The Journey of a Team
When a new team is formed, whether in a professional setting or elsewhere, it goes through a series of distinct stages before becoming a high-performing unit. It becomes a journey.
Consider a team as a group of musicians. They each bring their own instruments and talents, but to create a beautiful symphony, they need time to practice and grow together. Just like musicians, teams go through distinct stages as they develop.
Understanding these stages is crucial for team leaders and members alike, as it helps them navigate the challenges and opportunities that arise along the way.
The Stages of Team Formation
- Forming: This is the starting point where individuals come together as a team, often feeling uncertain and cautious about their roles and responsibilities. During this phase, members are polite and respectful, but they may also be holding back their true opinions and personalities. This is the initial get-to-know-you phase.
- Storming: This is the not-so-harmonious phase. As the team starts working together, differences in opinions, work styles, and personalities may emerge. This can lead to conflicts and disagreements as individuals try to establish their position within the team. It’s important for the team to address these conflicts constructively to move forward.
- Norming: With time, the team begins to resolve their differences and establish norms or standards of behavior. The team starts to find its rhythm. They establish ground rules, communication channels, and how they’ll work together. Members start to understand and appreciate each other’s strengths and weaknesses, and they develop a sense of cohesion and trust.
- Performing: This is the golden stage! The team functions like a well-oiled machine. They understand each other’s strengths, can anticipate needs, and solve problems efficiently. They are focused on achieving their goals and delivering high-quality results.
- Adjourning (optional): This is where the team disbands either because the project is completed or due to other reasons like restructuring. It can be a bittersweet experience, as members may feel a sense of accomplishment but also sadness at the dissolution of the team.
The Cost of Constant Change
Just like it takes time for musicians to become a great band, effective teams need time to develop. Unfortunately, some organizations keep changing team members, disrupting the natural progression.
This has several downsides:
- Restarting the Stages: Each new member requires going back to the “forming” stage, which slows down progress.
- Reduced Trust and Communication: Building trust and open communication takes time. Frequent changes make it harder for team members to feel comfortable sharing ideas and collaborating effectively.
- Loss of Knowledge and Momentum: When members leave, valuable knowledge and momentum built up by the team are lost. New members need to be brought up to speed, further delaying progress.
Investing in Stability
It’s essential for organizations to recognize the importance of stable team compositions and strive to minimize unnecessary changes, allowing teams to reach their full potential and achieve their goals effectively. While some team changes are inevitable, aiming for stability whenever possible is valuable. Here’s how:
- Clear Goals and Roles: When everyone understands the team’s goals and their individual roles, it provides a sense of purpose and reduces confusion.
- Effective Communication: Encourage open communication and active listening to address issues constructively before they escalate into “storming” conflicts.
- Celebrate Successes: Recognizing and celebrating achievements builds team spirit and motivates everyone to keep striving for excellence.
Remember, a great team is like a well-rehearsed orchestra — the more they play together, the sweeter the music they create.
