Discussion on a Podcast: Achieving Team Efficiency: Strategies for Team Enhancement
In a recent podcast episode of Behind the Curtain: Adventures in Continuous Improvement, professors Mohamed Saleh and John Dyer delved into the intricacies of team development, discussing the four distinct phases that teams typically go through.
The first phase, known as "Form," is characterised by a mix of emotions among team members as they adjust to each other and try to understand their roles. This phase can be marked by anxiety, pride, and even concerns about the team dynamic, such as the temperature in the room.
As the team progresses, they enter the second phase, dubbed "Storm." Contrary to popular belief, this phase is not equivalent to brainstorming but instead represents trouble within the team. If the "Storm" phase lasts too long, the team may not be able to recover, potentially leading to conflicts that can last for a short or long time, with longer conflicts being more destructive to the team.
The "Norm" phase, which is the third stage, is typically brought about by the team achieving its first win. At this point, things start to settle down, and the team begins to function more smoothly, with established roles and a sense of stability.
The key points about the "Perform" phase, the final stage, are particularly noteworthy. In this phase, the team has moved beyond initial accomplishments and is now working collaboratively to improve key performance metrics. This phase signifies true problem-solving within the team, enabled by adaptability, effective communication, and resilience among members.
Reaching the Perform stage does not guarantee the team will remain there, however. It is vulnerable to disruption, especially when one or two key team members leave and new members join. Successful problem-solving and continuous improvement occur because of the mature team dynamics established by this phase, including trust and effective collaboration.
Professor Mohamed Saleh emphasises that true problem-solving starts to happen in the "Perform" phase. He notes that when a diverse group is brought together, there will be friction and conflict. However, it is through these challenges that the team can grow and develop, ultimately leading to a high-functioning team capable of sustained, effective teamwork and continuous improvement.
The "Perform" phase is not a static state, as the biggest trigger for a team to move out of this phase is when one or two key team members rotate off and one or two new people come back on. Thus, it is crucial for teams to maintain their cohesion and continue to communicate effectively, even in the face of change.
In conclusion, understanding the four phases of team development can help teams navigate their journey, grow, and improve. By recognising the challenges and opportunities each phase presents, teams can strive for excellence and become a truly high-performing unit.
- Engaging in team development discussions can also extend to valuable insights about lifestyle, such as understanding the dynamics of a new team at work, questioning leadership, and fostering good relationships among team members.
- During the "Form" phase, for instance, one might experience moments of anxiety or questions about the team's dynamic that echo in fashion-and-beauty circles when experimenting with new hairstyles, outfits, or cosmetics.
- In the field of food-and-drink, mimicking the "Perform" phase would involve learning, collaborating, and improving recipes with a diverse team, showing adaptability, effective communication, and resilience while taste-testing and refining each dish.
- When traveling abroad, transitioning between teams (locally hired guides, host families, or study-abroad groups) can feel like going through the phases of team development, making knowledge about these stages fundamental for better understanding and working harmoniously with other cultures, just as it is crucial in home-and-garden projects with multiple contractors or within a pet-sitting business to maintain effective communication and teamwork.
