In this chapter, we are going to begin with the performing stage of team development. But first, let’s review the previous stages. During forming, we came together and figured out our purpose. During storming, we worked out our differences, and tried to figure out how we were going to work together. And then during norming, we started to gel and become productive. Next comes the performing phase. This is where we have the highest possible level of productivity, with the least amount of friction within the group. It’s during this time that the team members collaborate and become unified around an outcome. The team leader hardly has to direct at all, and becomes more of a facilitator, allowing the team to work through the processes. The leader is there to delegate and remove obstacles, allowing the team to become high performing. During the performing stage, we’ve got to make sure we celebrate breakthroughs, and small successes. Later, as the team progresses, and as the project matures, either completing or getting very close to being completed, we reach the adjourning stage. We may disband the team because the objective has been met, or we’re far enough along that we can delegate the remaining pieces to the team members. At this stage, it may be difficult for some team members to let go and move on. However, since projects are temporary in nature, this stage is a normal part of high performing teams.
Adjourning may also occur if there’s no new defined work for the team to address, or the future objectives are undefined or uncertain. This may be a signal that we need to adjourn the team. Also, some team members may begin losing interest, or may be pulled away before everything is complete. This may be an indicator that is time to close out the team, and assign those final tasks to a few remaining individuals to independently complete them. We must never forget the recognition stage. The team leader is absolutely critical here, to make sure that the team gets the credit, and not the leader or facilitator. It’s at this stage that the process review inside the team and with sponsors should occur if it hasn’t already. This is an opportunity to list the things that went well with our team, and to identify and document the lessons learned so that things will go better next time. During the recognition stage we want to celebrate successes. Make sure the organization is aware of what this team has accomplished, and make sure that they get the thanks that they actually deserve. The effort to recognize accomplishments is very important, because it sends a message to everyone in the organization through positive reinforcement of what we value as an organization. What we care about will show in our actions, not just in our words.