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Read link below 2. What stage of team development your team is currently in and also share your evidence (what's happening that helps you to determine the stage the team is in)? Then share with the team what you will do, intentionally to help the team to succeed. Also, please note that EVERY team goes through the first two stages, even if the signs are there and the leader is avoiding it. Example to use: New employee at Dick's Sporting Good. Learning the environment, policy & procedures, sexual harassment videos, etc. New employee orientation etc. DUE: TUESDAY OCTOBER 29

Paper For Above instruction

The question requires analyzing the current stage of team development, providing evidence for this assessment, and outlining intentional strategies to help the team succeed. Additionally, it emphasizes that all teams experience the initial two stages, regardless of leader awareness. An example scenario involves a new employee at Dick's Sporting Goods undergoing orientation and learning procedures.

Understanding Team Development and Practical Application

Effective teamwork is fundamental to organizational success, and understanding the stages of team development is crucial for leaders and team members alike. Tuckman's model (1965) describes four primary stages: forming, storming, norming, and performing—which many extend to include adjourning. Recognizing the current stage of a team allows for targeted strategies that facilitate progression and cohesion.

Currently, our team is in the forming stage. Evidence of this includes members introducing themselves, establishing preliminary relationships, and clarifying roles and expectations. For example, recent meetings have involved members sharing their backgrounds and goals, and there is a noticeable lack of conflict and disagreement, which is typical of early team formation. Additionally, there is a focus on learning the team's purpose and understanding procedural guidelines.

To help the team advance effectively, I plan to implement several strategies. First, I will foster open communication by encouraging team members to share ideas and concerns without fear of judgment, which can help move the team into the storming stage productively. Second, I will facilitate team-building activities aimed at building trust and a shared sense of purpose, essential for norming. Third, I will clarify roles and responsibilities explicitly, reducing ambiguity and fostering accountability.

Recognizing that teams inevitably pass through these stages—even if leaders attempt to circumvent them—I will remain vigilant and supportive throughout each phase. For instance, during the storming stage, I will mediate conflicts constructively and ensure that differing viewpoints are acknowledged and integrated. As the team progresses into norming and performing stages, ongoing reinforcement of shared goals and recognition of achievements will sustain motivation and cohesion.

Conclusion and Reflection

Understanding the stage of team development is vital for applying appropriate leadership and management strategies. By continuously evaluating the team's behaviors and interactions, leaders can facilitate smoother transitions through each stage, ultimately leading to high-performing, collaborative teams. Whether the scenario involves new employees at a retail store or project teams within an organization, the principles remain consistent and essential for success.

References

• Tuckman, B. W. (1965). Developmental sequence in small groups. Psychological Bulletin, 63(6), 384–399.
• Wheelan, S. A. (2005). Creating Effective Teams: A Guide for Members and Leaders. Sage Publications.
• Lencioni, P. (2002). The Five Dysfunctions of a Team: A Leadership Fable. Jossey-Bass.
• Johnson, D. W., & Johnson, R. T. (2013). Joining Together: Group Theory and Practice. Pearson.
• Hackman, J. R. (2002). Leading Teams: Setting the Stage for Great Performances. Harvard Business Review Press.
• Gersick, C. J. G. (1988). Time and transition in work teams: Toward a new model of group development. Academy of Management Journal, 31(1), 9–41.
• Salas, E., Cooke, N. J., & Rosen, M. A. (2008). On Teams, Teamwork, and Team Performance: Discoveries and Developments. Human Factors, 50(3), 540–547.
• Kozlowski, S. W., & Ilgen, D. R. (2006). Enhancing the Effectiveness of Work Groups and Teams. Psychological Science in the Public Interest, 7(3), 77–124.
• McShane, S. L., & Von Glinow, M. A. (2010). Organizational Behavior: Emerging Knowledge, Global Reality. McGraw-Hill Education.
• Schneider, B., & Barsoux, J. L. (2003). Managing Across Cultures. Pearson Education.