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Stages of Team Development
A developmental model
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Team Development Needs
Resolution Group Norms Standards Trust Ability to Deal w/ Conflict Dissatisfaction/Confusion Authority Power Group Structure Productive Work Problem Solving Mging Differences/Conflict Other Collaborative Processes Decision Making Planning, etc. Orientation Identity or Role Acceptance Specific Goals
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Team Development Questions
Resolution Are the norms appropriate to the goals? Is there a means for questioning, challenging, changing standards? Any group norms group should change to increase effectiveness? Is there a sense of group cohesion? Dissatisfaction/Confusion Are we influential enough to achieve goals? Are we clear about our responsibilities? Are communication channels clear? Do we have sponsor support? How? Productive Work Are we reaching the goals we set? Are we satisfied with our level of productivity? Are we balancing task and relationship? Are we satisfied with our level of quality? Orientation How will I contribute? What needs to be done? How will we do it? Do I or others have a hidden agenda? How do we relate to larger orgn.
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Team Development Consequences
Resolution Individuals feel uncomfortable with processes, styles, performance standards Trust decreases among members Meetings and other activities burden-some…absences or turnover Proper priority not placed on work Dissatisfaction/Confusion Little to no commitment for producing a result Group feels stuck Conflict about roles and authority Hidden agendas among members Low level of creativity Productive Work If don’t deal with issues, may cycle back to previous stage Individuals feel uncomfortable because productivity slipping Taken by surprise when conflict and problems re-emerge Orientation Communication is difficult Less open sharing Lack of participation in discussions Irrelevant issues may occupy time and attention Social and personal concerns occupy time
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Moving to Next Developmental Stage
Resolution Requirements the sponsoring group has for processes, methods and standards. Norms, processes and standards the team’s leadership and members determine to be appropriate Dissatisfaction/Confusion Organizational policy on appropriate structure (e.g., authority, roles and responsibilities) Written statements of purpose or analysis of problems by whoever appointed group Productive Work Feedback from customers, suppliers, other work groups and sponsors Information about changes in customer needs, sponsor goals, external influences, etc. Orientation Background on individuals (e.g., roles, title, skill, background, history with related project Background on group’s origin (e.g., mission, problem statements, authorizing memos, etc.)
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Team Development Leadership-Style
Resolution Supporting Dissatisfaction/Confusion Coaching Productive Work Delegating Orientation Directive
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Team Development Needs
Resolution Group Norms Standards Trust Ability to Deal w/ Conflict Dissatisfaction/Confusion Authority Power Group Structure Productive Work Problem Solving Mging Differences/Conflict Other Collaborative Processes Decision Making Planning, etc. Orientation Identity or Role Acceptance Specific Goals
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Team Development Questions
Resolution Are the norms appropriate to the goals? Is there a means for questioning, challenging, changing standards? Any group norms group should change to increase effectiveness? Is there a sense of group cohesion? Dissatisfaction/Confusion Are we influential enough to achieve goals? Are we clear about our responsibilities? Are communication channels clear? Do we have sponsor support? How? Productive Work Are we reaching the goals we set? Are we satisfied with our level of productivity? Are we balancing task and relationship? Are we satisfied with our level of quality? Orientation How will I contribute? What needs to be done? How will we do it? Do I or others have a hidden agenda? How do we relate to larger orgn.
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Team Development Consequences
Resolution Individuals feel uncomfortable with processes, styles, performance standards Trust decreases among members Meetings and other activities burden-some…absences or turnover Proper priority not placed on work Dissatisfaction/Confusion Little to no commitment for producing a result Group feels stuck Conflict about roles and authority Hidden agendas among members Low level of creativity Productive Work If don’t deal with issues, may cycle back to previous stage Individuals feel uncomfortable because productivity slipping Taken by surprise when conflict and problems re-emerge Orientation Communication is difficult Less open sharing Lack of participation in discussions Irrelevant issues may occupy time and attention Social and personal concerns occupy time
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Moving to Next Developmental Stage
Resolution Requirements the sponsoring group has for processes, methods and standards. Norms, processes and standards the team’s leadership and members determine to be appropriate Dissatisfaction/Confusion Organizational policy on appropriate structure (e.g., authority, roles and responsibilities) Written statements of purpose or analysis of problems by whoever appointed group Productive Work Feedback from customers, suppliers, other work groups and sponsors Information about changes in customer needs, sponsor goals, external influences, etc. Orientation Background on individuals (e.g., roles, title, skill, background, history with related project Background on group’s origin (e.g., mission, problem statements, authorizing memos, etc.)
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Team Development Leadership-Style
Resolution Supporting Dissatisfaction/Confusion Coaching Productive Work Delegating Orientation Directive
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Team Development Needs
Resolution Group Norms Standards Trust Ability to Deal w/ Conflict Dissatisfaction/Confusion Authority Power Group Structure Productive Work Problem Solving Mging Differences/Conflict Other Collaborative Processes Decision Making Planning, etc. Orientation Identity or Role Acceptance Specific Goals
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Team Development Questions
Resolution Are the norms appropriate to the goals? Is there a means for questioning, challenging, changing standards? Any group norms group should change to increase effectiveness? Is there a sense of group cohesion? Dissatisfaction/Confusion Are we influential enough to achieve goals? Are we clear about our responsibilities? Are communication channels clear? Do we have sponsor support? How? Productive Work Are we reaching the goals we set? Are we satisfied with our level of productivity? Are we balancing task and relationship? Are we satisfied with our level of quality? Orientation How will I contribute? What needs to be done? How will we do it? Do I or others have a hidden agenda? How do we relate to larger orgn.
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Team Development Consequences
Resolution Individuals feel uncomfortable with processes, styles, performance standards Trust decreases among members Meetings and other activities burden-some…absences or turnover Proper priority not placed on work Dissatisfaction/Confusion Little to no commitment for producing a result Group feels stuck Conflict about roles and authority Hidden agendas among members Low level of creativity Productive Work If don’t deal with issues, may cycle back to previous stage Individuals feel uncomfortable because productivity slipping Taken by surprise when conflict and problems re-emerge Orientation Communication is difficult Less open sharing Lack of participation in discussions Irrelevant issues may occupy time and attention Social and personal concerns occupy time
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Moving to Next Developmental Stage
Resolution Requirements the sponsoring group has for processes, methods and standards. Norms, processes and standards the team’s leadership and members determine to be appropriate Dissatisfaction/Confusion Organizational policy on appropriate structure (e.g., authority, roles and responsibilities) Written statements of purpose or analysis of problems by whoever appointed group Productive Work Feedback from customers, suppliers, other work groups and sponsors Information about changes in customer needs, sponsor goals, external influences, etc. Orientation Background on individuals (e.g., roles, title, skill, background, history with related project Background on group’s origin (e.g., mission, problem statements, authorizing memos, etc.)
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Team Development Leadership-Style
Resolution Supporting Dissatisfaction/Confusion Coaching Productive Work Delegating Orientation Directive
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Team Development Needs
Resolution Group Norms Standards Trust Ability to Deal w/ Conflict Dissatisfaction/Confusion Authority Power Group Structure Productive Work Problem Solving Mging Differences/Conflict Other Collaborative Processes Decision Making Planning, etc. Orientation Identity or Role Acceptance Specific Goals
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Team Development Questions
Resolution Are the norms appropriate to the goals? Is there a means for questioning, challenging, changing standards? Any group norms group should change to increase effectiveness? Is there a sense of group cohesion? Dissatisfaction/Confusion Are we influential enough to achieve goals? Are we clear about our responsibilities? Are communication channels clear? Do we have sponsor support? How? Productive Work Are we reaching the goals we set? Are we satisfied with our level of productivity? Are we balancing task and relationship? Are we satisfied with our level of quality? Orientation How will I contribute? What needs to be done? How will we do it? Do I or others have a hidden agenda? How do we relate to larger orgn.
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Team Development Consequences
Resolution Individuals feel uncomfortable with processes, styles, performance standards Trust decreases among members Meetings and other activities burden-some…absences or turnover Proper priority not placed on work Dissatisfaction/Confusion Little to no commitment for producing a result Group feels stuck Conflict about roles and authority Hidden agendas among members Low level of creativity Productive Work If don’t deal with issues, may cycle back to previous stage Individuals feel uncomfortable because productivity slipping Taken by surprise when conflict and problems re-emerge Orientation Communication is difficult Less open sharing Lack of participation in discussions Irrelevant issues may occupy time and attention Social and personal concerns occupy time
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Moving to Next Developmental Stage
Resolution Requirements the sponsoring group has for processes, methods and standards. Norms, processes and standards the team’s leadership and members determine to be appropriate Dissatisfaction/Confusion Organizational policy on appropriate structure (e.g., authority, roles and responsibilities) Written statements of purpose or analysis of problems by whoever appointed group Productive Work Feedback from customers, suppliers, other work groups and sponsors Information about changes in customer needs, sponsor goals, external influences, etc. Orientation Background on individuals (e.g., roles, title, skill, background, history with related project Background on group’s origin (e.g., mission, problem statements, authorizing memos, etc.)
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Team Development Leadership-Style
Resolution Supporting Dissatisfaction/Confusion Coaching Productive Work Delegating Orientation Directive
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Exercise In your teams answer the following questions:
What stage are you in? What are the facts that support that? What is your next developmental move? What are the implications for future work? Report findings in reflection papers…can be team or individual
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Stages of Group Development Summary (pg. 1 of 2)
Orientation Dissatisfaction/Confusion Needs Group Structure Challenge Resistance Questions Necessary power and influence in place? Trust leadership? Consequences Stuck Lack of commitment Role and leadership conflict Next Stage Statement of purpose or goals Leaders step in and resolve issues Leadership Coaching Needs Identity Work Structure Questions What is my contribution? What exactly is the work? Is there trust here? Consequences Lack of communication Take eye off the ball Irrelevance issues Next stage Background on individuals and group Leadership Directive
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Stages of Group Development Summary (pg. 2 of 2)
Resolution Productive Work Needs Collaboration Managing Differences Problem Solving Questions Are we satisfied with goals, productivity, quality? Is there a task/relationship balance? Consequences Cycle back to previous stages Surprised by conflict Next Stage Feedback from stakeholders Leadership Delegating Needs Norms Group Think Conflict Resolution Questions Is there a method for questioning? Is there group cohesion? Do the norms need changing? Consequences Decrease in trust Work becomes a drudgery Processes uncomfortable Next Stage Processes in place Appropriate norms in place Leadership Supporting
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