Sometimes leading a small, growing company is like working as a rollercoaster attendant. You are constantly watching the twists and turns and the ups and downs. Through all this turbulence and volatility – and motion sickness – you will see teams make or break it, and people come and go faster than business cards can be printed.
Turnover and change make it difficult to form cohesive teams that are able to perform effectively. What if there was a model of team development that could help you lead a team to achieve, grow, face challenges, tackle problems, find solutions, and deliver results?
Apply the Forming – Storming – Norming – Performing model of team development and give your team a path to follow on their way to high-performance.
After applying, enjoy the benefits of identifying and understanding why team behavior changes so you can maximize team processes and productivity.
When teams form, people come together with excitement and positive expectations for the team experience. You will see people on their best behavior while they seek out similar people with shared needs.
At the same time, members may feel anxiety, confusion, and ambiguity since they are a group of strangers with little agreement or team purpose. They may question their “fit” in the team or if their performance will measure up.
Everyone at one point in their life experiences this excitement and anxiety when forming a new team, making it critical for the leader to provide guidance and direction. Use this time to guide the team to create clear structures, goals, direction, and roles so members begin to build trust and confidence.
Conflict and friction are inevitable when relationship styles, work ethics, and communication patterns arise and clash. For example, people may challenge each other for power or clash over team processes.
Lead your team to persevere through this phase because it can make or break a team! Lead your team through storming and learn the skills necessary to push through. If this phase is skipped, the group will keep revisiting until the skills are gained, such as task-related skills, group process, and conflict management skills.
Fortunately, storming is not always “glass half empty.” A little friction can be good. For example, conflict can reveal issues to solve innovatively and collaboratively and spur thought-provoking and challenging conversations. This respectful disagreement can increase a team’s open-mindedness and consideration of others’ thoughts and ideas.
If you are norming, you will most likely notice team members solving personal clashes between their expectations and the reality of the team’s experience. But the storm passing over does not mean your work is over yet.
Encourage your team to set more flexible and inclusive norms and expectations, making the team stronger and more comfortable voicing their concerns and exchanging constructive criticism.
Once team members have established these norms and ground rules, they can re-focus on the team’s tasks as they persevere in becoming a high-performance team.
Finally, the team is performing!
You will know when your team reaches the performing stage when everyone feels satisfied with their team’s progress and comes together to be “greater than the sum of its parts.” They will share insights into personal and group processes and have a visible “can do” attitude. Roles will become more fluid as members take on various responsibilities as needed, and differences among the members are celebrated and used to enhance the team’s performance. For example, people will balance each other’s strengths and weaknesses.
Do not stop there, though. Team commitment and competence are strong, but there is always more opportunity to deepen individual skills and abilities, including continuously improving team development.
You cannot switch on teamwork. It takes time and team building for a team to move from strangers to collaborative co-workers. The progression through these phases is essential in ensuring that a group becomes a cohesive, functional unit.
Imagine the positive impact it will make on your company. You can lead your team to perform optimally and manage crises, and you can foster an inclusive and equitable environment that celebrates difference, collaboration, and accountability.
Content provided by Q4iNetwork and partners
Photo by thithawat