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Create a great team

Coaching and developing the people in your team to get the most from them is a challenge for all leaders in business. Managing your teams strengths, weaknesses, personalities, goals and challenges takes a dedication of time and energy.

How to coach and develop a great team

Step 1: Understand your teams skill gaps.
Step 2: Understand the balance of people you have in your team you can rely on to implement strategy effectively
Step 3: The above two steps will help you shape each team members one page development plan.
Step 4: Ensure you embed into their one page development plan the relevant training needs to address their skill gaps.

A great team is not spontaneously generated, they require lots of hard work. It is unrealistic to believe your team will network and instantly reach peak performance. Any new group struggles to find its focus. New members ask themselves many questions. “Is this going to waste my time”? “Is this going to be worth it”? “Is this really going to achieve anything”? “What is my role”? “Do I fit in here”? “Am I going to be an important member of this group with real input”?

Teams go through four distinct stages.

Great Teams

1. The Forming stage. The team is selected, a leader identified and work commences. People are feeling their way, getting to know each other and coming to grips with the task at hand. At the start everyone is well behaved, it is the honeymoon period where people are polite. True feelings are repressed. Enthusiasm modifies frustration.[hr]

2. The Storming stage. The polite behavior erupts into anger. Competing leaders argue and struggle for power. Pent up anger comes to the surface as personalities conflict. Cliques and factions form and there may be power struggles. The team struggles to survive, attendance becomes an issue and team performance drops. The team needs to be focused on its goals to avoid becoming distracted by relationships and emotional issues. Compromises may be required to enable progress.[hr]

3. The Norming stage. Agreement and consensus forms amongst the team who have responded well to facilitation by their leader. The roles and responsibilities are now clear and accepted. Big decisions are made by group agreement. Commitment and unity is stronger. The team may even participate together in social activities. The team discusses and develops its processes and working style. There is general respect for the leader and some of leadership is shared by the team. The team members continue to work and grow together, controlling their feelings and working through any frustrations. Progress is good.[hr]

4. The Performing stage. The team is now more strategically aware and it knows clearly what it is doing and why. The team have a shared vision and is able to stand on its own feet. There is a focus on exceeding expectations. The team has a high degree of autonomy. Disagreements still occur but now they are resolved within the team positively and the necessary changes to processes and structure are made by the team. The team is able to work towards achieving the goal and the team members look after each other. The team still requires delegated tasks and projects from the leader but does not need to be instructed or assisted. Team satisfaction peaks, just in time.

The lesson here is to not overreact at Stage Two. You need to see the process in totality.

Conflict is normal when a team enters stage two. Don’t take it personally. Change should be welcomed.

The importance of selecting the right balance of team members and the team leader is reinforced. You can save a lot of wasted energy and time in getting the team structure right at the start.

In summary there are:


Contact your local business coach for a free 60 minute consultation on creating a great team.