Teams go through various development phases before they work together optimally. Understanding these team phases enables you to support your team in a targeted manner and use conflicts as opportunities. A well-functioning team is not created overnight: it takes time, clear leadership and sometimes external support to successfully master each phase. In this article, you will find out how to lead your team through the five phases of team development and how team coaching can support you.
Table of contents
Understanding the 5 phases of team development and making targeted use of them
Teams do not develop automatically: they go through different phases. The Tuckman model of team development serves as a guide to better understand the dynamics of your team and provide it with targeted support. Each phase brings its own challenges, and team coaching helps to overcome these successfully.
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Forming: The entry and discovery phase (contact)
In the first team phase, the team members get to know each other and the atmosphere is often characterized by uncertainty and reticence. As a manager, you provide orientation and create trust by setting clear goals and guidelines. Team coaching in this phase can help to define clear roles and common goals right from the start. In this way, misunderstandings can be avoided early on and the team can start the next phase stronger.
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Storming: The dispute and argument phase (conflict)
This is when the first conflicts arise. Different opinions and ideas clash, which often leads to tensions. In this team phase, it is important that conflicts are not suppressed but dealt with constructively. Team coaching provides support here by helping the team to use conflicts productively and develop communication rules. In this way, tensions can be used to lead the team into the next phase.
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Norming: The regulation and agreement phase (contract)
Once the conflicts have been resolved, the team consolidates. The team members agree on common rules, norms and goals. As a manager, you support this team phase by moderating and providing structure. Team coaching helps to further strengthen communication and ensure that all team members are pulling in the same direction. This ensures that the team is well prepared for the next team phase.
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Performing: The work and performance phase (cooperation)
The team is now in a position to work in a self-organized and productive manner. Task-oriented discussions are frequent in this team phase, as the team is now operational and may still need to clarify outstanding issues. Your role as a manager is more supportive in this phase. Team coaching helps to maintain focus and further improve collaboration so that the team remains effective.
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Adjourning: The dissolution phase
Especially in project teams, there comes a point at which the team disbands. Saying goodbye can be emotional, especially if the team has worked together intensively. In this team phase, it is important to give the team members space to reflect and say goodbye. Team coaching can accompany this transition by supporting the team in reflecting on the collaboration and finding a positive conclusion.
Team development requires patience
Some teams go through the team phases more quickly, others more slowly. Teams can get stuck in the storming and norming phase in particular, especially if conflicts are not dealt with openly and constructively. Team development takes time, patience and conscious management. Team coaching can provide support at every stage and ensure that the team stays on course and successfully overcomes challenges.
Get support in good time if necessary
If conflicts remain unresolved for a longer period of time, not only the work performance suffers, but also the well-being of the team members. In such cases, a Team coaching help to bring the dynamic back into balance. Coaching makes it possible to resolve deep-seated conflicts and revitalize cooperation. The earlier team coaching is initiated, the sooner negative effects such as declining productivity, absences or even resignations can be prevented.
Food for thought on the team development model
- What phase is your team currently in?
- What leadership role are you taking on at this moment?
- Does your management style match the respective team phase?
- Are there any signs that your team is on the right track?
- Does your team possibly need a boost from you to get ahead?
Source
Stahl, Dynamik in Gruppen - Handbuch der Gruppenleitung (2017)
About Sybille Imbach, organizational psychologist
Sybille Imbach is dedicated to helping managers and teams strengthen their emotional intelligence and resilience. With many years of experience as an organizational psychologist, she specializes in sustainable strategies in stress management and team development to promote personal well-being, effective leadership and constructive teamwork. Her expertise combines psychology and coaching in a unique way to create healthy and productive work environments.
When classic tools or self-help books no longer help, Sybille Imbach starts where real change begins: with inner clarification, emotional depth and sustainable self-management.
