The director can delegate his/her authority, as his/her active participation in all aspects of the group's work is no longer required. This may not be easy for him/her, but it is important to remember that relieving him/herself of some responsibilities will allow him/her to focus on other priorities.
Try to implement new solutions, as the group is capable of performing more complex and non-standard tasks.
It is important to monitor the motivation of employees. You need to make sure that it is at a high level and provide support if necessary.
Talk to participants about the opportunities and resources available. This will boost employee confidence.
Both the leader and the team how to use the rcs database for direct marketing members must acknowledge the contributions of others. Underestimating someone's work can lead to future conflicts and make it difficult to form the next team.
At this stage of the group's development in Tuckman's model, the possibility of returning to previous stages is practically excluded. The team functions without failures, effectively performing all its tasks. Now the group is able to mentor new team members, helping them to eliminate certain problems.
The performing stage is accompanied by a feeling of relief. This euphoria is especially noticeable if the preceding storming stage was characterized by emotional tension. However, if it proceeded without significant conflicts, relief may be felt less vividly.
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The fifth stage of Tuckman's model is separation.
When all tasks and goals are completed, the team moves on to the fifth stage. At this stage, it is necessary to sum up the results. Completion of joint work may cause some difficulties for the team members, as they have already gotten used to each other and have gone through the adaptation stages. At the same time, it is possible to maintain the interpersonal relationships of the participants.
Breaking up does not always mean the final dissolution of the team. It can be a temporary break in working together. Such changes in the team structure can lead to the beginning of reform. The departure of one of the members from the group can cause stress, which leads to a redistribution of responsibilities and the formation of new connections. However, the team goes through all the stages faster due to the experience gained and strengthened relationships.
Sometimes organizations will deliberately bring in new employees to create controlled conflict at this stage. This helps stimulate new ideas.
Team Lead
In the final stages of team development, the following steps can be taken:
Celebrate achievements. Celebrating successes will help preserve pleasant memories of the collaboration.
Emphasize the individual contribution of each member. This will not only raise the self-esteem of team members, but also create a basis for future cooperation.
Discuss the group's achievements as a whole. The analysis will help identify successful strategies and methods of work that can be applied to future projects.
A new team may be formed from the team. It is likely that you will need to interact with current members again in the future. It is important that all stakeholders, including external parties, are aware of the team’s achievements. Support and sharing of recommendations can help employees overcome problems and maintain relationships. In addition, collect feedback. This will allow you to evaluate the effectiveness of the work and learn lessons for future projects.