Step 2

Strategies in team development stages

Developing a team usually involves many stages. They are forming, storming, Norming,

performing and adjourning respectively. These were formed as a result of a research by professor

Bruce W. Tuckman (Susan, 2019). A team has to have certain strategies to properly navigate

through these stages. The first stage is the forming stage where the members have a certain level

of anxiety as they are new to the group and they will be concerned about acceptance in the group

and also the various expectations from the group. The members always rely on the leader at this

stage. To loosen a bit the team leader or the therapist could provide a chance for discussions

among the member where they could share their ideas and thoughts. These discussions should be

in terms with the team goals and also should help with creating relationships and identifying

similarities among the members. (Bernard, Burlingame, Flores, Greene, 2009).

The second stage is the Storming. This is where the conflicts arise about the leadership in the

team. The various roles of the members the evaluation scheme and the leadership are also factors

of this stage. Various forms of conflict will arise in this stage around these factors. This will help

understand the distinction between the members. Some will be hyperactive but some will be

inactive. The conflicts at storming stages are relevant for the team to move on to the next stage.

Some teams won’t be able to move forward from this stage. (Langton, Robbins, Judge, 2019).

Norming is the third stage. At this stage members will develop cohesiveness. The stereotypes

and preconceived notions of members will slowly start to change in this stage. The members will

create a flow of information which is basically their views feelings. A proper strategy is to

maintain the flow of information and feedbacks and also developing problem solving skills.
This is followed by the performing stage where the work is actually in progress. The team

members would start to work together on the tasks assigned. The members would be able to

work individually and will be productive. The leader should focus on maintaining group unity

and let the work progress and take initiative to reduce individual conflict among members.

This is the final stage of team development. The team will be concentrated in ending the

activities. It also involves appreciation for work. A good strategy at this stage would be to assist

in the concluding process. The leader should help the members in assisting their emotions and

ideas. Also, they should assist any members who need help and follow up. The disengagement

and terminations should be done carefully and make sure that the relationships are not unhealthy.

To be a High performing Value added Self-managed value-added working team (HPVASMWT)

the members have to maintain certain norms. There are different characteristics to be a

HPVASMWT. a. The team members should have a common goal or shared goal which is

important for the team. b. The leadership is another main factor, it defines the whole team. c.

There should be proper communication among the team which is helpful to the members to

express their ideas. d. The team also should be time oriented in their working. e. Proper planning

is another mechanism used in a self-managed team. f. The team should have adequate feedback

system for the work done by members. (Nina Cristina Magpili, Pilar Pazos 2017).e. On top of

that a self-managed team should have high participation from its members. It’s the core of the

team. An HPVASMWT has proper guiding principle which guide their actions. A flexible and

adaptable structure also adds to the success of the team (Susan G. Cohen, Gerald E Ledford Jr,

1994). Building a self-managed team involve certain ways. Starting with the team composition

itself: The teams should not be too large or too small. A small team will not have diversity and
will result in bad decision making. (Scott Keller, Mary Maeney, 2017) Apart from that the team

leaders should consider the skills and abilities needed for the work to be done and what the

members bring in. team dynamics is important which is revealed when the team starts to work

together. Starting point: To start with the team members should be interviewed to know the

expectations and to ensure their role in the team.

Relevance of team cohesiveness

Team cohesion literally means the unity in a team for the success of the team goal. A non-

cohesive team might be difficult to work with. Increased efficiency and productivity are the

results of a cohesive team. A cohesive team focuses on group goals rather than sticking to

individual goals. Members in a cohesive team feels like they have a sense of belonging to the

team and proud to be part of the success. Building a cohesive team involves understanding the

strengths and weaknesses of the members and assist them whenever it is needed, also the team

members should have trust and confidence among themselves only then the team would be

productive.

To be a high performing self-managed value-added working team member there are several

criteria’s: a) The members should respect each other. b) Should be always dedicated to the team

and team goals. c) The member should properly know their responsibility or goals that they have

to work on. (Benjamin Laker, 2020) d) Should be helpful and provide assistance to other team

members when needed. e) The member needs to properly understand the team objectives. f) To

be a HPSMVAWT member he/she needs to communicate effectively with other members of the

team and have to derive solutions for the problems together. g) The member has to ask for proper

feedback of the work done by them for the team. h) Celebration of success of work
Now because of the pandemic there has been a rise in “virtual teams” which allows the members

to work together from different locations or even from different countries. This virtual team

allowed greater flexibility in work and personal life of individuals (Keith Ferrazzi, 2014). There

are certain elements in this virtual team work they are: 1- The technology which is needed for the

proper and effective communication. The availability of these technologies may be different in

many areas. The platforms like zoom and bongo are used for the team meetings and classes. 2-

Cooperation and inclusivity is also important in the virtual teamwork. The team should have

proper guidelines and framework. 3- The success of a virtual team is also depended on how the

leaders or members are able to connect among themselves for the common goals.
References
Nina Cristina Maggpili, P. p. (2017). Self managing team performance: A systematic review of multi-level
inout factors. Retrieved from https://doi.org/10.1177/1046496417710500

Bernard Burlingame, Flores. Greene. (2009). Clinical practices guidelines for group psychotherapy.
Retrieved from Bernard, Burlingame, Flores, Greene, 2009

Susan G Cohen, Gerald. E. Ledford Jr (1994). Effectiveness of self-management teams: a quasi

experiment. Retrieved from https://doi.org/10.1177/001872679404700102

Scott Keller, M. meaney. (2017). High performing teams: A timeless leadership topic. Retrieved from
https://www.mckinsey.com/business-functions/organization/our-insights/high-performing-
teams-a-timeless-leadership-topic

Langton, N. Robbins,S.P Judge. (2019). Organizational behaviour: concepts,controversies. Pearson

Canada Inc.

Laker, B. (2020). How to lead a virtual team in Corna virus crisis. Forbes. Retrieved from
https://www.forbes.com/sites/joewalsh/2021/03/03/global-covid-cases-are-increasing-again-
as-who-warns-of-premature-relaxation-on-social-distancing/?sh=156b435c4a01