Why Understanding Team Dynamics is Critical for Senior Leadership
by Heather Wolfson, CEO & Lead Strategist, Maven Coaching & Consulting
Team dynamics are a big deal when it comes to workplace stress.
According to The Harvard Business Review, team dynamics directly affect a whopping 92% of what causes the most stress in the workplace.
They make up the unconscious and psychological factors that influence a team’s behavior, such as creativity, productivity and effectiveness — for better or worse.
Photo by Jason Goodman on Unsplash
When good dynamics exist, a group can work well together. Since group work is integral to organizations, improving group dynamics can lead to better work outcomes and better customer satisfaction.
When negative team dynamics creep in, the group's effectiveness is reduced. This often leads to toxic workplace culture, low employee morale and retention, and reduced productivity.
Many of the problems people experience with team dynamics are fixable, but it can be difficult to know how to approach the problem.
This article covers how senior executives and managers can use five stages of team development to build strong workplace culture.
Why Are Team Dynamics Important to Leadership?
Unhappy teams create unhappy working environments.
45% percent of people said lack of trust in leadership was the biggest issue impacting their work performance.
The biggest issue is ineffective team leadership resulting in miserable employees, high turnover, and less productivity.
Twelve Characteristics of Ineffective Teams
No Processes for Gaining Consensus or Resolving Conflicts
Team Members who Lack a Commitment to the Goal
Lack of Camaraderie
Lack of Openness and Trust
Vague Role Definitions
No Commonality or Cohesiveness
Conformity and Mind Protection
Low Tolerance for Diversity
Insufficient Resources
Lack of Management Support
Listless Team Members
A Discontinuity Between Individual Expectations and Group Expectations
The right amount of feedback and respect can scale up team members’ emotional well-being by a staggering 80%, which is why cultivating healthy team dynamics is crucial for long-term organizational success.
Benefits of Healthy Team Dynamics
Increased Productivity And Fewer Mistakes
Ability To Think Creatively Which Could Lead To Innovation
Effectively Problem Solve
Opportunities For Personal Growth
Increased Happiness Among The Staff
Less Chance Of Burnout
Whether you are already a manager or a future leader on the rise, understanding the importance of team dynamics in workplace culture is an invaluable lesson.
What Are the 5 Stages of Team Dynamics?
Understanding the five stages of team development enables you to get teams started, resolve conflicts more smoothly, share information effectively, achieve top results, and then review outcomes to keep finding ways to improve.
These five stages of team dynamics, based on the work of Psychologist Bruce Tuckman. As a way to improve teamwork and help companies become more efficient, researcher Bruce Wayne Tuckman published “Tuckman’s Stages” in 1965. It talked about the four stages of development all teams move through over time: forming, storming, norming, and performing.
In 1977, Tuckman and doctoral student Mary Ann Jensen added a fifth stage called adjourning to make it the “five stages of team development,” according to Teamwork.
Each phase can be led in a way to build a healthy and happy team.
Team Dynamics Stage One: Forming
Do you remember what it felt like when you first started your job?
Trying to find the bathroom. Getting to know your new coworkers. Excited and energized by all the opportunities ahead.
That excitement in the air is the forming phase. The first of the 5 Stages of Team Dynamics.
Forming is the “people '' stage when team members first meet, set ground rules, and become acquainted with the roles and responsibilities held by each member. When team members meet for the first time, it’s important for leaders to facilitate introductions and highlight each person’s skills and background.
During this phase, team leaders need to take the opportunity to outline project details and organize team members' responsibilities. This helps the team develop their strengths, set boundaries, and learn how to work well together.
Here leaders can step up to help foster a strong foundation for a healthy and happy team, which is so needed in today's work culture.
Team Dynamics Stage Two: Storming
Storming is the second of the 5 Stages of Team Dynamics — it's often the tensest of all the phases.
During the storming stage, team members openly share ideas and use this as an opportunity to stand out and be accepted by their peers.
This can often lead to feelings of frustration, anger, and concern among team members, causing disagreements and creating a less enjoyable workplace. This is where conflict may arise, but uncomfortable situations push us to grow. There is great power in the storming stage.
During this stage, which can be very sensitive for team members, team leaders must refocus the group. Break down tasks, celebrate wins, and deal with conflict —name it, don’t avoid it.
Happier employees start with happier team dynamics. Don't let ill will fester. Instead, allow your team to take this as an opportunity to take pride in working through hard issues.
In order to progress from one stage of team development to the next, group members must move from a "testing and proving" mentality to a problem-solving mentality.
The best question a leader can reflect on in this stage to move ahead is what is the team trying to communicate?
Team Dynamics Stage Three: Norming
Working in harmony or firing on all cylinders are great ways to describe the norming phase of team dynamics.
By now, the team has grown closer and more effective. Each person works more efficiently because he or she has learned how to share their ideas and listen to feedback while working toward a common goal.
Shared leadership develops as the group develops cohesion. Team members learn they must trust one another in order for shared leadership to be effective.
Collaboration is at an all time high during the norming phase. During this stage, leaders should refocus on the team’s goals and processes, ask for contributions from all team members, and look for opportunities to increase productivity (for individuals and collectively). This also may be a good time to re-establish norms and expectations.
Team Dynamics Stage Four: Performing
Your team is really on its way when you arrive at stage four, performing.
During this phase, teams work together more efficiently than they did in previous stages.
Team members are invested in their work and have high levels of trust, which translates to more efficiency, awareness, and workplace satisfaction. Although the team will continue to face challenges, they have learned how to solve problems without compromising timelines and progress.
This is a highly productive stage both personally and professionally. The team needs leaders to keep the momentum going. Set reminders to check in with your team regularly to ensure progress is being made toward goals and gather feedback.
This is also a great time to celebrate the team’s accomplishments — large and small — to keep morale high.
It’s important to note that the performing stage is not reached by all groups — especially under the management of an ineffective leader, according to West Chester University research.
If group members are able to evolve to stage four, their capacity, range, and depth of personal relations expand to true interdependence.
Team Dynamics Stage Five: Adjourning
The end of the project is nearing completion. The fifth and final stage is typically accompanied by visible signs of a mourning at the end, a slow down in momentum, and restless behavior or bursts of extreme energy usually followed by lack of energy.
They experience change and transition. While the group continues to perform productively they also need time to manage their feelings of transition.
After the project has been completed, leaders need to do two things: take an honest look at what didn’t go well and pinpoint where there’s room for improvement and review the last few weeks or months to celebrate their successes.
When looking back to find opportunities for improvement, brainstorm with your team — as a whole and individually. Ask your team members to prep ideas to share at the meeting.
A planned conclusion usually includes recognition for participation and achievement and an opportunity for members to say personal goodbyes. After teams complete their projects and debrief on what went well and what could be improved for future projects, they move on to new projects.
New teams often suffer from growing pains — it takes members of any team time to get acquainted with each other. When applied correctly, these five stages of team dynamics will allow you to shape successful teams that perform to their best potential.
Looking to build a strong and healthy team dynamic? Book a free 20-minute session to learn how you can manage the stage your team is in as an effective leader.
