1.

Think about the stage development

a. Angies’s team is in the storming stage.
b. Outline typical behaviors of a team in that stage of development
- Critique of group performance: Angie’s team got stuck in one project and
cannot move forward.
- Emerge of conflict over power of leader: The team got stuck in the
continual disagreement about what they are trying to achieve
c. The benefits that flow to Angie and her team when they move into the performing
stage are
- The group’s structure and identity will be formed
- The interpersonal relationship within the group will be maintaining back
- Their project will proceed smoothly without conflict and can finish faster

2. Action Angie and Elliott could take to translate the five drivers of the trust into the way
their teams perform tasks:

- create training courses for members

- define clear goal

- analyze member’s ability and divide task accordingly

- ask for input

- reward creativity

- encourage critical thinking and discussion

- prepare team building activity to increase intimacy and connection

between members

- be presence at workplace and working closely with members

- praise good work and give constructive feedback to the poor one

- always take member’s concern in to consideration and solve the problem

accordingly

- encourage constructive feedback from members

3. Grouping the actions into the five categories:

- Competence: support team members to meet expected outcomes

a. create training courses for members

b. define clear goal

c. analyze member’s ability and divide task accordingly

- Openness: involve people form the team in planning and decision-making

and share information broadly and consistently

a. ask for input

b. reward creativity

c. encourage critical thinking and discussion

d. prepare team building activity to increase intimacy and connection

between members

- Concern for employees and stakeholder: show up, participate and be available

Recognize effort both good and poor

a. be presence at workplace and working closely with members

b. praise good work and give constructive feedback to the poor one

- Deal with unresolved issues, concerns and problems raised by team members

a. always take member’s concern in to consideration and solve the

problem accordingly

b. encourage constructive feedback from members