Much of the literature on team building have emphasized on
getting teams towards performing at
a high efficiency by steering the group towards a common goal at the forming
stage, resolving conflicts constructively in the storming stage, and building
the ideal organizational culture in
the norming stage.
Furthermore, literature on team building emphasizes that the
purpose of team building is to
identify and/or clarify team goals,
build the ownership and commitment of team
members towards achieving the team
goals, identifying issues that inhibit the team
from achieving its goals, removing these inhibitors to help the team achieve the goals and move teams towards performing well.
Little emphasis is given on
maintaining commitment beyond the achievement of team goals initially identified. Once teams
become largely successful, the danger of complacency can set in. Team members may seek the comfort in
established routines sometimes to the point of establishing too much
bureaucracy, the quantity and quality of work may become lackluster, team members may settle for past
successes, and can be unmotivated to take on new challenges.
Bruce Wayne Tuckman identified
five(5) stages in the development of a team:
forming, storming, norming, performing, and adjourning. The challenge in each
stage are: to clarify goals and create a common purpose in the forming stage,
to resolve conflicts constructively and to manage roles and expectations in the
storming stage, defining rules and managing relationships in the norming stage,
seek for improved performance in the performing stage, and managing task
completion in the adjourning stage.
Later writers who used Tuckman as
a reference later added the dorming stage, observing that teams
that become successful can become complacent. Many times, I have come across team building facilitators who have a
difficulty finding ideas or crafting team
building programs for teams that already perform well. Overcoming the dorming stage is a real challenge for
performing teams and team building
facilitators can look into how to craft activities and programs that can
address this need in training.
Author: Thaddeau Engaling II is a team
development consultant based in Cebu with extensive experience in creating,
implementing, and facilitating training
programs for various types of organizations in the areas of team building, relationship
enhancement, self-awareness, trust & sensitivity training, and
organizational development. For reference to his character and experience, you
may refer to his curriculum vitae at http://docs.com/AYDN and his blog(website) at http://teambuildingph.com.
You may also reach him through mobile
number +639233173433.
Sources: Allindiary, The TealTrust, Team Building Bonanza,
Excellerate
