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Participant Handout:
Team Dynamics Workshop
- STAGES OF TEAM DEVELOPMENT Contents
- Stage 1:Forming
- Stage 2: Storming.......................................................................................................
- Stage 3: Norming
- Stage 4: Performing
- Theories of Group Development
- Team Member Roles
- Task and Process Involvement........................................................................................
- Dysfunctional Team Member Behaviors
- Managing Team Conflict
- Causes of Team Conflict
- Conflict Management Strategies
- Productivity of a team – Decision Making and Problem Solving
- Decision Making: One of the most critical applications of teamwork
- Problem Solving........................................................................................................
- Self-Authorized Team Leadership
- Team Development Rating Form......................................................................................
STAGES OF TEAM DEVELOPMENT
When groups of people are first formed into a team, their roles and interactions are not established. Some individuals may merely act as observers while they try to determine what is expected from them while others may engage the process immediately.
There are many models that describe team developmental progression. They are similar and suggest that the process occurs in four predictable stages.
Each stage is characteristically different and builds on the preceding one; however, they do not need to occur sequentially. The implication is that if teams develop through these stages, they will be fully functional.
Four stages
Forming Storming Norming Performing
Stage 1:Forming
The Forming stage of team development is an exploration period. Team members are often cautions and guarded in their interactions, not really knowing what to expect from other team members.
They explore the boundaries of acceptable behavior. Behaviors expressed in this early stage are generally polite and noncommittal.
Some questions raised during this stage of development are:
Do I want to be a part of this team? Will I be accepted as a member? Who is the leader? Is the leader competent?
When you were a member of a team that worked well together, what is your recollection of the Forming stage?
Stage 2: Storming
The storming stage of development is characterized by competition and strained relationships among team members. There are various degrees of conflict that teams experience but basically the Storming stage deals with issues of power, leadership, and decision-making.
Stage 4: Performing
The performing stage of team development is the result of working through the first three stages. By this time, team members have learned how to work together as a fully functioning team.
They can define tasks. They can work out their relationships successfully. They are comfortable with and can manage conflicts. They implement and follow through with decisions and solutions to problems.
When you were a member of a team that worked well together, what is your recollection of the Performing stage?
Theories of Group Development
The Tuckman Modeli^ (Forming, Storming, Norming, and Performing) is generally accepted as the basic model of team development. It incorporates many aspects of the theories considered in this discussion and has remained relatively constant since it was introduced.
Theorist Stage 1 Stage 2 Stage 3 Stage 4
Bennis-
Sheppard
Dependence Counter-Dependence Resolution Inter-Dependence
Gibb Acceptance^ Data Flow^ Goals and Norms^ Control
Schutz Inclusion^ Control^ Openness^ De-Inclusion
Tuckman Forming^ Storming^ Norming^ Performing
Kormanski-
Mozenter
Awareness Conflict Cooperation Productivity
Varney Formation^ Building^ Working^ Maturity
Team Member Roles
When individuals come together to form a team, a number of dynamics occur simultaneously.
Some members are goal oriented. Others spend more time working on interpersonal issues.
As team development progresses, members settle into individual “roles” by mutual, usually unspoken, consent.
These roles include both “task” and “process” areas. The task dynamic is identified by the “what” and “why” issues of the team’s work. The process dynamic is the “how” dynamic that the team uses to facilitate task accomplishment.
Task Roles
Task roles include:
Establishing the mission. Determining the operating principles. Setting goals. Establishing team member roles.
Some task roles:
Information giver Offers authoritative information or date. Information seeker Asks for clarification or accuracy of statements. Initiator Makes suggestions or proposes new ideas. Opinion giver States belief or opinions relative to the discussion. Elaborator Elaborates on ideas and suggestions, defines and redefines terms. Consensus seeker Polls the group for its readiness to make decisions or resolve conflicts. Clarifier Interprets or explains facts or opinions. Standard setter Establishes criteria for evaluating opinions, ideas, or decisions. Representative Reports the team’s progress or actions outside the team.
What “task” roles do you find yourself playing when you are a member of a team?
Process Roles
Process roles focus on:
The team’s needs for commitment, dependence, and involvement. Factors such as which team members talk, who solves conflicts and how.
Some process roles:
Encouraging Being open to others’ opinions or feelings even if they are different. Gatekeeping Openly taking interest in what others say, and facilitating communication. Listening Paying close attention to what others talk about. Harmonizing Negotiating or relieving tension when appropriate. Yielding Giving up an unpopular viewpoint and admitting mistakes. Accepting Respecting and promoting differences. Supporting Giving team members permission to feel good about their successes.
What “process” roles do you find yourself playing when you are a member of a team?
Task and Process Involvement
Task roles have a tendency to dominate during the early stages of the team’s development whereas process roles increase in their importance during the later stages of the process.
As the team matures, task and process roles parallel each other in their importance, which contributes to the effective function of the team. Individual contribution subordinates itself to team effort.
The team must acquire a balance of task and process functions if it is to realize its potential as a fully functioning team.
High
Medium
Low
Forming Storming Norming Performing
PROCESS
TASK
Team Effort
Individual Concerns
Dysfunctional Team Member Behaviors
Dysfunctional team member behaviors can impact the workflow of the team if not appropriately challenged.
Some task behaviors can interfere with the team being able to accomplish its goal. Some process behaviors can prevent the team from developing a supportive climate.
Some dysfunctional behaviors:
Condescending Putting down team member contributions as irrelevant Bullying Being inconsiderate of other team member’s needs Blocking Arguing too much on a point and rejecting expressed ideas without consideration Avoiding Not paying attention to facts or relevant ideas Withdrawing Acting passive or indifferent, wandering from the subject of discussion Joking Excessive playing around, telling jokes, and mimicking other members Dominating Excessive talking, interrupting others, criticizing, and blaming Self-Seeking Putting one’s personal needs before the team’s needs
Managing Team Conflict
Conflict is a daily reality for all team members. Team members’ needs and values inevitably come into conflict with the needs and values of others.
The degree of a team’s maturity can be measured by their acceptance of and ability to manage conflict. This is the most important skill that team members can develop.
Causes of Team Conflict
Personality differences Difference in values Difference in perspective Difference in goals Cultural differences
Problem Solving
One of the primary responsibilities of team membership is the ability to solve problems that impact the goals of the team.
To be effective, team members must be able to identify problems and have a desire to resolve them.
Trying to solve a problem without a systematic process is like trying to find your way in the wilderness without a good topographical map.
Problem-Solving Steps
Define the problem Identify the desired future state Identify the forces promoting change and the forces restraining change Analyze forces that can be changed Identify measures of success Plan the change strategy Develop the action plan Evaluate and follow up
Self-Authorized Team Leadership
Self-authorized team leadership is a form of “accountable follower ship” in which team members assume responsibility for their performance and their relationships with other team members.
Self-authorized leadership is based on four assumptions:
All team members practice some degree of self-authorized leadership. Self-authorized leadership is applicable to all team members. Not all team members are effective self-authorized leaders. Self-authorized leadership can be developed.
Team Development Rating Form
1 – Strongly agree 2 – Disagree 3 – Not sure 4 – Agree 5 – Strongly Agree
1 2 3 4 5 The team’s purpose is clear and understandable. 1 2 3 4 5 Everyone is included in all aspects of team business. 1 2 3 4 5 It is comfortable to be in team meetings. 1 2 3 4 5 Team discussions are open and free spirited. 1 2 3 4 5 The team utilizes everyone’s abilities to the fullest possible extent. 1 2 3 4 5 There is encouragement and support for team members. 1 2 3 4 5 The team deals with conflict in an open, supportive way. 1 2 3 4 5 Everyone has input to all team decisions.
i (^) Team Building by Reddy, W. and Jamison, K. 1988. San Diego, CA: NTL and University Associates
