Group vs. Team and Development Stages: Reaching the Performing Stage

Group vs. Team:

• Group:A collection of individuals brought together by a common purpose or shared interest. They may collaborate loosely and have minimal structure.
• Team:A highly collaborative group with a well-defined goal, shared responsibility, and a coordinated approach to achieving that goal. Teams often have specific roles and responsibilities for each member.

Group Development Stages in the Workplace:

Many team development models exist, but a common one includes five stages:

1. Forming:Group members get acquainted, establish ground rules, and discover individual styles.
2. Storming:Disagreements and conflicts arise as members work to establish a hierarchy and preferred working methods.
3. Norming:Consensus is built, collaboration improves, and team spirit emerges.
4. Performing:The team functions effectively, focuses on achieving goals, and leverages member strengths.
5. Adjourning:Temporary teams disband after completing their objective.

Moving a Workplace Group to the Performing Stage:

Here are some strategies to “unstick” a group and move them toward the performing stage:

• Team Building Activities:Facilitate activities that build trust, communication, and problem-solving skills.
• Role Clarification:Ensure each team member understands their roles, responsibilities, and how they contribute to the overall goal.
• Open Communication:Encourage open communication and active listening to address conflicts and find common ground.
• Set Clear Goals:Establish clear, measurable goals that motivate the team and provide a sense of direction.
• Celebrate Successes:Recognize and celebrate team accomplishments to maintain morale and motivation.
• Facilitation:Consider having a neutral facilitator guide discussions and help the team navigate through challenges.

Conscious Culture and Team Development:

A conscious culture focuses on fostering shared values, open communication, and psychological safety within the workplace. This aligns well with the strategies mentioned above. When team members feel safe to express themselves, collaborate openly, and trust their colleagues, they are more likely to progress to the performing stage.

A conscious culture encourages feedback, allowing team members to address issues before they become roadblocks. It also promotes continuous learning and improvement, enabling the team to adapt and excel as they move through the development stages.

Discussion 2: Role Conflict, Team Failure, and Ambiguity

(Replace the following with a specific example from your workplace experience)

Example:

Situation: I once experienced role conflict when I was assigned to a project where my supervisor expected me to prioritize speed and efficiency, while a key stakeholder emphasized meticulous attention to detail. This created conflicting demands on my time and approach to the project.

Resolution:

1. Identify the Conflict:I recognized the role conflict and its potential impact on the project.
2. Clarify Expectations:I scheduled meetings with both my supervisor and the stakeholder to clarify their specific expectations and priorities.
3. Seek Compromise:Through open communication, I negotiated a compromise that balanced speed with quality control. We agreed on specific deliverables and timelines with built-in time for stakeholder review.
4. Transparency and Communication:I maintained open communication with both parties throughout the project, updating them on progress and addressing any concerns promptly.

Types of Ambiguity:

• Task Ambiguity:Lack of clarity about specific tasks or project goals.
• Relationship Ambiguity:Uncertainty about communication channels, reporting structures, or interpersonal dynamics within the team.

Addressing Ambiguity:

In the same project, I encountered task ambiguity regarding the level of detail required in certain deliverables.

1. Seek Clarification:I proactively sought clarification from the project lead and documented the agreed-upon expectations.
2. Over-communicate:I erred on the side of over-communication, providing regular updates and seeking feedback to ensure I was on the right track.

By proactively addressing role conflict and ambiguity, I helped the team avoid potential roadblocks and work more effectively towards project goals.