By documenting the individual and group responses, you can begin to chart how attitudes have changed and improved and thus understand how you can do so again in the future. To truly get to know your colleagues and build strong relationships requires honest self-appraisal, deeper sharing, and clear communication. This activity is a great way of quickly and efficiently helping a team share themselves with the group and go beyond the scope of some standard activities. While most teams progress through the stages of the Tuckman model of team development in a linear fashion, it is not inevitable. Without attentive leadership, well-designed processes, and teamwork, groups can become stuck in the earlier stages of the development process.
Setting a goal, even before you start working together, establishes some ground rules to focus on and ensures that everyone is on the same page and moving towards the same goal. As a team lead, it’s your goal to get your team to this stage as quickly as possible. As a team leader, it’s your goal to support and empower your team to help get their highest-impact work done.
Key actions to support Performing
The performing stage typically indicates that the project is nearing completion. Management can often take a step back at this point, as the team is able to work independently toward the project goal without needing frequent oversight. The performing stage is where each team ultimately wants to end up. The initial excitement of joining the group wanes as the members start to feel the weight of their projects or raise concerns about their responsibilities.
- Self-assessment is an important part of the team development process and using a structured framework can help ensure a productive conversation that doesn’t overspill or create further conflict.
- They have created a channel on the mobile app Slack so the team can instant-message all or some of the members.
- You may notice sadness or a sense of loss, for instance, since the project is over.
- As groups work together, conflicts in thinking, approach, or working practices can and will arise.
- These roles could be the official title they were hired to do, or the role they fit into naturally within the group dynamic.
- Team performance improves as members start to work more collaboratively within the group and demonstrate more confidence in their abilities.
Your team starts to increase their productivity at this stage as they become more familiar with their teammates and their working styles. Managers and project leads need to keep their eyes open, but be mostly hands-off so the team can build muscle around working independently. The team needs clarity and connection more than anything else at this stage. Take the time to call out assumptions about the work and (more importantly) how you’ll work together.
Dimensions Team Building Activity
Team members are asking such questions as “What does the team offer me? ” Most interactions are social as members get to know each other. Our discussion so far has focused mostly on a team as an entity, not on the individuals inside the team.
They have created a channel on the mobile app Slack so the team can instant-message all or some of the members. Communication is flowing in all directions, everyone is engaged, and it looks like they will meet the launch date originally set by Mr. Marcus at the first meeting. The cost of the Banisher is within the profit target, and production has assured everyone that they can produce the required number of Banisher canisters. Norms are only effective in controlling behaviors when they are accepted by team members.
Performing — High-performance is the name of the game.
Tuckman’s model of group development can help you understand how a team might theoretically grow, but alone it isn’t sufficient to help your team succeed and meaningfully develop. Being conscious of the process is a great place to start, but it’s worth remembering that reaching the performing stage https://fotky.com.ua/ru/2020/03/bryushnoj-tif/ isn’t a given and many teams get stuck early on. Most teams are comprised of people from different disciplines, backgrounds, and skill sets. Particularly when people with vastly different roles work together, expectations around needs, dependencies, and how to ask for help can be very different.
In virtual teams, the need for activities to help teams get to know each other is even greater, as some of the usual spaces for mingling and forming bonds are unlikely to be unavailable to them. Let’s take a look at some activities designed to help teams get to know each other in the Forming Stage. Set up a meeting cadence so your employees can count on regular check-ins.
This can decrease motivation and effort by drawing attention away from tasks. In some cases storming (i.e., disagreements) can be resolved quickly. Other times a team never leaves this stage and becomes stuck and unable to do its work. Patience and consideration toward team members and their views go a long way toward avoiding this problem.