2.1 Analyse the stages of team development

This guide will help you answer 2.1 Analyse the stages of team development.

The stages of team development are essential for a lead practitioner in the adult care setting. A well-functioning team can actually enhance care outcomes, ensuring that service users receive safe, compassionate, and personalised care. This analysis will guide you through the distinct stages teams typically experience, drawing upon Bruce Tuckman’s renowned model: Forming, Storming, Norming, Performing, and Adjourning. Each stage plays an essential role in shaping a cohesive and effective team.

Forming

Initial Assembly

The forming stage is the team’s introduction phase. Team members are brought together, often unsure of how to work collaboratively or what to expect from each other. At this juncture, individuals are usually introducing themselves, sharing basic information, and starting to understand their roles within the group.

Characteristics

• Politeness and Caution: Individuals tend to be polite and reserved, avoiding conflicts as they are not yet comfortable.
• Unclear Roles: Roles and responsibilities are often not well defined. Team members may feel anxious about their position.
• Dependence: There is a strong dependence on the leader for guidance and direction.

Lead Practitioner’s Role

You must provide clear guidance and establish the team’s purpose and objectives. Offer reassurance and foster a welcoming atmosphere. Encourage open communication to help members feel more at ease and willing to participate.

Storming

Conflict and Competition

The storming stage is where conflicts and challenges emerge. Differences in working styles, personality clashes, or disagreements over tasks can lead to tension. This is a natural progression but can be difficult if not managed properly.

Characteristics

• Conflict and Disagreement: Differences in opinions and working styles can cause misunderstandings.
• Power Struggles: Some members may challenge the leader or vie for roles within the team.
• Resistance: Resistance to established processes may occur as individuals test boundaries.

Lead Practitioner’s Role

Facilitate dialogue to resolve conflicts and remind the team of shared goals. Encourage respect and understanding of diverse perspectives. Support members in navigating through difficulties, helping them develop problem-solving strategies.

Norming

Establishing Norms

As the team begins to resolve its differences, it moves into the norming phase. During this stage, harmonious relationships form, and the team establishes agreed-upon norms and behaviours. Collaboration becomes more productive and goal-focused.

Characteristics

• Cohesion: Individuals start to appreciate each other’s strengths, fostering a sense of unity.
• Clear Roles: Roles and responsibilities become clearer, reducing ambiguity.
• Collaboration: Enhanced cooperation and a focus on team objectives develop.

Lead Practitioner’s Role

Encourage the team to take ownership of their roles and responsibilities. Support initiatives that strengthen collaboration and peer support. Reinforce positive behaviours and teamwork.

Performing

Efficient Functioning

In the performing stage, the team is effectively working towards its goals. Members are motivated, and their activities are aligned with the overall mission. The team operates efficiently and can manage tasks autonomously.

Characteristics

• High Productivity: The team performs efficiently, achieving its objectives.
• Independence and Flexibility: Members exhibit confidence and adaptability in their roles.
• Strong Communication: Open and effective communication occurs, with minimal misunderstandings.

Lead Practitioner’s Role

Focus on maintaining the team’s momentum and supporting continuous improvement. Provide constructive feedback and encourage innovation. Celebrate achievements to keep morale high and ensure sustainability.

Adjourning

Dissolution and Reflection

Adjourning, also known as the mourning stage, occurs when the team’s objectives have been achieved, and the group disbands. It can be a time of mixed emotions as members reflect on their successes and challenges.

Characteristics

• Reflection: Members reflect on their accomplishments and experiences.
• Grief and Sadness: A sense of loss may be felt as the team disbands.
• Transition: Individuals prepare for new roles or teams.

Lead Practitioner’s Role

Facilitate a closure process by acknowledging the team’s successes and contributions. Support members in their transition to new roles or teams. Provide opportunities for feedback to improve future projects.

Application in Adult Care Settings

In adult care, understanding these stages enhances your ability to manage teams effectively. Each stage impacts how team members interact, make decisions, and deliver care. By recognising where your team is in this progression, you can tailor your leadership approach to meet their needs. Here’s how it applies:

• Forming and Storming: New staff inductions or organisational changes often initiate these stages. Clear communication and structured onboarding support transition through them.
• Norming and Performing: As teams align on common goals, their ability to deliver person-centred care improves. Supporting professional development and peer collaboration strengthens this phase.
• Adjourning: Whether it’s the end of a project or a change in team composition, providing closure helps staff move forward positively and retain learning from their experiences.

Final Thoughts

Analysing the stages of team development offers invaluable insights that can guide your leadership in adult care. Understanding these stages helps you support your team through their growth, building a cohesive and efficient unit committed to superior service delivery. By fostering a supportive environment, you enable your team to thrive, adapt, and achieve their objectives, ultimately enhancing the quality of care provided.