{"id":124,"date":"2018-06-11T18:22:43","date_gmt":"2018-06-11T22:22:43","guid":{"rendered":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/?post_type=chapter&#038;p=124"},"modified":"2019-01-25T18:14:56","modified_gmt":"2019-01-25T23:14:56","slug":"progress-through-the-stages-of-team-development","status":"publish","type":"chapter","link":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/chapter\/progress-through-the-stages-of-team-development\/","title":{"raw":"Progress through the stages of team development","rendered":"Progress through the stages of team development"},"content":{"raw":"As your group moves through these stages, stay aware of the patterns that tend to occur at each stage.\u00a0 For example, many teams falsely assume that their group cannot function when they find themselves at the storming stage. However, this stage is a normal part of team development, like the others.\u00a0 The infographic below indicates what steps you and your group members can take together to move to the next stage in your work together.\u00a0 Ultimately, you want to achieve a performing team that supports your learning in community\r\n\r\n[caption id=\"attachment_119\" align=\"alignnone\" width=\"2407\"]<a href=\"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/chapter\/identify-characteristics-of-a-self-directed-learner\/tuckman-2-100x-fw\/\" rel=\"attachment wp-att-119\"><img src=\"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-content\/uploads\/sites\/474\/2018\/06\/Tuckman-2-@100x.fw_.png\" alt=\"Stage 1 \u201cForming\u201d \uf076 individuals are not clear on what they\u2019re supposed to do \uf076 the mission isn\u2019t owned by the group \uf076 wondering where we are going \uf076 no trust yet \uf076 high learning \uf076 no group history; unfamiliar with members \uf076 norms of the team are not established \uf076 people check one another out \uf076 people are not committed to the team Stage 2 \u201cStorming\u201d \uf076 roles and responsibilities are articulated \uf076 agendas are displayed \uf076 problem solving doesn\u2019t work well \uf076 people want to modify the team\u2019s mission \uf076 trying new ideas \uf076 splinter groups form \uf076 people set boundaries \uf076 anxiety abounds \uf076 people push for position and power \uf076 competition is high \uf076 cliques drive the team \uf076 little team spirit lots of personal attacks Stage 3 \u201cNorming\u201d \uf076 success occurs \uf076 team has all the resources for doing the job \uf076 appreciation and trust build \uf076 purpose is well-defined \uf076 feedback is high, well-received, and objective \uf076 team confidence is high \uf076 leader(s) reinforce team behaviours \uf076 members self-reinforce team norms \uf076 hidden agendas become open \uf076 team is creative \uf076 more individual motivation team gains commitment from all members on goals Stage 4 \u201cPerforming\u201d \uf076 team members feel very motivated \uf076 individuals defer to team needs \uf076 no surprises \uf076 little waste-very efficient team operations \uf076 team members have objective outlooks \uf076 individuals take pleasure in the success of the team \uf076 \u201cwe\u201d versus \u201cI\u201d orientation \uf076 high pride in the team \uf076 high openness and support \uf076 high empathy and trust \uf076 superior team performance OK to risk confrontation Action Steps \u201cForming\u201d to \u201cStorming\u201d \uf076 set a mission and goals \uf076 establish roles within the group \uf076 recognize need to move out of \u201cforming\u201d stage \uf076 identify the team, its tools and resources \uf076 leader(s) need to give direction \uf076 figure ways to build trust (not demand it) \uf076 define a reward structure \uf076 take risks \uf076 bring group together periodically to work on common tasks \uf076 assert individual power decide once and for all to be on the teams Action Steps \u201cStorming\u201d to \u201cNorming\u201d \uf076 team leader(s) should actively support and reinforce team behaviour, facilitate the group for wins, create positive environment \uf076 leader(s) must ask for and expect results \uf076 recognize and publicize team wins \uf076 agree on individuals\u2019 roles and responsibilities \uf076 buy into objectives and activities \uf076 listen actively to each other \uf076 set and take team time together \uf076 everyone works actively to set a supportive environment \uf076 have the vision \u201cwe can succeed!\u201d \uf076 request and accept feedback build trust by honouring commitments Action Steps \u201cNorming\u201d to Performing\u201d \uf076 keep up the team wins \uf076 maintain traditions \uf076 praise and support each other \uf076 self-evaluate without fuss \uf076 recognize and reinforce \u201csynergy\u201d team behaviour \uf076 share leadership role in team based on who does what the best \uf076 share rewards for successes \uf076 communicate all the time \uf076 share responsibility \uf076 delegate freely within team \uf076 commit time to the team \uf076 keep raising the bar\/new, higher goals be selective of new team members; train to maintain the team spirit\" width=\"2407\" height=\"1387\" class=\"wp-image-119 size-full\" \/><\/a> Image Credit: Alice Macpherson[\/caption]\r\n\r\nNow that you have reviewed the ways that a team can move on in their development, apply your knowledge to team dilemmas in the quiz below.\u00a0 When you have finished the quiz, go to the next chapter\u00a0to move on in the workshop.\r\n\r\n[h5p id=\"12\"]\r\n\r\n&nbsp;","rendered":"<p>As your group moves through these stages, stay aware of the patterns that tend to occur at each stage.\u00a0 For example, many teams falsely assume that their group cannot function when they find themselves at the storming stage. However, this stage is a normal part of team development, like the others.\u00a0 The infographic below indicates what steps you and your group members can take together to move to the next stage in your work together.\u00a0 Ultimately, you want to achieve a performing team that supports your learning in community<\/p>\n<figure id=\"attachment_119\" aria-describedby=\"caption-attachment-119\" style=\"width: 2407px\" class=\"wp-caption alignnone\"><a href=\"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/chapter\/identify-characteristics-of-a-self-directed-learner\/tuckman-2-100x-fw\/\" rel=\"attachment wp-att-119\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-content\/uploads\/sites\/474\/2018\/06\/Tuckman-2-@100x.fw_.png\" alt=\"Stage 1 \u201cForming\u201d \uf076 individuals are not clear on what they\u2019re supposed to do \uf076 the mission isn\u2019t owned by the group \uf076 wondering where we are going \uf076 no trust yet \uf076 high learning \uf076 no group history; unfamiliar with members \uf076 norms of the team are not established \uf076 people check one another out \uf076 people are not committed to the team Stage 2 \u201cStorming\u201d \uf076 roles and responsibilities are articulated \uf076 agendas are displayed \uf076 problem solving doesn\u2019t work well \uf076 people want to modify the team\u2019s mission \uf076 trying new ideas \uf076 splinter groups form \uf076 people set boundaries \uf076 anxiety abounds \uf076 people push for position and power \uf076 competition is high \uf076 cliques drive the team \uf076 little team spirit lots of personal attacks Stage 3 \u201cNorming\u201d \uf076 success occurs \uf076 team has all the resources for doing the job \uf076 appreciation and trust build \uf076 purpose is well-defined \uf076 feedback is high, well-received, and objective \uf076 team confidence is high \uf076 leader(s) reinforce team behaviours \uf076 members self-reinforce team norms \uf076 hidden agendas become open \uf076 team is creative \uf076 more individual motivation team gains commitment from all members on goals Stage 4 \u201cPerforming\u201d \uf076 team members feel very motivated \uf076 individuals defer to team needs \uf076 no surprises \uf076 little waste-very efficient team operations \uf076 team members have objective outlooks \uf076 individuals take pleasure in the success of the team \uf076 \u201cwe\u201d versus \u201cI\u201d orientation \uf076 high pride in the team \uf076 high openness and support \uf076 high empathy and trust \uf076 superior team performance OK to risk confrontation Action Steps \u201cForming\u201d to \u201cStorming\u201d \uf076 set a mission and goals \uf076 establish roles within the group \uf076 recognize need to move out of \u201cforming\u201d stage \uf076 identify the team, its tools and resources \uf076 leader(s) need to give direction \uf076 figure ways to build trust (not demand it) \uf076 define a reward structure \uf076 take risks \uf076 bring group together periodically to work on common tasks \uf076 assert individual power decide once and for all to be on the teams Action Steps \u201cStorming\u201d to \u201cNorming\u201d \uf076 team leader(s) should actively support and reinforce team behaviour, facilitate the group for wins, create positive environment \uf076 leader(s) must ask for and expect results \uf076 recognize and publicize team wins \uf076 agree on individuals\u2019 roles and responsibilities \uf076 buy into objectives and activities \uf076 listen actively to each other \uf076 set and take team time together \uf076 everyone works actively to set a supportive environment \uf076 have the vision \u201cwe can succeed!\u201d \uf076 request and accept feedback build trust by honouring commitments Action Steps \u201cNorming\u201d to Performing\u201d \uf076 keep up the team wins \uf076 maintain traditions \uf076 praise and support each other \uf076 self-evaluate without fuss \uf076 recognize and reinforce \u201csynergy\u201d team behaviour \uf076 share leadership role in team based on who does what the best \uf076 share rewards for successes \uf076 communicate all the time \uf076 share responsibility \uf076 delegate freely within team \uf076 commit time to the team \uf076 keep raising the bar\/new, higher goals be selective of new team members; train to maintain the team spirit\" width=\"2407\" height=\"1387\" class=\"wp-image-119 size-full\" srcset=\"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-content\/uploads\/sites\/474\/2018\/06\/Tuckman-2-@100x.fw_.png 2407w, https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-content\/uploads\/sites\/474\/2018\/06\/Tuckman-2-@100x.fw_-300x173.png 300w, https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-content\/uploads\/sites\/474\/2018\/06\/Tuckman-2-@100x.fw_-768x443.png 768w, https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-content\/uploads\/sites\/474\/2018\/06\/Tuckman-2-@100x.fw_-1024x590.png 1024w, https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-content\/uploads\/sites\/474\/2018\/06\/Tuckman-2-@100x.fw_-65x37.png 65w, https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-content\/uploads\/sites\/474\/2018\/06\/Tuckman-2-@100x.fw_-225x130.png 225w, https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-content\/uploads\/sites\/474\/2018\/06\/Tuckman-2-@100x.fw_-350x202.png 350w\" sizes=\"auto, (max-width: 2407px) 100vw, 2407px\" \/><\/a><figcaption id=\"caption-attachment-119\" class=\"wp-caption-text\">Image Credit: Alice Macpherson<\/figcaption><\/figure>\n<p>Now that you have reviewed the ways that a team can move on in their development, apply your knowledge to team dilemmas in the quiz below.\u00a0 When you have finished the quiz, go to the next chapter\u00a0to move on in the workshop.<\/p>\n<div id=\"h5p-12\">\n<div class=\"h5p-iframe-wrapper\"><iframe id=\"h5p-iframe-12\" class=\"h5p-iframe\" data-content-id=\"12\" style=\"height:1px\" src=\"about:blank\" frameBorder=\"0\" scrolling=\"no\" title=\"Moving Through Stages of Team Development\"><\/iframe><\/div>\n<\/div>\n<p>&nbsp;<\/p>\n<div class=\"media-attributions clear\" prefix:cc=\"http:\/\/creativecommons.org\/ns#\" prefix:dc=\"http:\/\/purl.org\/dc\/terms\/\"><h2>Media Attributions<\/h2><ul><li >Tuckman 2 @100x.fw       <\/li><\/ul><\/div>","protected":false},"author":244,"menu_order":4,"template":"","meta":{"pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-124","chapter","type-chapter","status-publish","hentry"],"part":23,"_links":{"self":[{"href":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-json\/pressbooks\/v2\/chapters\/124","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-json\/wp\/v2\/users\/244"}],"version-history":[{"count":6,"href":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-json\/pressbooks\/v2\/chapters\/124\/revisions"}],"predecessor-version":[{"id":511,"href":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-json\/pressbooks\/v2\/chapters\/124\/revisions\/511"}],"part":[{"href":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-json\/pressbooks\/v2\/parts\/23"}],"metadata":[{"href":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-json\/pressbooks\/v2\/chapters\/124\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-json\/wp\/v2\/media?parent=124"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-json\/pressbooks\/v2\/chapter-type?post=124"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-json\/wp\/v2\/contributor?post=124"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/pressbooks.bccampus.ca\/learningtolearnonline\/wp-json\/wp\/v2\/license?post=124"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}