Why is team development important?

Within every team, there are a variety of working styles, personality traits, preferences and communication methods. This diversity is essential to the success of the company and it’s your job to make sure your team can cooperate despite their differences. Team development can help you avoid conflict, keep projects on track and improve morale.

However, teams may not unite automatically. Developing a team takes time, understanding and leadership. In order to build a team, you must be confident in your role as a leader and in the project you are working on. Understanding how to build a team is crucial in the successful completion of any project.

The five stages of team development

There are many ways to develop a team. Bruce Tuckman’s model, developed in 1965, uses these five stages to explain how teams develop bit by bit:

1. Forming

The forming phase occurs when a team first becomes acquainted with each other. In this stage, members may feel excited about the work ahead and act in an extroverted fashion. Others may also act more reserved as they learn more about each other’s skills, interests and backgrounds. Team members will learn more about each other’s backgrounds and form first impressions of each other. It’s important that all team members feel comfortable at this stage so they can present a good impression to their teammates.

At this stage, the team is also looking for leadership and guidance about the project ahead. This is when the leader shares the project goals, timeline and each member’s roles and responsibilities. Be very clear about what you expect from your employees in order to help them figure out what their responsibilities are to the project and to each other. As this is the beginning, anticipate challenges that might arise with people who may not understand how to cooperate with others effectively.

2. Storming

The storming phase occurs as employees learn more about each other and may disagree about the best way to start the project or approach specific challenges. They will disagree and compete to have their ideas win out. This stage is unavoidable as people with distinct personalities and working styles find out how to work with each other. Team members can become frustrated with each other and may argue. Team productivity may decrease and failure to address serious disagreements may continue and negatively affect the other stages of development.

While this stage is difficult, it’s also unavoidable. The team leader must be adept at helping their fellow team members navigate these disagreements with professionalism and courtesy. Make sure all team members are listening to each other’s arguments, even if they disagree with them. This may require you to prevent outspoken team members from taking control of a conversation and coaching more timid team members on how to be more assertive. At the end of this stage, team members should be more accepting of people’s ideas and have a better understanding of how to work with their fellow team members.

3. Norming

The norming phase occurs when employees recognise one another’s strengths, understand each other’s roles, and become more comfortable working together. They are less focused on individual goals and ideas and are more concerned with how to improve the project. This is also when they socialise more, and employees feel more comfortable asking others for advice and feedback. Team members will understand their role within the project as well as who are the leaders in their group.

As a leader, you may have less to do at this stage as the team increases their self-direction and you have to settle fewer disagreements. Now and then, the team may get stuck and you may need to remind them of the overall goals to help them move forward. Unresolved conflict from the storming phase can lead to regression. Too much socialising between team members may slow progress.

4. Performing

The performing phase occurs when employees are comfortable working together, have built strong relationships and streamlined their processes. This is also when the team reaches peak productivity and is moving forward quickly towards the end goal. Team members are happy working together and appreciative of each other’s talents. There is a clear and secure organisational structure and when conflicts arise, team members deal with them in a professional and constructive manner.

This is a high level of function for a team, and they may not need any guidance from those in leadership roles. So long as you’ve provided your team with the support they needed during earlier phases, they should be nearly self-sufficient. However, just as in the norming stage, conflicts can threaten to disrupt progress if employees still haven’t resolved their differences. During this phase, act as a coach or mentor and offer guidance to help ensure the project meets all goals.

5. Adjourning

The adjourning phase, also known as the mourning phase, occurs once the team has completed the project and members must move on to other endeavours. While employees feel accomplished at the end of a mission, they may also feel disappointed that the experience is over. Especially if they made close relationships with other team members.

Leaders should encourage the team to take a moment to recognise their performance and celebrate their success together. Or, if the project was unsuccessful, this is a great opportunity to analyse what went wrong and look for ways to prevent problems in the future. Team members may feel a sense of loss once a project finishes. Encourage team members to maintain their relationships with each other as this can help lessen the sense of loss.

How to improve team development

Here are some steps you can take in order to improve and encourage team development:

1. Hire the right people

It’s important that you bring in people with different backgrounds, skill sets and working styles. While it might seem easier to develop a team when everyone is similar, success often requires a variety of approaches and ideas.

2. Ensure leaders understand their role

It’s essential anyone in a leadership position understands precisely what’s expected of them in each stage and can provide the right level of support for the team and its individual members. This means being able to provide constructive feedback and keep everyone motivated long-term.

3. Provide necessary resources

Equipping your team with the right technology, equipment and knowledge is essential for driving progress and overcoming obstacles. When teams have the support they need, they’ll be more likely to get along.