https://ceopedia.org/index.php?title=Team_stages&feed=atom&action=historyTeam stages - Revision history2024-03-28T19:31:12ZRevision history for this page on the wikiMediaWiki 1.39.4https://ceopedia.org/index.php?title=Team_stages&diff=97244&oldid=prevSw: Text cleaning2023-11-18T04:42:48Z<p>Text cleaning</p>
<table style="background-color: #fff; color: #202122;" data-mw="interface">
<col class="diff-marker" />
<col class="diff-content" />
<col class="diff-marker" />
<col class="diff-content" />
<tr class="diff-title" lang="en">
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">← Older revision</td>
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 05:42, 18 November 2023</td>
</tr><tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l1">Line 1:</td>
<td colspan="2" class="diff-lineno">Line 1:</td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>'''Team stages''' is a concept, first introduced by Bruce Wayne Tuckman, a psychologist, in 1965. The theory was given an official name, "Tuckman's Stages". Researching processes and dynamics inside teams is the groundwork for "Tuckman's Stages". Earlier in his findings, Tuckman determined four stages: Forming, Storming, Norming, Performing. But several years later, fifth stage, Adjourning, was added to the theory<ref>Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf Staged of small-group development revisited], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 <del style="font-weight: bold; text-decoration: none;"> </del></ref>.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>'''Team stages''' is a concept, first introduced by Bruce Wayne Tuckman, a psychologist, in 1965. The theory was given an official name, "Tuckman's Stages". Researching processes and dynamics inside teams is the groundwork for "Tuckman's Stages". Earlier in his findings, Tuckman determined four stages: Forming, Storming, Norming, Performing. But several years later, fifth stage, Adjourning, was added to the theory<ref>Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf Staged of small-group development revisited], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 </ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>== Forming Stage ==</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>==Forming Stage==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Forming Stage''' is mainly for team members to get to know each other and to orient themselves in the new [[company]]. Level of uncertainty is relatively high, since some people are often reluctant to show emotions or engage in new relationships. Others can deviate from their normal [[behaviour]] in order to fit in and be respected, which can be problem in later stages. Several individuals may seek to become a leader and take command over the group. The goal of The Forming Stage is to identify the team's mission, allocate suitable roles for all group members, organise duties and responsibilities effectively. Developing a schedule for the [[project]] is also included in this stage, deciding the time for meetings, etc<ref>(2011), Uwe Bußmann, Silvia Schweighofer, [https://books.google.com.ua/books?id=YWhjAQAAQBAJ&printsec=frontcover&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwj5t_P-5p3tAhWeAxAIHZuoAAYQ6AEwB3oECAUQAg#v=onepage&q=tuckman's%20stages%20of%20development&f=false Group Dynamics: The Nature of Groups & Dynamics of Informal Groups and Dysfunctions], Published by diplom.de, p. 11-13 </ref>. </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Forming Stage''' is mainly for team members to get to know each other and to orient themselves in the new [[company]]. Level of uncertainty is relatively high, since some people are often reluctant to show emotions or engage in new relationships. Others can deviate from their normal [[behaviour]] in order to fit in and be respected, which can be problem in later stages. Several individuals may seek to become a leader and take command over the group. The goal of The Forming Stage is to identify the team's mission, allocate suitable roles for all group members, organise duties and responsibilities effectively. Developing a schedule for the [[project]] is also included in this stage, deciding the time for meetings, etc<ref>(2011), Uwe Bußmann, Silvia Schweighofer, [https://books.google.com.ua/books?id=YWhjAQAAQBAJ&printsec=frontcover&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwj5t_P-5p3tAhWeAxAIHZuoAAYQ6AEwB3oECAUQAg#v=onepage&q=tuckman's%20stages%20of%20development&f=false Group Dynamics: The Nature of Groups & Dynamics of Informal Groups and Dysfunctions], Published by diplom.de, p. 11-13 </ref>. </div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>== Storming Stage ==</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>==Storming Stage==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Storming Stage''' is considered to be the most challenging out of all the stages to go through. At this point team members are acquainted with the project, so conflicts between personalities appear. People start competing for authoritarian position in the group, which slows down overall progress and performance. In The Storming Stage a clear distinction between more and less dominant confrontational workers can be seen. The latter ones prefer to not enter arguments and remain neutral. In order to overcome this stage conflicts [[need]] to be addressed and dealt with. People tend to ask questions, that revolve around benefits and incentives policy, criteria for individual and group assessment, during this period of time. Those questions have to answered so that group members feel secure, committed and have a [[sense of belonging]] to team<ref>Irena Stotz, (2013), [https://books.google.com.ua/books?id=lhNzAgAAQBAJ&printsec=frontcover&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATABegQIARAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Team development. How to assemble a successful team], Published by GRIN Verlag, p. 8-9</ref>.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Storming Stage''' is considered to be the most challenging out of all the stages to go through. At this point team members are acquainted with the project, so conflicts between personalities appear. People start competing for authoritarian position in the group, which slows down overall progress and performance. In The Storming Stage a clear distinction between more and less dominant confrontational workers can be seen. The latter ones prefer to not enter arguments and remain neutral. In order to overcome this stage conflicts [[need]] to be addressed and dealt with. People tend to ask questions, that revolve around benefits and incentives policy, criteria for individual and group assessment, during this period of time. Those questions have to answered so that group members feel secure, committed and have a [[sense of belonging]] to team<ref>Irena Stotz, (2013), [https://books.google.com.ua/books?id=lhNzAgAAQBAJ&printsec=frontcover&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATABegQIARAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Team development. How to assemble a successful team], Published by GRIN Verlag, p. 8-9</ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>== Norming Stage ==</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>==Norming Stage==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Norming Stage''' is a stage where previous conflicts are worked through and the group gains more of a united front. At this point, [[competition]] for the leadership position is over and the team has agreed on who gets to take that role. [[Communication]] in the [[workplace]] becomes less stressful and more easy-going, group members develop positive relationships. During The Norming Stage [[performance level]] grows, because efforts are targeted towards the project and the actual objectives, as opposed to interpersonal matters. At this point in the team-development [[process]], regular group members might start to be interested in showing more initiative and [[creativity]] in their [[work]]. When this happens, it is important for the opinions and ideas to be considered and encouraged, as people feel valued and involved, which is beneficial for the project and the team dynamics<ref>Glenn M. Parker, (2011), [https://books.google.com.ua/books?id=eenyo0-gjIsC&pg=PA134&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAHegQIBRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Team Players and Teamwork: New Strategies for Developing Successful Collaboration], Published by John Wiley & Sons, p. 133-134</ref>.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Norming Stage''' is a stage where previous conflicts are worked through and the group gains more of a united front. At this point, [[competition]] for the leadership position is over and the team has agreed on who gets to take that role. [[Communication]] in the [[workplace]] becomes less stressful and more easy-going, group members develop positive relationships. During The Norming Stage [[performance level]] grows, because efforts are targeted towards the project and the actual objectives, as opposed to interpersonal matters. At this point in the team-development [[process]], regular group members might start to be interested in showing more initiative and [[creativity]] in their [[work]]. When this happens, it is important for the opinions and ideas to be considered and encouraged, as people feel valued and involved, which is beneficial for the project and the team dynamics<ref>Glenn M. Parker, (2011), [https://books.google.com.ua/books?id=eenyo0-gjIsC&pg=PA134&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAHegQIBRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Team Players and Teamwork: New Strategies for Developing Successful Collaboration], Published by John Wiley & Sons, p. 133-134</ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>== Performing Stage ==</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>==Performing Stage==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Performing Stage''' is the stage when team members already have some experience working in this particular group, the structure of the group has been organised and proved to be effective. Cooperation in this stage is for successful functioning. Level of productivity is high, because all team members have a deeper understanding of their role and everyone is working towards the common goal. Some conflicts or difficult situations might come up in The Performing Stage, but it is easier to resolve them. Several new objectives or developments of the initial [[plan]] can emerge, as people aim to achieve the highest results possible<ref>Steve M. Jex, Thomas W. Britt, (2014), [https://books.google.com.ua/books?id=_bLbBQAAQBAJ&pg=PA412&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAIegQICRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Organizational Psychology: A Scientist-Practitioner Approach], Published by John Wiley & Sons, p. 412-413</ref>.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Performing Stage''' is the stage when team members already have some experience working in this particular group, the structure of the group has been organised and proved to be effective. Cooperation in this stage is for successful functioning. Level of productivity is high, because all team members have a deeper understanding of their role and everyone is working towards the common goal. Some conflicts or difficult situations might come up in The Performing Stage, but it is easier to resolve them. Several new objectives or developments of the initial [[plan]] can emerge, as people aim to achieve the highest results possible<ref>Steve M. Jex, Thomas W. Britt, (2014), [https://books.google.com.ua/books?id=_bLbBQAAQBAJ&pg=PA412&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAIegQICRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Organizational Psychology: A Scientist-Practitioner Approach], Published by John Wiley & Sons, p. 412-413</ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>== Adjourning Stage ==</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>==Adjourning Stage==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Adjourning Stage''' takes place after the majority of the objectives have been achieved. Team members focus on making minor changes, developments, updates and finishing minor assignments, as well as assessing the results, comparing the expected outcomes with the actual ones. When the project has come to an end, group members are usually being moved onto different teams and projects. Often some form of gathering in honour of finishing the project is welcomed and good for people<ref>Jennifer J. Britton, (2013), [https://books.google.com.ua/books?id=By0KBHM5T24C&pg=PA197&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwjXjeim7J3tAhXnlosKHXd9ANg4FBDoATAFegQIBhAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false From One to Many: Best Practices for Team and Group Coaching], Published by John Wiley & Sons, p. 197-199</ref>.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Adjourning Stage''' takes place after the majority of the objectives have been achieved. Team members focus on making minor changes, developments, updates and finishing minor assignments, as well as assessing the results, comparing the expected outcomes with the actual ones. When the project has come to an end, group members are usually being moved onto different teams and projects. Often some form of gathering in honour of finishing the project is welcomed and good for people<ref>Jennifer J. Britton, (2013), [https://books.google.com.ua/books?id=By0KBHM5T24C&pg=PA197&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwjXjeim7J3tAhXnlosKHXd9ANg4FBDoATAFegQIBhAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false From One to Many: Best Practices for Team and Group Coaching], Published by John Wiley & Sons, p. 197-199</ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Advantages of Team stages==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Advantages of Team stages==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>The team stages theory introduced by Bruce Wayne Tuckman brings numerous advantages to teams. These include: </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>The team stages theory introduced by Bruce Wayne Tuckman brings numerous advantages to teams. These include: </div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* Improved understanding of team dynamics <del style="font-weight: bold; text-decoration: none;">– </del>Team stages provides a structure and guidelines that teams can use to better understand the different phases of their development, aiding them in identifying and managing issues as they arise.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* Improved understanding of team dynamics <ins style="font-weight: bold; text-decoration: none;">- </ins>Team stages provides a structure and guidelines that teams can use to better understand the different phases of their development, aiding them in identifying and managing issues as they arise.</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* Clear roles and responsibilities <del style="font-weight: bold; text-decoration: none;">– </del>Team stages helps teams to identify their specific roles, responsibilities and functions, assigning each team member a unique role that can help the team to work more efficiently.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* Clear roles and responsibilities <ins style="font-weight: bold; text-decoration: none;">- </ins>Team stages helps teams to identify their specific roles, responsibilities and functions, assigning each team member a unique role that can help the team to work more efficiently.</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* Enhanced productivity <del style="font-weight: bold; text-decoration: none;">– </del>A team that understands the stages of development and the roles and responsibilities of each member can be more productive and efficient, as they are able to work together in a more cohesive and productive manner.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* Enhanced productivity <ins style="font-weight: bold; text-decoration: none;">- </ins>A team that understands the stages of development and the roles and responsibilities of each member can be more productive and efficient, as they are able to work together in a more cohesive and productive manner.</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* Improved communication <del style="font-weight: bold; text-decoration: none;">– </del>Team stages helps teams to better communicate, enabling them to more effectively share ideas and resolve issues.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* Improved communication <ins style="font-weight: bold; text-decoration: none;">- </ins>Team stages helps teams to better communicate, enabling them to more effectively share ideas and resolve issues.</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* Improved team morale <del style="font-weight: bold; text-decoration: none;">– </del>Team stages can help to improve team morale, as team members understand the stages of development and can better appreciate the value of their contributions.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* Improved team morale <ins style="font-weight: bold; text-decoration: none;">- </ins>Team stages can help to improve team morale, as team members understand the stages of development and can better appreciate the value of their contributions.</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* A sense of accomplishment <del style="font-weight: bold; text-decoration: none;">– </del>Working through the stages of [[team development]] can help team members to feel a greater sense of accomplishment, as they can see the progress that they have made in developing and strengthening their team.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* A sense of accomplishment <ins style="font-weight: bold; text-decoration: none;">- </ins>Working through the stages of [[team development]] can help team members to feel a greater sense of accomplishment, as they can see the progress that they have made in developing and strengthening their team.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Limitations of Team stages==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Limitations of Team stages==</div></td></tr>
<tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l39">Line 39:</td>
<td colspan="2" class="diff-lineno">Line 39:</td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>In summary, there are several approaches related to Team stages in addition to Tuckman's Stages. These other approaches include the Five-Stage Team Development Model, the Team Performance Model, and the Team Life Cycle Model. Each of these models offers unique insight into the dynamics of team development.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>In summary, there are several approaches related to Team stages in addition to Tuckman's Stages. These other approaches include the Five-Stage Team Development Model, the Team Performance Model, and the Team Life Cycle Model. Each of these models offers unique insight into the dynamics of team development.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>== Footnotes ==</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>==Footnotes==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><references /></div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><references /></div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>{{infobox5|list1={{i5link|a=[[Team dynamics]]}} &mdash; {{i5link|a=[[Theory X and Y]]}} &mdash; {{i5link|a=[[Contingency leadership]]}} &mdash; {{i5link|a=[[Job characteristics]]}} &mdash; {{i5link|a=[[Management styles]]}} &mdash; {{i5link|a=[[Ability to work in a team]]}} &mdash; {{i5link|a=[[Delegative leadership]]}} &mdash; {{i5link|a=[[Belbin team role inventory]]}} &mdash; {{i5link|a=[[Internal motivation]]}} }}</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>{{infobox5|list1={{i5link|a=[[Team dynamics]]}} &mdash; {{i5link|a=[[Theory X and Y]]}} &mdash; {{i5link|a=[[Contingency leadership]]}} &mdash; {{i5link|a=[[Job characteristics]]}} &mdash; {{i5link|a=[[Management styles]]}} &mdash; {{i5link|a=[[Ability to work in a team]]}} &mdash; {{i5link|a=[[Delegative leadership]]}} &mdash; {{i5link|a=[[Belbin team role inventory]]}} &mdash; {{i5link|a=[[Internal motivation]]}} }}</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>==References ==</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>==References==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf ''Staged of small-group development revisited''], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf ''Staged of small-group development revisited''], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 </div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Glenn M. Parker, (2011), [https://books.google.com.ua/books?id=eenyo0-gjIsC&pg=PA134&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAHegQIBRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false ''Team Players and Teamwork: New Strategies for Developing Successful Collaboration''], Published by John Wiley & Sons, p. 133-134</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Glenn M. Parker, (2011), [https://books.google.com.ua/books?id=eenyo0-gjIsC&pg=PA134&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAHegQIBRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false ''Team Players and Teamwork: New Strategies for Developing Successful Collaboration''], Published by John Wiley & Sons, p. 133-134</div></td></tr>
<tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l51">Line 51:</td>
<td colspan="2" class="diff-lineno">Line 51:</td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Steve M. Jex, Thomas W. Britt, (2014), [https://books.google.com.ua/books?id=_bLbBQAAQBAJ&pg=PA412&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAIegQICRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false ''Organizational Psychology: A Scientist-Practitioner Approach''], Published by John Wiley & Sons, p. 412-413</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Steve M. Jex, Thomas W. Britt, (2014), [https://books.google.com.ua/books?id=_bLbBQAAQBAJ&pg=PA412&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAIegQICRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false ''Organizational Psychology: A Scientist-Practitioner Approach''], Published by John Wiley & Sons, p. 412-413</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Uwe Bußmann, Silvia Schweighofer, (2011), [https://books.google.com.ua/books?id=YWhjAQAAQBAJ&printsec=frontcover&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwj5t_P-5p3tAhWeAxAIHZuoAAYQ6AEwB3oECAUQAg#v=onepage&q=tuckman's%20stages%20of%20development&f=false ''Group Dynamics: The Nature of Groups & Dynamics of Informal Groups and Dysfunctions''], Published by diplom.de, p. 11-13</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Uwe Bußmann, Silvia Schweighofer, (2011), [https://books.google.com.ua/books?id=YWhjAQAAQBAJ&printsec=frontcover&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwj5t_P-5p3tAhWeAxAIHZuoAAYQ6AEwB3oECAUQAg#v=onepage&q=tuckman's%20stages%20of%20development&f=false ''Group Dynamics: The Nature of Groups & Dynamics of Informal Groups and Dysfunctions''], Published by diplom.de, p. 11-13</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>[[Category:Human resources management]]</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>[[Category:Human resources management]]</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>{{a| Daria Boiko}}</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>{{a| Daria Boiko}}</div></td></tr>
</table>Swhttps://ceopedia.org/index.php?title=Team_stages&diff=96261&oldid=prevSw: Infobox5 upgrade2023-11-18T02:47:11Z<p>Infobox5 upgrade</p>
<table style="background-color: #fff; color: #202122;" data-mw="interface">
<col class="diff-marker" />
<col class="diff-content" />
<col class="diff-marker" />
<col class="diff-content" />
<tr class="diff-title" lang="en">
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">← Older revision</td>
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 03:47, 18 November 2023</td>
</tr><tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l1">Line 1:</td>
<td colspan="2" class="diff-lineno">Line 1:</td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;">{{infobox4</del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;">|list1=</del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><ul></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Team dynamics]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Theory X and Y]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Contingency leadership]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Job characteristics]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Management styles]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Ability to work in a team]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Delegative leadership]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Belbin team role inventory]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Internal motivation]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"></ul></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;">}}</del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''Team stages''' is a concept, first introduced by Bruce Wayne Tuckman, a psychologist, in 1965. The theory was given an official name, "Tuckman's Stages". Researching processes and dynamics inside teams is the groundwork for "Tuckman's Stages". Earlier in his findings, Tuckman determined four stages: Forming, Storming, Norming, Performing. But several years later, fifth stage, Adjourning, was added to the theory<ref>Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf Staged of small-group development revisited], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 </ref>.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''Team stages''' is a concept, first introduced by Bruce Wayne Tuckman, a psychologist, in 1965. The theory was given an official name, "Tuckman's Stages". Researching processes and dynamics inside teams is the groundwork for "Tuckman's Stages". Earlier in his findings, Tuckman determined four stages: Forming, Storming, Norming, Performing. But several years later, fifth stage, Adjourning, was added to the theory<ref>Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf Staged of small-group development revisited], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 </ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l57">Line 57:</td>
<td colspan="2" class="diff-lineno">Line 42:</td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><references /></div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><references /></div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>== References ==</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">{{infobox5|list1={{i5link|a=[[Team dynamics]]}} &mdash; {{i5link|a=[[Theory X and Y]]}} &mdash; {{i5link|a=[[Contingency leadership]]}} &mdash; {{i5link|a=[[Job characteristics]]}} &mdash; {{i5link|a=[[Management styles]]}} &mdash; {{i5link|a=[[Ability to work in a team]]}} &mdash; {{i5link|a=[[Delegative leadership]]}} &mdash; {{i5link|a=[[Belbin team role inventory]]}} &mdash; {{i5link|a=[[Internal motivation]]}} }}</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>==References ==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf ''Staged of small-group development revisited''], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf ''Staged of small-group development revisited''], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 </div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Glenn M. Parker, (2011), [https://books.google.com.ua/books?id=eenyo0-gjIsC&pg=PA134&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAHegQIBRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false ''Team Players and Teamwork: New Strategies for Developing Successful Collaboration''], Published by John Wiley & Sons, p. 133-134</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Glenn M. Parker, (2011), [https://books.google.com.ua/books?id=eenyo0-gjIsC&pg=PA134&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAHegQIBRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false ''Team Players and Teamwork: New Strategies for Developing Successful Collaboration''], Published by John Wiley & Sons, p. 133-134</div></td></tr>
</table>Swhttps://ceopedia.org/index.php?title=Team_stages&diff=87531&oldid=prev127.0.0.1: The LinkTitles extension automatically added links to existing pages (<a target="_blank" rel="noreferrer noopener" class="external free" href="https://github.com/bovender/LinkTitles">https://github.com/bovender/LinkTitles</a>).2023-03-20T19:59:50Z<p>The LinkTitles extension automatically added links to existing pages (<a target="_blank" rel="noreferrer noopener" class="external free" href="https://github.com/bovender/LinkTitles">https://github.com/bovender/LinkTitles</a>).</p>
<table style="background-color: #fff; color: #202122;" data-mw="interface">
<col class="diff-marker" />
<col class="diff-content" />
<col class="diff-marker" />
<col class="diff-content" />
<tr class="diff-title" lang="en">
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">← Older revision</td>
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 20:59, 20 March 2023</td>
</tr><tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l20">Line 20:</td>
<td colspan="2" class="diff-lineno">Line 20:</td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Storming Stage ==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Storming Stage ==</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>'''The Storming Stage''' is considered to be the most challenging out of all the stages to go through. At this point team members are acquainted with the project, so conflicts between personalities appear. People start competing for authoritarian position in the group, which slows down overall progress and performance. In The Storming Stage a clear distinction between more and less dominant confrontational workers can be seen. The latter ones prefer to not enter arguments and remain neutral. In order to overcome this stage conflicts [[need]] to be addressed and dealt with. People tend to ask questions, that revolve around benefits and incentives policy, criteria for individual and group assessment, during this period of time. Those questions have to answered so that group members feel secure, committed and have a sense of belonging to team<ref>Irena Stotz, (2013), [https://books.google.com.ua/books?id=lhNzAgAAQBAJ&printsec=frontcover&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATABegQIARAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Team development. How to assemble a successful team], Published by GRIN Verlag, p. 8-9</ref>.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>'''The Storming Stage''' is considered to be the most challenging out of all the stages to go through. At this point team members are acquainted with the project, so conflicts between personalities appear. People start competing for authoritarian position in the group, which slows down overall progress and performance. In The Storming Stage a clear distinction between more and less dominant confrontational workers can be seen. The latter ones prefer to not enter arguments and remain neutral. In order to overcome this stage conflicts [[need]] to be addressed and dealt with. People tend to ask questions, that revolve around benefits and incentives policy, criteria for individual and group assessment, during this period of time. Those questions have to answered so that group members feel secure, committed and have a <ins style="font-weight: bold; text-decoration: none;">[[</ins>sense of belonging<ins style="font-weight: bold; text-decoration: none;">]] </ins>to team<ref>Irena Stotz, (2013), [https://books.google.com.ua/books?id=lhNzAgAAQBAJ&printsec=frontcover&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATABegQIARAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Team development. How to assemble a successful team], Published by GRIN Verlag, p. 8-9</ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Norming Stage ==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Norming Stage ==</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>'''The Norming Stage''' is a stage where previous conflicts are worked through and the group gains more of a united front. At this point, [[competition]] for the leadership position is over and the team has agreed on who gets to take that role. [[Communication]] in the [[workplace]] becomes less stressful and more easy-going, group members develop positive relationships. During The Norming Stage performance level grows, because efforts are targeted towards the project and the actual objectives, as opposed to interpersonal matters. At this point in the team-development [[process]], regular group members might start to be interested in showing more initiative and [[creativity]] in their [[work]]. When this happens, it is important for the opinions and ideas to be considered and encouraged, as people feel valued and involved, which is beneficial for the project and the team dynamics<ref>Glenn M. Parker, (2011), [https://books.google.com.ua/books?id=eenyo0-gjIsC&pg=PA134&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAHegQIBRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Team Players and Teamwork: New Strategies for Developing Successful Collaboration], Published by John Wiley & Sons, p. 133-134</ref>.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>'''The Norming Stage''' is a stage where previous conflicts are worked through and the group gains more of a united front. At this point, [[competition]] for the leadership position is over and the team has agreed on who gets to take that role. [[Communication]] in the [[workplace]] becomes less stressful and more easy-going, group members develop positive relationships. During The Norming Stage <ins style="font-weight: bold; text-decoration: none;">[[</ins>performance level<ins style="font-weight: bold; text-decoration: none;">]] </ins>grows, because efforts are targeted towards the project and the actual objectives, as opposed to interpersonal matters. At this point in the team-development [[process]], regular group members might start to be interested in showing more initiative and [[creativity]] in their [[work]]. When this happens, it is important for the opinions and ideas to be considered and encouraged, as people feel valued and involved, which is beneficial for the project and the team dynamics<ref>Glenn M. Parker, (2011), [https://books.google.com.ua/books?id=eenyo0-gjIsC&pg=PA134&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAHegQIBRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Team Players and Teamwork: New Strategies for Developing Successful Collaboration], Published by John Wiley & Sons, p. 133-134</ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Performing Stage ==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Performing Stage ==</div></td></tr>
<tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l50">Line 50:</td>
<td colspan="2" class="diff-lineno">Line 50:</td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* The Five-Stage Team Development Model, developed by Robert H. Bostrom, which adds a fifth stage, called the ‘Memorializing’ stage at the end of the process. This stage is when the team reviews what has been achieved and takes the time to celebrate and memorialize the successes. </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* The Five-Stage Team Development Model, developed by Robert H. Bostrom, which adds a fifth stage, called the ‘Memorializing’ stage at the end of the process. This stage is when the team reviews what has been achieved and takes the time to celebrate and memorialize the successes. </div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* The Team Performance Model, developed by Katzenbach and Smith, which combines the stages of forming, storming, norming and performing into one continuous cycle of team development. This model focuses on the team’s evolution and the [[continual improvement]] of its performance. </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* The Team Performance Model, developed by Katzenbach and Smith, which combines the stages of forming, storming, norming and performing into one continuous cycle of team development. This model focuses on the team’s evolution and the [[continual improvement]] of its performance. </div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* The Team Life Cycle Model, developed by Meredith Belbin, which is a comprehensive theory that looks at the dynamics of teams from the beginning of their formation to the end of their life. This model looks at the stages of team formation, team development, team performance and team decline. </div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* The Team <ins style="font-weight: bold; text-decoration: none;">[[Life cycle model|</ins>Life Cycle Model<ins style="font-weight: bold; text-decoration: none;">]]</ins>, developed by Meredith Belbin, which is a comprehensive theory that looks at the dynamics of teams from the beginning of their formation to the end of their life. This model looks at the stages of team formation, team development, team performance and team decline. </div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>In summary, there are several approaches related to Team stages in addition to Tuckman's Stages. These other approaches include the Five-Stage Team Development Model, the Team Performance Model, and the Team Life Cycle Model. Each of these models offers unique insight into the dynamics of team development.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>In summary, there are several approaches related to Team stages in addition to Tuckman's Stages. These other approaches include the Five-Stage Team Development Model, the Team Performance Model, and the Team Life Cycle Model. Each of these models offers unique insight into the dynamics of team development.</div></td></tr>
</table>127.0.0.1https://ceopedia.org/index.php?title=Team_stages&diff=85335&oldid=prevSw: Infobox update2023-03-19T23:35:52Z<p>Infobox update</p>
<table style="background-color: #fff; color: #202122;" data-mw="interface">
<col class="diff-marker" />
<col class="diff-content" />
<col class="diff-marker" />
<col class="diff-content" />
<tr class="diff-title" lang="en">
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">← Older revision</td>
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 00:35, 20 March 2023</td>
</tr><tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l2">Line 2:</td>
<td colspan="2" class="diff-lineno">Line 2:</td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>|list1=</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>|list1=</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><ul></div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><ul></div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><li>[[<del style="font-weight: bold; text-decoration: none;">Innovative </del>leadership]]</li></div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><li>[[<ins style="font-weight: bold; text-decoration: none;">Team dynamics]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Theory X and Y]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Contingency leadership]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Job characteristics]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Management styles]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Ability to work in a team]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Delegative </ins>leadership]]</li></div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><li>[[Belbin team role inventory]]</li></div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><li>[[Belbin team role inventory]]</li></div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><li>[[<del style="font-weight: bold; text-decoration: none;">Ability to work in a team]]</li></del></div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><li>[[<ins style="font-weight: bold; text-decoration: none;">Internal motivation</ins>]]</li></div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Team dynamics]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Innovativeness]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Hersey and Blanchard model]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Conditions of strategy implementation]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Path goal theory]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Core values</del>]]</li></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div></ul></div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div></ul></div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>}}</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>}}</div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"></ins></div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''Team stages''' is a concept, first introduced by Bruce Wayne Tuckman, a psychologist, in 1965. The theory was given an official name, "Tuckman's Stages". Researching processes and dynamics inside teams is the groundwork for "Tuckman's Stages". Earlier in his findings, Tuckman determined four stages: Forming, Storming, Norming, Performing. But several years later, fifth stage, Adjourning, was added to the theory<ref>Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf Staged of small-group development revisited], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 </ref>.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''Team stages''' is a concept, first introduced by Bruce Wayne Tuckman, a psychologist, in 1965. The theory was given an official name, "Tuckman's Stages". Researching processes and dynamics inside teams is the groundwork for "Tuckman's Stages". Earlier in his findings, Tuckman determined four stages: Forming, Storming, Norming, Performing. But several years later, fifth stage, Adjourning, was added to the theory<ref>Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf Staged of small-group development revisited], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 </ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
</table>Swhttps://ceopedia.org/index.php?title=Team_stages&diff=78268&oldid=prevSw: /* Examples of Team stages */2023-03-12T07:08:20Z<p><span dir="auto"><span class="autocomment">Examples of Team stages</span></span></p>
<table style="background-color: #fff; color: #202122;" data-mw="interface">
<col class="diff-marker" />
<col class="diff-content" />
<col class="diff-marker" />
<col class="diff-content" />
<tr class="diff-title" lang="en">
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">← Older revision</td>
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 08:08, 12 March 2023</td>
</tr><tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l29">Line 29:</td>
<td colspan="2" class="diff-lineno">Line 29:</td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Adjourning Stage ==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Adjourning Stage ==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Adjourning Stage''' takes place after the majority of the objectives have been achieved. Team members focus on making minor changes, developments, updates and finishing minor assignments, as well as assessing the results, comparing the expected outcomes with the actual ones. When the project has come to an end, group members are usually being moved onto different teams and projects. Often some form of gathering in honour of finishing the project is welcomed and good for people<ref>Jennifer J. Britton, (2013), [https://books.google.com.ua/books?id=By0KBHM5T24C&pg=PA197&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwjXjeim7J3tAhXnlosKHXd9ANg4FBDoATAFegQIBhAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false From One to Many: Best Practices for Team and Group Coaching], Published by John Wiley & Sons, p. 197-199</ref>.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Adjourning Stage''' takes place after the majority of the objectives have been achieved. Team members focus on making minor changes, developments, updates and finishing minor assignments, as well as assessing the results, comparing the expected outcomes with the actual ones. When the project has come to an end, group members are usually being moved onto different teams and projects. Often some form of gathering in honour of finishing the project is welcomed and good for people<ref>Jennifer J. Britton, (2013), [https://books.google.com.ua/books?id=By0KBHM5T24C&pg=PA197&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwjXjeim7J3tAhXnlosKHXd9ANg4FBDoATAFegQIBhAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false From One to Many: Best Practices for Team and Group Coaching], Published by John Wiley & Sons, p. 197-199</ref>.</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;">==Examples of Team stages==</del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;">* '''Forming''': This is the first stage of team building and is characterized by people coming together to form a team. During this stage, members will get to know each other and their roles within the team. They will also discuss their common [[goals and objectives]]. A real life example of this stage would be a new team forming at a workplace or in a school setting.</del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;">* '''Storming''': This is the second stage of team building and is characterized by conflict and disagreement. During this stage, team members will often disagree on the team’s goals and objectives. They may also disagree about how the team should work together and how individual roles should be divided. A real life example of this stage would be a group of coworkers arguing over how to complete a project.</del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;">* '''Norming''': This is the third stage of team building and is characterized by increased collaboration and understanding. During this stage, team members will begin to understand each other’s roles, goals, and objectives. They will also start to develop a sense of trust and respect, which is essential to the team’s success. A real life example of this stage would be a group of coworkers coming to a consensus on how to complete a project.</del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;">* '''Performing''': This is the fourth stage of team building and is characterized by the team “hitting its stride.” During this stage, team members will have a clear understanding of their individual roles and how they fit into the team’s goals and objectives. They will also be able to work together efficiently, effectively, and harmoniously. A real life example of this stage would be a team of coworkers working together to complete a project on time and to a high [[standard]].</del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;">* '''Adjourning''': This is the fifth stage of team building and is characterized by the team winding down and disbanding. During this stage, team members will reflect on their accomplishments and lessons learned. They will also plan for the team’s future and prepare to move on to new projects. A real life example of this stage would be a team of coworkers celebrating the completion of a project and then moving on to new tasks.</del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Advantages of Team stages==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Advantages of Team stages==</div></td></tr>
</table>Swhttps://ceopedia.org/index.php?title=Team_stages&diff=76369&oldid=prev127.0.0.1: The LinkTitles extension automatically added links to existing pages (<a target="_blank" rel="noreferrer noopener" class="external free" href="https://github.com/bovender/LinkTitles">https://github.com/bovender/LinkTitles</a>).2023-02-27T03:23:21Z<p>The LinkTitles extension automatically added links to existing pages (<a target="_blank" rel="noreferrer noopener" class="external free" href="https://github.com/bovender/LinkTitles">https://github.com/bovender/LinkTitles</a>).</p>
<table style="background-color: #fff; color: #202122;" data-mw="interface">
<col class="diff-marker" />
<col class="diff-content" />
<col class="diff-marker" />
<col class="diff-content" />
<tr class="diff-title" lang="en">
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">← Older revision</td>
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 04:23, 27 February 2023</td>
</tr><tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l31">Line 31:</td>
<td colspan="2" class="diff-lineno">Line 31:</td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Examples of Team stages==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Examples of Team stages==</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* '''Forming''': This is the first stage of team building and is characterized by people coming together to form a team. During this stage, members will get to know each other and their roles within the team. They will also discuss their common goals and objectives. A real life example of this stage would be a new team forming at a workplace or in a school setting.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* '''Forming''': This is the first stage of team building and is characterized by people coming together to form a team. During this stage, members will get to know each other and their roles within the team. They will also discuss their common <ins style="font-weight: bold; text-decoration: none;">[[</ins>goals and objectives<ins style="font-weight: bold; text-decoration: none;">]]</ins>. A real life example of this stage would be a new team forming at a workplace or in a school setting.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* '''Storming''': This is the second stage of team building and is characterized by conflict and disagreement. During this stage, team members will often disagree on the team’s goals and objectives. They may also disagree about how the team should work together and how individual roles should be divided. A real life example of this stage would be a group of coworkers arguing over how to complete a project.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* '''Storming''': This is the second stage of team building and is characterized by conflict and disagreement. During this stage, team members will often disagree on the team’s goals and objectives. They may also disagree about how the team should work together and how individual roles should be divided. A real life example of this stage would be a group of coworkers arguing over how to complete a project.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* '''Norming''': This is the third stage of team building and is characterized by increased collaboration and understanding. During this stage, team members will begin to understand each other’s roles, goals, and objectives. They will also start to develop a sense of trust and respect, which is essential to the team’s success. A real life example of this stage would be a group of coworkers coming to a consensus on how to complete a project.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* '''Norming''': This is the third stage of team building and is characterized by increased collaboration and understanding. During this stage, team members will begin to understand each other’s roles, goals, and objectives. They will also start to develop a sense of trust and respect, which is essential to the team’s success. A real life example of this stage would be a group of coworkers coming to a consensus on how to complete a project.</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* '''Performing''': This is the fourth stage of team building and is characterized by the team “hitting its stride.” During this stage, team members will have a clear understanding of their individual roles and how they fit into the team’s goals and objectives. They will also be able to work together efficiently, effectively, and harmoniously. A real life example of this stage would be a team of coworkers working together to complete a project on time and to a high standard.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* '''Performing''': This is the fourth stage of team building and is characterized by the team “hitting its stride.” During this stage, team members will have a clear understanding of their individual roles and how they fit into the team’s goals and objectives. They will also be able to work together efficiently, effectively, and harmoniously. A real life example of this stage would be a team of coworkers working together to complete a project on time and to a high <ins style="font-weight: bold; text-decoration: none;">[[</ins>standard<ins style="font-weight: bold; text-decoration: none;">]]</ins>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* '''Adjourning''': This is the fifth stage of team building and is characterized by the team winding down and disbanding. During this stage, team members will reflect on their accomplishments and lessons learned. They will also plan for the team’s future and prepare to move on to new projects. A real life example of this stage would be a team of coworkers celebrating the completion of a project and then moving on to new tasks.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* '''Adjourning''': This is the fifth stage of team building and is characterized by the team winding down and disbanding. During this stage, team members will reflect on their accomplishments and lessons learned. They will also plan for the team’s future and prepare to move on to new projects. A real life example of this stage would be a team of coworkers celebrating the completion of a project and then moving on to new tasks.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l44">Line 44:</td>
<td colspan="2" class="diff-lineno">Line 44:</td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Improved communication – Team stages helps teams to better communicate, enabling them to more effectively share ideas and resolve issues.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Improved communication – Team stages helps teams to better communicate, enabling them to more effectively share ideas and resolve issues.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Improved team morale – Team stages can help to improve team morale, as team members understand the stages of development and can better appreciate the value of their contributions.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Improved team morale – Team stages can help to improve team morale, as team members understand the stages of development and can better appreciate the value of their contributions.</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* A sense of accomplishment – Working through the stages of team development can help team members to feel a greater sense of accomplishment, as they can see the progress that they have made in developing and strengthening their team.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* A sense of accomplishment – Working through the stages of <ins style="font-weight: bold; text-decoration: none;">[[</ins>team development<ins style="font-weight: bold; text-decoration: none;">]] </ins>can help team members to feel a greater sense of accomplishment, as they can see the progress that they have made in developing and strengthening their team.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Limitations of Team stages==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Limitations of Team stages==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* One limitation of Tuckman's Team Stages is its lack of flexibility. The stages are rigidly structured, with each team needing to go through the stages in order and with no room for deviation. This can limit the ability of teams to adapt to changing circumstances and make the best use of their resources.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* One limitation of Tuckman's Team Stages is its lack of flexibility. The stages are rigidly structured, with each team needing to go through the stages in order and with no room for deviation. This can limit the ability of teams to adapt to changing circumstances and make the best use of their resources.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* A second limitation of Tuckman's Team Stages is the lack of specific guidance. The stages provide general outlines of how teams should move from one stage to the next, but there is no guidance for how to facilitate the transition. This can lead to teams struggling to move from one stage to the next, and can lead to stagnation.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* A second limitation of Tuckman's Team Stages is the lack of specific guidance. The stages provide general outlines of how teams should move from one stage to the next, but there is no guidance for how to facilitate the transition. This can lead to teams struggling to move from one stage to the next, and can lead to stagnation.</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* A third limitation of Tuckman's Team Stages is that it does not account for the individual personalities and skills of team members. The stages are based on the assumption that all teams are the same and will move through the stages in the same way. However, different teams have different needs and different members have different strengths and weaknesses.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* A third limitation of Tuckman's Team Stages is that it does not account for the individual personalities and skills of team members. The stages are based on the assumption that all teams are the same and will move through the stages in the same way. However, different teams have different <ins style="font-weight: bold; text-decoration: none;">[[</ins>needs<ins style="font-weight: bold; text-decoration: none;">]] </ins>and different members have different strengths and weaknesses.</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* Finally, Tuckman's Team Stages do not account for the external environment in which teams are operating. The stages assume that teams are operating in a vacuum and do not take into account the impact of external factors such as economic conditions, political changes, and cultural differences.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* Finally, Tuckman's Team Stages do not account for the external <ins style="font-weight: bold; text-decoration: none;">[[</ins>environment<ins style="font-weight: bold; text-decoration: none;">]] </ins>in which teams are operating. The stages assume that teams are operating in a vacuum and do not take into account the impact of external factors such as economic conditions, political changes, and cultural differences.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Other approaches related to Team stages==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Other approaches related to Team stages==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>In addition to Tuckman's Stages, there are several other approaches related to Team stages. These approaches include: </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>In addition to Tuckman's Stages, there are several other approaches related to Team stages. These approaches include: </div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* The Five-Stage Team Development Model, developed by Robert H. Bostrom, which adds a fifth stage, called the ‘Memorializing’ stage at the end of the process. This stage is when the team reviews what has been achieved and takes the time to celebrate and memorialize the successes. </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* The Five-Stage Team Development Model, developed by Robert H. Bostrom, which adds a fifth stage, called the ‘Memorializing’ stage at the end of the process. This stage is when the team reviews what has been achieved and takes the time to celebrate and memorialize the successes. </div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* The Team Performance Model, developed by Katzenbach and Smith, which combines the stages of forming, storming, norming and performing into one continuous cycle of team development. This model focuses on the team’s evolution and the continual improvement of its performance. </div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* The Team Performance Model, developed by Katzenbach and Smith, which combines the stages of forming, storming, norming and performing into one continuous cycle of team development. This model focuses on the team’s evolution and the <ins style="font-weight: bold; text-decoration: none;">[[</ins>continual improvement<ins style="font-weight: bold; text-decoration: none;">]] </ins>of its performance. </div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* The Team Life Cycle Model, developed by Meredith Belbin, which is a comprehensive theory that looks at the dynamics of teams from the beginning of their formation to the end of their life. This model looks at the stages of team formation, team development, team performance and team decline. </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* The Team Life Cycle Model, developed by Meredith Belbin, which is a comprehensive theory that looks at the dynamics of teams from the beginning of their formation to the end of their life. This model looks at the stages of team formation, team development, team performance and team decline. </div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
</table>127.0.0.1https://ceopedia.org/index.php?title=Team_stages&diff=76368&oldid=prevSw: Article improvement2023-02-27T03:22:59Z<p>Article improvement</p>
<table style="background-color: #fff; color: #202122;" data-mw="interface">
<col class="diff-marker" />
<col class="diff-content" />
<col class="diff-marker" />
<col class="diff-content" />
<tr class="diff-title" lang="en">
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">← Older revision</td>
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 04:22, 27 February 2023</td>
</tr><tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l29">Line 29:</td>
<td colspan="2" class="diff-lineno">Line 29:</td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Adjourning Stage ==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Adjourning Stage ==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Adjourning Stage''' takes place after the majority of the objectives have been achieved. Team members focus on making minor changes, developments, updates and finishing minor assignments, as well as assessing the results, comparing the expected outcomes with the actual ones. When the project has come to an end, group members are usually being moved onto different teams and projects. Often some form of gathering in honour of finishing the project is welcomed and good for people<ref>Jennifer J. Britton, (2013), [https://books.google.com.ua/books?id=By0KBHM5T24C&pg=PA197&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwjXjeim7J3tAhXnlosKHXd9ANg4FBDoATAFegQIBhAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false From One to Many: Best Practices for Team and Group Coaching], Published by John Wiley & Sons, p. 197-199</ref>.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''The Adjourning Stage''' takes place after the majority of the objectives have been achieved. Team members focus on making minor changes, developments, updates and finishing minor assignments, as well as assessing the results, comparing the expected outcomes with the actual ones. When the project has come to an end, group members are usually being moved onto different teams and projects. Often some form of gathering in honour of finishing the project is welcomed and good for people<ref>Jennifer J. Britton, (2013), [https://books.google.com.ua/books?id=By0KBHM5T24C&pg=PA197&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwjXjeim7J3tAhXnlosKHXd9ANg4FBDoATAFegQIBhAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false From One to Many: Best Practices for Team and Group Coaching], Published by John Wiley & Sons, p. 197-199</ref>.</div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">==Examples of Team stages==</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* '''Forming''': This is the first stage of team building and is characterized by people coming together to form a team. During this stage, members will get to know each other and their roles within the team. They will also discuss their common goals and objectives. A real life example of this stage would be a new team forming at a workplace or in a school setting.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* '''Storming''': This is the second stage of team building and is characterized by conflict and disagreement. During this stage, team members will often disagree on the team’s goals and objectives. They may also disagree about how the team should work together and how individual roles should be divided. A real life example of this stage would be a group of coworkers arguing over how to complete a project.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* '''Norming''': This is the third stage of team building and is characterized by increased collaboration and understanding. During this stage, team members will begin to understand each other’s roles, goals, and objectives. They will also start to develop a sense of trust and respect, which is essential to the team’s success. A real life example of this stage would be a group of coworkers coming to a consensus on how to complete a project.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* '''Performing''': This is the fourth stage of team building and is characterized by the team “hitting its stride.” During this stage, team members will have a clear understanding of their individual roles and how they fit into the team’s goals and objectives. They will also be able to work together efficiently, effectively, and harmoniously. A real life example of this stage would be a team of coworkers working together to complete a project on time and to a high standard.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* '''Adjourning''': This is the fifth stage of team building and is characterized by the team winding down and disbanding. During this stage, team members will reflect on their accomplishments and lessons learned. They will also plan for the team’s future and prepare to move on to new projects. A real life example of this stage would be a team of coworkers celebrating the completion of a project and then moving on to new tasks.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">==Advantages of Team stages==</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">The team stages theory introduced by Bruce Wayne Tuckman brings numerous advantages to teams. These include: </ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* Improved understanding of team dynamics – Team stages provides a structure and guidelines that teams can use to better understand the different phases of their development, aiding them in identifying and managing issues as they arise.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* Clear roles and responsibilities – Team stages helps teams to identify their specific roles, responsibilities and functions, assigning each team member a unique role that can help the team to work more efficiently.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* Enhanced productivity – A team that understands the stages of development and the roles and responsibilities of each member can be more productive and efficient, as they are able to work together in a more cohesive and productive manner.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* Improved communication – Team stages helps teams to better communicate, enabling them to more effectively share ideas and resolve issues.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* Improved team morale – Team stages can help to improve team morale, as team members understand the stages of development and can better appreciate the value of their contributions.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* A sense of accomplishment – Working through the stages of team development can help team members to feel a greater sense of accomplishment, as they can see the progress that they have made in developing and strengthening their team.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">==Limitations of Team stages==</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* One limitation of Tuckman's Team Stages is its lack of flexibility. The stages are rigidly structured, with each team needing to go through the stages in order and with no room for deviation. This can limit the ability of teams to adapt to changing circumstances and make the best use of their resources.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* A second limitation of Tuckman's Team Stages is the lack of specific guidance. The stages provide general outlines of how teams should move from one stage to the next, but there is no guidance for how to facilitate the transition. This can lead to teams struggling to move from one stage to the next, and can lead to stagnation.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* A third limitation of Tuckman's Team Stages is that it does not account for the individual personalities and skills of team members. The stages are based on the assumption that all teams are the same and will move through the stages in the same way. However, different teams have different needs and different members have different strengths and weaknesses.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* Finally, Tuckman's Team Stages do not account for the external environment in which teams are operating. The stages assume that teams are operating in a vacuum and do not take into account the impact of external factors such as economic conditions, political changes, and cultural differences.</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">==Other approaches related to Team stages==</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">In addition to Tuckman's Stages, there are several other approaches related to Team stages. These approaches include: </ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* The Five-Stage Team Development Model, developed by Robert H. Bostrom, which adds a fifth stage, called the ‘Memorializing’ stage at the end of the process. This stage is when the team reviews what has been achieved and takes the time to celebrate and memorialize the successes. </ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* The Team Performance Model, developed by Katzenbach and Smith, which combines the stages of forming, storming, norming and performing into one continuous cycle of team development. This model focuses on the team’s evolution and the continual improvement of its performance. </ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">* The Team Life Cycle Model, developed by Meredith Belbin, which is a comprehensive theory that looks at the dynamics of teams from the beginning of their formation to the end of their life. This model looks at the stages of team formation, team development, team performance and team decline. </ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">In summary, there are several approaches related to Team stages in addition to Tuckman's Stages. These other approaches include the Five-Stage Team Development Model, the Team Performance Model, and the Team Life Cycle Model. Each of these models offers unique insight into the dynamics of team development.</ins></div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Footnotes ==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Footnotes ==</div></td></tr>
</table>Swhttps://ceopedia.org/index.php?title=Team_stages&diff=69775&oldid=prev127.0.0.1: The LinkTitles extension automatically added links to existing pages (<a target="_blank" rel="noreferrer noopener" class="external free" href="https://github.com/bovender/LinkTitles">https://github.com/bovender/LinkTitles</a>).2023-01-21T02:06:30Z<p>The LinkTitles extension automatically added links to existing pages (<a target="_blank" rel="noreferrer noopener" class="external free" href="https://github.com/bovender/LinkTitles">https://github.com/bovender/LinkTitles</a>).</p>
<table style="background-color: #fff; color: #202122;" data-mw="interface">
<col class="diff-marker" />
<col class="diff-content" />
<col class="diff-marker" />
<col class="diff-content" />
<tr class="diff-title" lang="en">
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">← Older revision</td>
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 03:06, 21 January 2023</td>
</tr><tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l16">Line 16:</td>
<td colspan="2" class="diff-lineno">Line 16:</td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Forming Stage ==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Forming Stage ==</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>'''The Forming Stage''' is mainly for team members to get to know each other and to orient themselves in the new company. Level of uncertainty is relatively high, since some people are often reluctant to show emotions or engage in new relationships. Others can deviate from their normal behaviour in order to fit in and be respected, which can be problem in later stages. Several individuals may seek to become a leader and take command over the group. The goal of The Forming Stage is to identify the team's mission, allocate suitable roles for all group members, organise duties and responsibilities effectively. Developing a schedule for the project is also included in this stage, deciding the time for meetings, etc<ref>(2011), Uwe Bußmann, Silvia Schweighofer, [https://books.google.com.ua/books?id=YWhjAQAAQBAJ&printsec=frontcover&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwj5t_P-5p3tAhWeAxAIHZuoAAYQ6AEwB3oECAUQAg#v=onepage&q=tuckman's%20stages%20of%20development&f=false Group Dynamics: The Nature of Groups & Dynamics of Informal Groups and Dysfunctions], Published by diplom.de, p. 11-13 </ref>. </div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>'''The Forming Stage''' is mainly for team members to get to know each other and to orient themselves in the new <ins style="font-weight: bold; text-decoration: none;">[[</ins>company<ins style="font-weight: bold; text-decoration: none;">]]</ins>. Level of uncertainty is relatively high, since some people are often reluctant to show emotions or engage in new relationships. Others can deviate from their normal <ins style="font-weight: bold; text-decoration: none;">[[</ins>behaviour<ins style="font-weight: bold; text-decoration: none;">]] </ins>in order to fit in and be respected, which can be problem in later stages. Several individuals may seek to become a leader and take command over the group. The goal of The Forming Stage is to identify the team's mission, allocate suitable roles for all group members, organise duties and responsibilities effectively. Developing a schedule for the <ins style="font-weight: bold; text-decoration: none;">[[</ins>project<ins style="font-weight: bold; text-decoration: none;">]] </ins>is also included in this stage, deciding the time for meetings, etc<ref>(2011), Uwe Bußmann, Silvia Schweighofer, [https://books.google.com.ua/books?id=YWhjAQAAQBAJ&printsec=frontcover&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwj5t_P-5p3tAhWeAxAIHZuoAAYQ6AEwB3oECAUQAg#v=onepage&q=tuckman's%20stages%20of%20development&f=false Group Dynamics: The Nature of Groups & Dynamics of Informal Groups and Dysfunctions], Published by diplom.de, p. 11-13 </ref>. </div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Storming Stage ==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Storming Stage ==</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>'''The Storming Stage''' is considered to be the most challenging out of all the stages to go through. At this point team members are acquainted with the project, so conflicts between personalities appear. People start competing for authoritarian position in the group, which slows down overall progress and performance. In The Storming Stage a clear distinction between more and less dominant confrontational workers can be seen. The latter ones prefer to not enter arguments and remain neutral. In order to overcome this stage conflicts need to be addressed and dealt with. People tend to ask questions, that revolve around benefits and incentives policy, criteria for individual and group assessment, during this period of time. Those questions have to answered so that group members feel secure, committed and have a sense of belonging to team<ref>Irena Stotz, (2013), [https://books.google.com.ua/books?id=lhNzAgAAQBAJ&printsec=frontcover&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATABegQIARAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Team development. How to assemble a successful team], Published by GRIN Verlag, p. 8-9</ref>.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>'''The Storming Stage''' is considered to be the most challenging out of all the stages to go through. At this point team members are acquainted with the project, so conflicts between personalities appear. People start competing for authoritarian position in the group, which slows down overall progress and performance. In The Storming Stage a clear distinction between more and less dominant confrontational workers can be seen. The latter ones prefer to not enter arguments and remain neutral. In order to overcome this stage conflicts <ins style="font-weight: bold; text-decoration: none;">[[</ins>need<ins style="font-weight: bold; text-decoration: none;">]] </ins>to be addressed and dealt with. People tend to ask questions, that revolve around benefits and incentives policy, criteria for individual and group assessment, during this period of time. Those questions have to answered so that group members feel secure, committed and have a sense of belonging to team<ref>Irena Stotz, (2013), [https://books.google.com.ua/books?id=lhNzAgAAQBAJ&printsec=frontcover&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATABegQIARAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Team development. How to assemble a successful team], Published by GRIN Verlag, p. 8-9</ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Norming Stage ==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Norming Stage ==</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>'''The Norming Stage''' is a stage where previous conflicts are worked through and the group gains more of a united front. At this point, competition for the leadership position is over and the team has agreed on who gets to take that role. Communication in the workplace becomes less stressful and more easy-going, group members develop positive relationships. During The Norming Stage performance level grows, because efforts are targeted towards the project and the actual objectives, as opposed to interpersonal matters. At this point in the team-development process, regular group members might start to be interested in showing more initiative and creativity in their work. When this happens, it is important for the opinions and ideas to be considered and encouraged, as people feel valued and involved, which is beneficial for the project and the team dynamics<ref>Glenn M. Parker, (2011), [https://books.google.com.ua/books?id=eenyo0-gjIsC&pg=PA134&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAHegQIBRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Team Players and Teamwork: New Strategies for Developing Successful Collaboration], Published by John Wiley & Sons, p. 133-134</ref>.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>'''The Norming Stage''' is a stage where previous conflicts are worked through and the group gains more of a united front. At this point, <ins style="font-weight: bold; text-decoration: none;">[[</ins>competition<ins style="font-weight: bold; text-decoration: none;">]] </ins>for the leadership position is over and the team has agreed on who gets to take that role. <ins style="font-weight: bold; text-decoration: none;">[[</ins>Communication<ins style="font-weight: bold; text-decoration: none;">]] </ins>in the <ins style="font-weight: bold; text-decoration: none;">[[</ins>workplace<ins style="font-weight: bold; text-decoration: none;">]] </ins>becomes less stressful and more easy-going, group members develop positive relationships. During The Norming Stage performance level grows, because efforts are targeted towards the project and the actual objectives, as opposed to interpersonal matters. At this point in the team-development <ins style="font-weight: bold; text-decoration: none;">[[</ins>process<ins style="font-weight: bold; text-decoration: none;">]]</ins>, regular group members might start to be interested in showing more initiative and <ins style="font-weight: bold; text-decoration: none;">[[</ins>creativity<ins style="font-weight: bold; text-decoration: none;">]] </ins>in their <ins style="font-weight: bold; text-decoration: none;">[[</ins>work<ins style="font-weight: bold; text-decoration: none;">]]</ins>. When this happens, it is important for the opinions and ideas to be considered and encouraged, as people feel valued and involved, which is beneficial for the project and the team dynamics<ref>Glenn M. Parker, (2011), [https://books.google.com.ua/books?id=eenyo0-gjIsC&pg=PA134&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAHegQIBRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Team Players and Teamwork: New Strategies for Developing Successful Collaboration], Published by John Wiley & Sons, p. 133-134</ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Performing Stage ==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Performing Stage ==</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>'''The Performing Stage''' is the stage when team members already have some experience working in this particular group, the structure of the group has been organised and proved to be effective. Cooperation in this stage is for successful functioning. Level of productivity is high, because all team members have a deeper understanding of their role and everyone is working towards the common goal. Some conflicts or difficult situations might come up in The Performing Stage, but it is easier to resolve them. Several new objectives or developments of the initial plan can emerge, as people aim to achieve the highest results possible<ref>Steve M. Jex, Thomas W. Britt, (2014), [https://books.google.com.ua/books?id=_bLbBQAAQBAJ&pg=PA412&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAIegQICRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Organizational Psychology: A Scientist-Practitioner Approach], Published by John Wiley & Sons, p. 412-413</ref>.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>'''The Performing Stage''' is the stage when team members already have some experience working in this particular group, the structure of the group has been organised and proved to be effective. Cooperation in this stage is for successful functioning. Level of productivity is high, because all team members have a deeper understanding of their role and everyone is working towards the common goal. Some conflicts or difficult situations might come up in The Performing Stage, but it is easier to resolve them. Several new objectives or developments of the initial <ins style="font-weight: bold; text-decoration: none;">[[</ins>plan<ins style="font-weight: bold; text-decoration: none;">]] </ins>can emerge, as people aim to achieve the highest results possible<ref>Steve M. Jex, Thomas W. Britt, (2014), [https://books.google.com.ua/books?id=_bLbBQAAQBAJ&pg=PA412&dq=tuckman%27s+stages+of+development&hl=uk&sa=X&ved=2ahUKEwiT4Nib6p3tAhVs_SoKHdASBYQ4ChDoATAIegQICRAC#v=onepage&q=tuckman's%20stages%20of%20development&f=false Organizational Psychology: A Scientist-Practitioner Approach], Published by John Wiley & Sons, p. 412-413</ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Adjourning Stage ==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Adjourning Stage ==</div></td></tr>
</table>127.0.0.1https://ceopedia.org/index.php?title=Team_stages&diff=68668&oldid=prevSw: Infobox update2023-01-19T22:46:31Z<p>Infobox update</p>
<table style="background-color: #fff; color: #202122;" data-mw="interface">
<col class="diff-marker" />
<col class="diff-content" />
<col class="diff-marker" />
<col class="diff-content" />
<tr class="diff-title" lang="en">
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">← Older revision</td>
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 23:46, 19 January 2023</td>
</tr><tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l1">Line 1:</td>
<td colspan="2" class="diff-lineno">Line 1:</td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">{{infobox4</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">|list1=</ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><ul></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Innovative leadership]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Belbin team role inventory]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Ability to work in a team]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Team dynamics]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Innovativeness]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Hersey and Blanchard model]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Conditions of strategy implementation]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Path goal theory]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Core values]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"></ul></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">}}</ins></div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''Team stages''' is a concept, first introduced by Bruce Wayne Tuckman, a psychologist, in 1965. The theory was given an official name, "Tuckman's Stages". Researching processes and dynamics inside teams is the groundwork for "Tuckman's Stages". Earlier in his findings, Tuckman determined four stages: Forming, Storming, Norming, Performing. But several years later, fifth stage, Adjourning, was added to the theory<ref>Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf Staged of small-group development revisited], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 </ref>.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''Team stages''' is a concept, first introduced by Bruce Wayne Tuckman, a psychologist, in 1965. The theory was given an official name, "Tuckman's Stages". Researching processes and dynamics inside teams is the groundwork for "Tuckman's Stages". Earlier in his findings, Tuckman determined four stages: Forming, Storming, Norming, Performing. But several years later, fifth stage, Adjourning, was added to the theory<ref>Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf Staged of small-group development revisited], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 </ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
</table>Swhttps://ceopedia.org/index.php?title=Team_stages&diff=62742&oldid=prevSw at 19:03, 25 November 20202020-11-25T19:03:37Z<p></p>
<table style="background-color: #fff; color: #202122;" data-mw="interface">
<col class="diff-marker" />
<col class="diff-content" />
<col class="diff-marker" />
<col class="diff-content" />
<tr class="diff-title" lang="en">
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">← Older revision</td>
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 20:03, 25 November 2020</td>
</tr><tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l1">Line 1:</td>
<td colspan="2" class="diff-lineno">Line 1:</td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>Team stages is a concept, first introduced by Bruce Wayne Tuckman, a psychologist, in 1965. The theory was given an official name, "Tuckman's Stages". Researching processes and dynamics inside teams is the groundwork for "Tuckman's Stages". Earlier in his findings, Tuckman determined four stages: Forming, Storming, Norming, Performing. But several years later, fifth stage, Adjourning, was added to the theory<ref>Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf Staged of small-group development revisited], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 </ref>.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">'''</ins>Team stages<ins style="font-weight: bold; text-decoration: none;">''' </ins>is a concept, first introduced by Bruce Wayne Tuckman, a psychologist, in 1965. The theory was given an official name, "Tuckman's Stages". Researching processes and dynamics inside teams is the groundwork for "Tuckman's Stages". Earlier in his findings, Tuckman determined four stages: Forming, Storming, Norming, Performing. But several years later, fifth stage, Adjourning, was added to the theory<ref>Bruce W. Tuckman, Mary Ann C. Jensen, (2010), [https://www.staff.science.uu.nl/~daeme101/Stages%20of%20Small-Group%20Development%20Revisted.pdf Staged of small-group development revisited], Published by Group Facilitation: A Research & Applications Journal, p. 43-46 </ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Forming Stage ==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>== Forming Stage ==</div></td></tr>
</table>Sw