Stages of Team Growth*

1. Stages of Team Growth* A self-directed team or A team at war with itself? *Content taken from: Scholtes, P. The Team Handbook: How to use teams to improve quality. Joiner Assoc. Madison, WI. 1988.

2. Teams must go through several stages before being able to function productively. Unfortunately, many give up before the “productive” stage is reached. Here are the 4 stages of team growth.**(Scholtes acknowledges this comes from: Bruce Tuckman’s “Development Sequence in Small Groups. Psychological Bulletin, 1955)

3. Stage 1: Forming • Includes feelings of excitement, pride in being chosen; optimism; some anxiety about the work. • Behaviors are aimed at attempting to define the task and decide how it will be accomplished; define group behavior (positive and negative); decide data needed; initial discussions can be lofty or off the mark; team may accomplish very little toward the goal of the team. • This is normal!! The team members are getting to know each other and decide on roles, strengths, etc.

4. Stage 2. Storming • Includes feelings of frustration because the task may be bigger than they thought; some members may want to do the work “their” way; impatience may lead to rushing and not being attentive to details; resistance to the task and to QI in general. • Behaviors may include arguing even when they really agree on the real issue; defensiveness and competition; questioning the wisdom of selecting this project; increase tension. • This is normal!! The team members are beginning to understand one another, even in what seems like a dysfunctional way.

5. Stage 3: Norming • If the group can get storming behind them, the members will begin to reconcile competing loyalties and responsibilities. • Includes feelings of acceptance and ability to express criticism constructively; willingness to be part of the team; relief that progress is being made toward the goal. • Behaviors may include more of an attempt to achieve harmony and avoid conflict; more friendliness and sharing of personal and professional issues; establishing and maintaining ground rules (the norms). • This is normal!! As team learn to work together, less energy is devoted to individual differences and more to the project at hand.

6. Stage 4: Performing • The team has settled its’ relationship and expectations. • Includes feelings of not only acceptance but having insights into personal and group processes; they understand each others’ strengths and weaknesses and use these for the good of the group’s goal. • Behaviors may include constructive self-image; ability to prevent or work through group problems; close attachment to the group. • The team is now effective and can more quickly through the tasks.

7. The duration and intensity of these stages vary from team to team. Sometimes Stage 4 (performing) is achieved in a meeting or two; others may take months. However, with a leader and/or facilitator who has good meetings skills and a template to keep the meeting on track, the group will be productive much quicker and avert serious conflicts.