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Slide1
Moving Teams to High Performance
© The Employee Engagement Group All Rights ReservedSlide2
Agenda
TimeTopic00:00Introductions00:00Topic title00:00Topic title00:00
Topic title
00:00
Topic title00:00Topic title00:00End of Session
© The Employee Engagement
Group
All
Rights ReservedSlide3
Workshop ObjectivesAt the end of this training…
[objective #1]© The Employee Engagement Group All Rights ReservedSlide4
Top Team
Getting to High Performance © The Employee Engagement Group All Rights ReservedSlide5
Top Team
Accessible/visibleNimbleBalancedFocusedDecisive
Respected
Common goals
LeadershipInteractionInvolvement
Individual
self esteem
Decision-making
power
Conflict
resolution
Problem
solving
Flexible
Motivation
Productive
Open
Communications
Clarity of roles
Trust
Clear Mission
Empowered
Getting to High Performance
Morale
Recognition
Purpose
Relationships
© The Employee Engagement Group
All Rights ReservedSlide6
Stages of Team Development
Feeling moderately eager
Anxiety
Where do I fit? What is expected of me?
Testing the situation and
people
Forming
Discrepancy between hopes and reality
Feeling frustrated incompetent and confused : anger around goals, tasks and action plans
Reacting negatively toward leaders and other members
Competing for power and/or
attention
Storming
Resolving discrepancies
Developing trust, support and respect
Developing self-esteem and confidence
Being more open and giving more feedback
Sharing responsibility and control
Using team
language
Norming
Feeling excited about participating in team activities
Feeling team strength
Showing high confidence in accomplishing tasks
Sharing leadership
Performing at high
levels
Performing
Team Development Model – Bruce Tuckman
© The Employee Engagement Group
All Rights ReservedSlide7
Forming
StormingNormingPerformingAssignmentOn a blank piece of paper, create a cross-hatch and label as shown© The Employee Engagement Group All Rights ReservedSlide8
Forming
StormingNormingPerforming© The Employee Engagement Group All Rights ReservedSlide9
Forming
StormingNormingPerformingAssignmentOn a blank piece of paper, create a cross-hatch and label as shownAfter each section we cover (forming, storming, norming, and performing) write specific ideas that will help you move through the process
Avoid general comments like
“Build relationships”
Be specific – “Build relationships through team building activities during the first 5 minutes of the weekly team meeting”© The Employee Engagement Group All Rights ReservedSlide10
Stages of Team Development
Feeling moderately eager
Anxiety
Where do I fit? What is expected of me?
Testing the situation and
people
Forming
Discrepancy between hopes and reality
Feeling frustrated incompetent and confused : anger around goals, tasks and action plans
Reacting negatively toward leaders and other members
Competing for power and/or
attention
Storming
Resolving discrepancies
Developing trust, support and respect
Developing self-esteem and confidence
Being more open and giving more feedback
Sharing responsibility and control
Using team
language
Norming
Feeling excited about participating in team activities
Feeling team strength
Showing high confidence in accomplishing tasks
Sharing leadership
Performing at high
levels
Performing
© The Employee Engagement Group
All Rights ReservedSlide11
Forming
Storming
Norming
Performing
Team Development is a Cycle
Team members
Team leadership
Goals/objectives
Project
© The Employee Engagement Group
All Rights ReservedSlide12
Team Development
Feeling moderately eager
Anxiety
Where do I fit? What is expected of me?
Testing the situation and
people
Forming
Discrepancy between hopes and reality
Feeling frustrated, incompetent, and confused: anger around goals, tasks and action plans
Reacting negatively toward leaders and other members
Competing for power and/or
attention
Storming
Resolving discrepancies
Developing trust, support and respect
Developing self-esteem and confidence
Being more open and giving more feedback
Sharing responsibility and control
Using team
language
Norming
Feeling excited about participating in team activities
Feeling team strength
Showing high confidence in accomplishing tasks
Sharing leadership
Performing at high
levels
Performing
© The Employee Engagement Group
All Rights ReservedSlide13
Accelerating Team Development
Forming
Storming
Norming
Performing
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
© The Employee Engagement Group All Rights ReservedSlide14
Accelerating Team Development
Forming
Storming
Norming
Performing
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
Acknowledge the situation
Explain the team development stages to your team
Discuss the steps for going through the Forming stage and how important it is to establish a strong foundation
Provide key examples of what you, as the leader, will be doing
Describe the situation with the confidence that the team will be successful
Remind the team that this is a natural part of successful team development
© The Employee Engagement Group
All Rights ReservedSlide15
Accelerating Team Development
Forming
Storming
Norming
Performing
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
© The Employee Engagement Group All Rights ReservedSlide16
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
Accelerating Team Development
Forming
Storming
Norming
Performing
Productivity
Forming
Storming
Norming
Performing
© The Employee Engagement Group All Rights ReservedSlide17
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
Accelerating Team Development
Forming
Storming
Norming
Performing
Productivity
Commitment
Forming
Storming
Norming
Performing
© The Employee Engagement Group All Rights ReservedSlide18
Accelerating Team Development
Forming
Storming
Norming
Performing
Source: Tuckman
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
Company
Purpose
What is the purpose of your team?
Use the team exercise to help define your purpose
© The Employee Engagement Group All Rights ReservedSlide19
Team Purpose ExerciseHave your team members discuss these questions to help define the purpose of the teamWhat’s the reason that our group exists?
What does our group produce?Why is it important?How does our work affect our external customer(s)?How does our work allow others in the division/organization to function more effectively?‘Continued on next slide© The Employee Engagement Group All Rights ReservedSlide20
Team Purpose Exercise (continued)What differentiates us from other groups in this division/organization?
What activities are you each involved in? With what groups/people do you need to work?Who depends on your work to get their work done?Which groups’ output do you depend on in order to get your work done?© The Employee Engagement Group All Rights ReservedSlide21
Accelerating Team Development
Forming
Storming
Norming
Performing
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
© The Employee Engagement Group All Rights ReservedSlide22
Acknowledge the situationMap out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team Focus on goals, priorities and tasksMake it clear how people contribute to the purpose and goals – role, skills and experienceEstablish team norms Build relationships and rapportSpend time together as a team Accelerating Team Development
Forming
Storming
Norming
Performing
Five executives of one energy company’s senior management team were asked to list the top ten priorities
Only 2 were consistent for all members
Only 7 were consistent with 2 – 3 members
Thirteen priorities were mentioned by only
one team member
Teamwork at the Top
Erika Herb
What are your team’s top goals and priorities?
Do your team members agree? How do you know?
© The Employee Engagement Group
All Rights ReservedSlide23
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
Accelerating Team Development
Forming
Storming
Norming
Performing
Focus on goals, priorities, and tasks
Find out from your team what they think are the top 1-2 priority goals for your team for:
The next month
The next 3 months
The next 6 months – 1 year
Discuss and confirm goals and priorities
Make sure there is alignment with business line and regional goals and priorities
Identify timeframes and measures of success
Confirm who is individually and collectively responsible for goals
Brainstorm supporting tasks and strategies to achieve the goals
Discuss what the team should start, stop, and continue doing
© The Employee Engagement Group
All Rights ReservedSlide24
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
Accelerating Team Development
Forming
Storming
Norming
Performing
Virtuoso Teams for Excellent Results
Chose members on skills and focus on specialties
Emphasize the individual and elicit the best from each player
Focus on ideas
Work together and intensively
Provide direct feedback
Ensure that creativity trumps efficiency
Virtuoso Teams
HBR, August, 2005
© The Employee Engagement Group All Rights ReservedSlide25
Accelerating Team Development
Forming
Storming
Norming
Performing
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
Now that you are a new team, what team norms do you need to establish?
© The Employee Engagement Group All Rights ReservedSlide26
Accelerating Team Development
Forming
Storming
Norming
Performing
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
Now that you are a new team, what team norms do you need to establish?
Communications
Meeting management
Conflict management
Performance management
Problem-solving
Decision-making
Project management
Rewards/recognition
© The Employee Engagement Group All Rights ReservedSlide27
Accelerating Team Development
Forming
Storming
Norming
Performing
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
Examples of Team Norms
© The Employee Engagement Group
All Rights ReservedSlide28
Accelerating Team Development
Forming
Storming
Norming
Performing
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
Examples of Team Norms
“We will be accountable for meetings: we will participate, be on time, bring what we are responsible for, find out what we missed if absent.”
“Decisions of the team will be made in our team meetings and not questioned outside the meeting.”
“We will
not
use the ‘Reply to All’ button on our e-mail unless the information is essential to all team members.
“We will communicate by phone first and follow up with a short e-mail confirming the discussion”
© The Employee Engagement Group
All Rights ReservedSlide29
Accelerating Team Development
Forming
Storming
Norming
Performing
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
© The Employee Engagement Group All Rights ReservedSlide30
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
Accelerating Team Development
Forming
Storming
Norming
Performing
Building relationships and rapport
Conduct and participate in team-building exercises
Work on strategic projects together
Knowledge sharing
Identify what results in mistrust
Fostering Executive Team Strength
Corporate Executive Board
© The Employee Engagement Group
All Rights ReservedSlide31
Accelerating Team Development
Forming
Storming
Norming
Performing
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
© The Employee Engagement Group All Rights ReservedSlide32
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
Accelerating Team Development
Forming
Storming
Norming
Performing
What types of social activities have you done with your team?
© The Employee Engagement Group All Rights ReservedSlide33
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
Accelerating Team Development
Forming
Storming
Norming
Performing
What types of social activities have you done with your team?
Saturday BBQ (with the families)
Group lunch
Sporting event or show tickets
Quarterly awards dinner
© The Employee Engagement Group
All Rights ReservedSlide34
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a team
Accelerating Team Development
Forming
Storming
Norming
Performing
Tips and techniques for spending time together
All participate in activities
Social aspect - use time to get to know each other
Invite spouse and family members
Create a schedule
© The Employee Engagement Group
All Rights ReservedSlide35
Accelerating Team Development
Forming
Storming
Norming
Performing
Acknowledge the situation
Map out the journey of the team’s life, what are the predictable highs and lows
Establish the common purpose of the team
Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapport
Spend time together as a
team
© The Employee Engagement Group
All Rights ReservedSlide36
Forming
StormingNormingPerformingWhat specific actions can you take during Forming?Acknowledge the situationMap out the journey of the team’s life, what are the predictable highs and lowsEstablish the common purpose of the team Focus on goals, priorities and tasks
Make it clear how people contribute to the purpose and goals – role, skills and experience
Establish team norms
Build relationships and rapportSpend time together as a team © The Employee Engagement Group All Rights ReservedSlide37
Accelerating Team Development
Forming
Storming
Norming
Performing
Discrepancy between hopes and reality
Feeling frustrated incompetent and confused : anger around goals, tasks and action plans
Reacting negatively toward leaders and other members
Competing for power and/or
attention
© The Employee Engagement Group
All Rights ReservedSlide38
Accelerating Team Development
Forming
Storming
Norming
Performing
Storming is natural and essential for change
Allow expression of differences (and frustrations)
Handle disagreement ‘there and then’ and encourage team members to do likewise
Reinforce positive conflict resolution efforts
Revisit roles, goals, tasks and expectations
Balance individual needs with the overall team
needs
© The Employee Engagement Group All Rights ReservedSlide39
Accelerating Team Development
Forming
Storming
Norming
Performing
Storming is natural and essential for change
Allow expression of differences (and frustrations)
Handle disagreement ‘there and then’ and encourage team members to do likewise
Reinforce positive conflict resolution efforts
Revisit roles, goals, tasks and expectations
Balance individual needs with the overall team
needs
Storming is natural and essential for change!
© The Employee Engagement Group All Rights ReservedSlide40
Accelerating Team Development
Forming
Storming
Norming
Performing
Storming is natural and essential for change
Allow expression of differences (and frustrations)
Handle disagreement ‘there and then’ and encourage team members to do likewise
Reinforce positive conflict resolution efforts
Revisit roles, goals, tasks and expectations
Balance individual needs with the overall team
needs
Ways to improve expressions of differences
Group norms (from the Forming stage)
Communications
Meeting management
Conflict management
Problem solving
© The Employee Engagement Group All Rights ReservedSlide41
Accelerating Team Development
Forming
Storming
Norming
Performing
Storming is natural and essential for change
Allow expression of differences (and frustrations)
Handle disagreement ‘there and then’ and encourage team members to do likewise
Reinforce positive conflict resolution efforts
Revisit roles, goals, tasks and expectations
Balance individual needs with the overall team
needs
Handle disagreements immediately:
Teach staff to resolve conflict themselves
Set expectations as you determine roles
Reinforce your expectations – be consistent!
Walk the talk
© The Employee Engagement Group
All Rights ReservedSlide42
Accelerating Team Development
Forming
Storming
Norming
Performing
Storming is natural and essential for change
Allow expression of differences (and frustrations)
Handle disagreement ‘there and then’ and encourage team members to do likewise
Reinforce positive conflict resolution efforts
Revisit roles, goals, tasks and expectations
Balance individual needs with the overall team
needs
“What get’s reinforced, get’s repeated”
Brian
Tracy
Rewards/recognition
Performance and developmental feedback – formal and informal
© The Employee Engagement Group All Rights ReservedSlide43
Accelerating Team Development
Forming
Storming
Norming
Performing
Storming is natural and essential for change
Allow expression of differences (and frustrations)
Handle disagreement ‘there and then’ and encourage team members to do likewise
Reinforce positive conflict resolution efforts
Revisit roles, goals, tasks and expectations
Balance individual needs with the overall team
needs
Revisit roles, goals, tasks and expectations:
During team meetings and one-on-ones
On a scheduled basis
With yourself
Be vigilant following and reinforcing roles, goals, tasks, and expectations
© The Employee Engagement Group
All Rights ReservedSlide44
Accelerating Team Development
Forming
Storming
Norming
Performing
Storming is natural and essential for change
Allow expression of differences (and frustrations)
Handle disagreement ‘there and then’ and encourage team members to do likewise
Reinforce positive conflict resolution efforts
Revisit roles, goals, tasks and expectations
Balance individual needs with the overall team
needs
Team
Individual
© The Employee Engagement Group
All Rights ReservedSlide45
Accelerating Team Development
Forming
Storming
Norming
Performing
Storming is natural and essential for change
Allow expression of differences (and frustrations)
Handle disagreement ‘there and then’ and encourage team members to do likewise
Reinforce positive conflict resolution efforts
Revisit roles, goals, tasks and expectations
Balance individual needs with the overall team
needs
© The Employee Engagement Group
All Rights ReservedSlide46
Forming
StormingNormingPerformingWhat specific actions can you take during Storming?Storming is natural and essential for changeAllow expression of differences (and frustrations)Handle disagreement ‘there and then’ and encourage team members to do likewiseReinforce positive conflict resolution efforts
Revisit roles, goals, tasks and expectations
Balance individual needs with the overall team
needs© The Employee Engagement Group All Rights ReservedSlide47
Team Development
Feeling moderately eager
Anxiety
Where do I fit? What is expected of me?
Testing the situation and
people
Forming
Discrepancy between hopes and reality
Feeling frustrated incompetent and confused : anger around goals, tasks and action plans
Reacting negatively toward leaders and other members
Competing for power and/or
attention
Storming
Resolving discrepancies
Developing trust, support and respect
Developing self-esteem and confidence
Being more open and giving more feedback
Sharing responsibility and control
Using team
language
Norming
Feeling excited about participating in team activities
Feeling team strength
Showing high confidence in accomplishing tasks
Sharing leadership
Performing at high
levels
Performing
© The Employee Engagement Group
All Rights ReservedSlide48
Team Development
Feeling moderately eager
Anxiety
Where do I fit? What is expected of me?
Testing the situation and
people
Forming
Discrepancy between hopes and reality
Feeling frustrated incompetent and confused : anger around goals, tasks and action plans
Reacting negatively toward leaders and other members
Competing for power and/or
attention
Storming
Resolving discrepancies
Developing trust, support and respect
Developing self-esteem and confidence
Being more open and giving more feedback
Sharing responsibility and control
Using team
language
Norming
Feeling excited about participating in team activities
Feeling team strength
Showing high confidence in accomplishing tasks
Sharing leadership
Performing at high
levels
Performing
© The Employee Engagement Group All Rights ReservedSlide49
Forming
Storming
Find areas that the team agrees on and focus on the positives, what the team does well
Develop self-esteem and confidence in individuals and in the team by celebrating success
Encourage open feedback
Ask people to review and improve
processes
Norming
Performing
Accelerating Team Development
© The Employee Engagement Group
All Rights ReservedSlide50
Forming
Storming
Find areas that the team agrees on and focus on the positives, what the team does well
Develop self-esteem and confidence in individuals and in the team by celebrating success
Encourage open feedback
Ask people to review and improve
processes
Norming
Performing
Accelerating Team Development
© The Employee Engagement Group
All Rights ReservedSlide51
Forming
Storming
Find areas that the team agrees on and focus on the positives, what the team does well
Develop self-esteem and confidence in individuals and in the team by celebrating success
Encourage open feedback
Ask people to review and improve
processes
Norming
Performing
Accelerating Team Development
Basic Rules for Celebrations
Available to all
Based on a specific accomplishment
Reasonable
Consistent
© The Employee Engagement Group
All Rights ReservedSlide52
Forming
Storming
Find areas that the team agrees on and focus on the positives, what the team does well
Develop self-esteem and confidence in individuals and in the team by celebrating success
Encourage open feedback
Ask people to review and improve
processes
Norming
Performing
Accelerating Team Development
Encourage feedback by
Listening to team members
Asking for members to share feedback and encouraging push-back
Coaching team members on giving and receiving feedback
© The Employee Engagement Group
All Rights ReservedSlide53
Forming
Storming
Find areas that the team agrees on and focus on the positives, what the team does well
Develop self-esteem and confidence in individuals and in the team by celebrating success
Encourage open feedback
Ask people to review and improve
processes
Norming
Performing
Accelerating Team Development
© The Employee Engagement Group
All Rights ReservedSlide54
Forming
Storming
Find areas that the team agrees on and focus on the positives, what the team does well
Develop self-esteem and confidence in individuals and in the team by celebrating success
Encourage open feedback
Ask people to review and improve
processes
Norming
Performing
Accelerating Team Development
© The Employee Engagement Group
All Rights ReservedSlide55
Forming
StormingNormingPerformingWhat specific actions can you take during Norming?Find areas that the team agrees on and focus on the positives, what the team does wellDevelop self-esteem and confidence in individuals and in the team by celebrating successEncourage open feedback
Ask people to review and improve
processes
© The Employee Engagement Group All Rights ReservedSlide56
Team Development
Feeling moderately eager
Anxiety
Where do I fit? What is expected of me?
Testing the situation and
people
Forming
Discrepancy between hopes and reality
Feeling frustrated incompetent and confused : anger around goals, tasks and action plans
Reacting negatively toward leaders and other members
Competing for power and/or
attention
Storming
Resolving discrepancies
Developing trust, support and respect
Developing self-esteem and confidence
Being more open and giving more feedback
Sharing responsibility and control
Using team
language
Norming
Feeling excited about participating in team activities
Feeling team strength
Showing high confidence in accomplishing tasks
Sharing leadership
Performing at high
levels
Performing
© The Employee Engagement Group
All Rights ReservedSlide57
Forming
Storming
Norming
Share decision making, ownership, and accountability
Continue to celebrate success and look for new challenges . . . yet
Watch for overconfidence in the
team
Performing
Accelerating Team Development
© The Employee Engagement Group
All Rights ReservedSlide58
Forming
Storming
Norming
Share decision making, ownership, and accountability
Continue to celebrate success and look for new challenges . . . yet
Watch for overconfidence in the
team
Performing
Accelerating Team Development
© The Employee Engagement Group All Rights ReservedSlide59
Forming
Storming
Norming
Share decision making, ownership, and accountability
Continue to celebrate success and look for new challenges . . . yet
Watch for overconfidence in the
team
Performing
Accelerating Team Development
© The Employee Engagement Group
All Rights ReservedSlide60
Forming
Storming
Norming
Share decision making, ownership, and accountability
Continue to celebrate success and look for new challenges . . . yet
Watch for overconfidence in the
team
Performing
Accelerating Team Development
© The Employee Engagement Group
All Rights ReservedSlide61
Forming
Storming
Norming
Share decision making, ownership, and accountability
Continue to celebrate success and look for new challenges . . . yet
Watch for overconfidence in the
team
Performing
Accelerating Team Development
© The Employee Engagement Group
All Rights ReservedSlide62
Forming
StormingNormingPerformingWhat specific actions can you take during Performing?Share decision making, ownership, and accountabilityContinue to celebrate success and look for new challenges . . . yetWatch for overconfidence in the team
© The Employee Engagement Group
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AssignmentDetermine the stage your team is inFormingStormingNormingPerforming
Identify at least 3 specific actions you can take to move the team through this stageSome actions may require going back to an earlier stageCreate an action plan that you will share with yourManagerTeam© The Employee Engagement Group All Rights ReservedSlide64
Forming
Storming
Norming
Performing
Questions
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Thank you© The Employee Engagement Group All Rights Reserved