What Are the Stages of Group Development? 2023

Boost motivation by helping your employees understand why their work matters. In this free ebook, learn how to create a shared sense of purpose on your team. As you learn about their progress, you ask them questions about their processes and notice how they collaboratively provide constructive answers. As you communicate with them you notice how confidently they articulate their ideas. While originally things had been going according to plan, roadblocks crop up during this stage.

It requires more preparation from the leader to go smoothly, but non-participation by team members can be catastrophic. The casual nonchalance in this stage should be balanced with a healthy respect for how important it is as it will directly influence how the team will act. Natural talent will only get one so far in the real world, however.

Further challenges

Members start to feel part of a team and can take pleasure from the increased group cohesion. A number of theoretical models have been developed to explain how certain groups change over time. In some cases, the type of group being considered influenced the model of group development proposed as in the case of therapy groups. The first stage of group development is known as the forming stage — a time when the group is just starting to come together and is characterized by anxiety and uncertainty. Members are cautious with their behavior, which is driven by the desire to be accepted by all members of the group. Conflict, controversy, and personal opinions are avoided even though members are beginning to form impressions of each other and gain an understanding of what the group will do together.

In addition to handling conflicts, thanks to group development, you’ll need to determine workflows, follow them, and constantly tweak and improve them as you go. In this stage, the team feels a dip in productivity — because there isn’t much left to do. Now, if the team members have grown close and accustomed to working with each other, they may mourn that it’s now time to move on and work with other people. The rest of the team gets feedback from SEO Wizard Daisy about the high performance of most articles, helping the company rank for the most relevant keywords. Her ideas are sometimes different from Stella’s — to everyone’s delight, as this only helps when the writers reach a creative dead end.

Collaborative On-Line Research and Learning

In this stage, you and your team get to enjoy synergy — a state where work flows smoothly. With that in mind, this is probably one of the most unstable of the 5 stages of group development. Similarly, she has established that teams should use warm-up activities — like physical exercise and mind games — to ensure a smooth transition from the Forming Stage to the Norming Stage. Furthermore, Rebecca Stroud Stasel cites that people have natural, deeply seated tendencies for either leadership or following leaders. Explore the possibility to hire a dedicated R&D team that helps your company to scale product development.

The TEAM model identities a total of nine stages, seven central ones supplemented by two additional ones. In the adjourning stage, most of the team’s goals have been accomplished. The emphasis is on wrapping up final tasks and documenting the effort and results. As the work load is diminished, individual members may be reassigned to other teams, and the team disbands. There may be regret as the team ends, so a ceremonial acknowledgement of the work and success of the team can be helpful.

Poole’s multiple-sequences model

Studies in social psychology have clearly documented the important role of these informal groups in facilitating (or inhibiting) performance and organizational effectiveness. Again, on the basis of their relative degree of permanence, informal groups can be divided into friendship groups (people you like to be around) and interest groups (e.g., a network of working women or minority managers). Friendship groups four stages of group development tend to be long-lasting, whereas interest groups often dissolve as people’s interests change. Once a group receives the clarity that it so desperately needs, it can move on to the third stage of group development, known as the norming stage — where the group becomes a cohesive unit. Morale is high as group members actively acknowledge the talents, skills, and experience that each member brings to the group.

  • A sense of community is established and the group remains focused on the group’s purpose and goal.
  • This is the perfect team development stage to learn about how your team overcomes obstacles and bonds through shared experiences.
  • This is because your team recognizes how they can trust you and each other in order to complete tasks, move towards their objectives and rely on each other for help.
  • The team members are now competent, autonomous and able to handle the decision-making process without supervision.
  • A good leader is someone who knows how to build these relationships genuinely and reap the results of productivity as a secondary reward.
  • Simply put, that’s your ability to be efficient and productive with your work, both as individuals and as a group.

Surprisingly, leadership coach Alexis Haselberger told me that spending lots of time in this stage is, actually, not an issue. In fact, the Chief Marketing Officer at SplitMetrics.com, Olga Noha, told me that navigating the 5 stages of group development can pose tremendous challenges. But she said that we should try to be open to whatever’s coming our way. I assembled a list of quick tips of my own and advice from experts that will help managers, leaders, and teams ensure that each stage plays out as it should. As a natural consequence of it all, your project is bound to progress at a steady rate. In contrast, mismatched, uncompromising teams can only produce incomplete, confusing projects — if they produce anything at all.

The Flywheel Growth Model

Simply put, that’s your ability to be efficient and productive with your work, both as individuals and as a group. Norming is what happens when the team members begin to settle into their roles. They have accepted their position, they understand what’s expected of them, and can see how their position contributes to the completion of the project. As a leader, it’s important to remember that you do not need to solve every conflict as it arises.

As team members begin collaborating, conflicts may arise, whether that’s from clashing personalities or opinions on how a project should progress. Without a clear understanding of what role each individual plays on the team, relationships can get tumultuous as team members struggle to find a role that’s right for them. Team Tasks during the Storming stage of development call for the team to refocus on its goals, perhaps breaking larger goals down into smaller, achievable steps.

The Four Stages Of Team Development

They simplify the sequence and group the forming-storming-norming stages together as the “transforming” phase, which they equate with the initial performance level. This is then followed by a “performing” phase that leads to a new performance level which they call the “reforming” phase. A strong team leader is the backbone of every high-performing team. Without strong leadership, teams may struggle reaching the performing stage. By developing your own leadership skills, you can model collaboration best practices and help your team reach their fullest potential.

But Stella gives direct guidance about the direction the team needs to go — and she sticks to it. The group — not yet a team — needs to work together to make their content rank high on the first page of Google. It’s part of an attempt to draw thousands of new readers to the company’s website.

Scenario: You’re leading your team through the performing stage

At this stage, the 4-strong team makes things happen with plenty of empathy. Similar problems arise occasionally — but the way the team handles them creates an atmosphere of trust and confidence. It’s no longer a game of cat and mouse where team members try to catch each other’s errors and criticize them.

Gisele Leite
Gisele Leite
Professora universitária há três décadas. Mestre em Direito. Mestre em Filosofia. Doutora em Direito. Pesquisadora - Chefe do Instituto Nacional de Pesquisas Jurídicas. Presidente da Seccional Rio de Janeiro, ABRADE – Associação Brasileira de Direito Educacional. Vinte e nove obras jurídicas publicadas. Articulistas dos sites JURID, Lex Magister. Portal Investidura, Letras Jurídicas. Membro do ABDPC – Associação Brasileira do Direito Processual Civil. Pedagoga. Conselheira das Revistas de Direito Civil e Processual Civil, Trabalhista e Previdenciária, da Paixão Editores – POA -RS.

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