Build trust
between
team members.
Resolve conflicts
swiftly.
Remain positive
in the face of
challenges.
Step back & trust
team members
to take
responsibility for
progress towards
the goal.
Reiterate your
vision often.
This is a good
time to arrange a
team-building
event.
Delegate tasks and
projects as far as
you can.
Focus on results not
methods.
Celebrate successes.
Identify the next
level leaders and
groom them. And
the process
repeats and the
new leaders will
take over the
smaller teams,
team dynamics
will change a bit.
Now, the time to
spend each stage
will be minimal.
10. High Performance Teams Advantages
Shared
Responsi-
bility
Job
Satisfacti-
on
Business
Results
Adaptive
to Change
Mutual
Respect
Sense of
team
identity
Customer
Satisfact-
ion
High
Commit-
ment
Effective
Decisions
Account-
ability
Increase
d Trust
Opportun
ity
Growth
12. High Performance Teams How to build ?
Respect each Team Memberâs Opinion
Effective Team Meetings, Conflict Resolutions
Effective/Group Decision Making
Set up Processes, Check points and Metrics
Measure the progress against the Metrics/Feedback
Protect your Team from all Evil
Build Capability and Career Path of the each individual
14. High Performance Teams Do nots
Micro-Manage â At least it should not look like.
Over ride Tough Decisions always
Take out support in Difficult situations
Avoid to Deal with Conflicts and Risks
Encourage Blame Game
Discount otherâs Emotions and Perspectives
Be Over Theoretical
16. High Performance Culture
âą Enable the capability by appropriate
Trainings.
âą Measure the effectiveness of the Trainings.
Enable
âą Encourage with Rewards/Appreciations.
âą Recognize High Performance Individuals/
Teams periodically.
Encourage
âą By Open Communication.
âą To be adaptable to change.Empower
âą In Team Building Activities.
âą In Fun and Positive Environment.Engage