【中文版在后面】
In the journey towards building high-performing teams, understanding the dynamics of team development is crucial.
Today, we want to revisit and expand on renowned stages of team development, a model that describes the path teams follow on their way to high performance.
1. Forming – Joining the Circle: Dependence
At this initial stage, team members come together, but often rely heavily on leadership for guidance and direction. It’s characterized by thoughts like, "I need your help." This is where team members are getting to know each other and seeking their place in the team's structure.
2. Storming – Diverging Paths: Independence
As team members begin to assert their individual ideas and directions, conflict is inevitable. This stage is marked by a struggle for dominance and resistance to group influence. Team members might think, "I want to go in this direction; this is my way." Navigating this phase effectively is critical for the team's growth.
3. Norming – Finding Harmony: Reflection and Dialogue
After weathering the storms of conflict, teams move into the norming stage where they start to find common ground. Relationships develop, and new standards evolve. Communication improves, leading to thoughts like, "How can we collaborate best?" This stage is pivotal for setting the groundwork for true teamwork.
4. Performing – Peak Collaboration: Interdependence
Teams that reach this stage exhibit high levels of cohesion and collaboration. The focus shifts from individual agendas to collective success. Members think, "We need each other; we are a team. This is our way." It is here that teams are most productive and effective.
While this model traditionally includes a fifth stage, Adjourning, which involves the disbanding of the team, I’ve chosen to focus on the continuous cycle that teams can experience as they go through these four stages, emphasizing ongoing development and performance.
A few important points from experience: good hiring & good onboarding make a huge difference in building high performing teams. Onboarding is a process of norming and when this is done better there are less storms! Similarly if an organization has clear culture practices again less storms. Leadership cohesiveness, clarity in direction are some other factors that build high performance.
【中文版】
团队发展的5个阶段
在建立高绩效团队的过程中，了解团队发展的动态至关重要。
1. 形成 – 加入圈子：依赖性
2. 暴风雨——分道扬镳的道路：独立
当团队成员开始坚持他们各自的想法和方向时，冲突是不可避免的。这个阶段的特点是争夺统治地位的斗争和对群体影响的抵抗。团队成员可能会想，“我想朝这个方向走;这是我的方式。有效地度过这个阶段对于团队的成长至关重要。
3. 规范——寻找和谐：反思与对话
在经历了冲突的风暴之后，团队进入了规范阶段，他们开始寻找共同点。关系在发展，新标准也在发展。沟通得到了改善，导致了诸如“我们如何才能最好地合作”之类的想法。这个阶段对于为真正的团队合作奠定基础至关重要。
4. 表演 – 巅峰合作：相互依存
达到这个阶段的团队表现出高度的凝聚力和协作能力。重点从个人议程转向集体成功。成员们认为，“我们需要彼此;我们是一个团队。这是我们的方式。正是在这里，团队才最有生产力和效率。
虽然这个模型传统上包括第五个阶段，即休会，这涉及团队的解散，但我选择关注团队在经历这四个阶段时可以经历的持续循环，强调持续的发展和表现。
从经验中可以看出一些重要的几点：良好的招聘和良好的入职培训对建立高绩效团队有着巨大的影响。入职是一个规范的过程，当这一点做得更好时，风暴就会减少！同样，如果一个组织有明确的文化实践，那么风暴就会减少。领导凝聚力、方向清晰是建立高绩效的其他一些因素。
