Bruce believes that a team will go through five stages from establishment to final dissolution. They are forming, storming, normalizing, implementing and adjusting.
Formation/enlightenment period of the team. The team members just met and were full of excitement and anxiety. They lack relevant information about their purposes and activities, and their roles and responsibilities are unclear, so they rely heavily on the command of team leaders.
The necessary storm period. During this period, team members build mutual trust and face the views and opinions of other groups. They hope to express and show their personal characteristics. At the same time, all kinds of setbacks and dissatisfaction encountered in this process will also be exposed. It can be said that the team is unstable and full of anxiety during this time. At this time, the team needs to focus on the team's goals and avoid being influenced by interpersonal relationships and emotions.
The formative period of the team. Through the constant collision in the storm, the working methods and norms among team members and the values within the team were established. With the continuous improvement of team effectiveness, members are constantly adjusting their behaviors to adapt to the new environment. With the increasing tacit understanding among members, the degree of autonomy of the team is also increasing.
With the constant running-in of the normalization stage, team members have found their own position and work rhythm in the team. The team has a clear understanding of what they are doing and can respond quickly to external changes. The operation of the whole team is like a whole, with energy accumulated in one place and moving towards the same goal.
The project is over, the task is completed and the team is dissolved.