1000 word blog post

Video by Seeker via Youtube

Throughout history, certain people have been coined with the inventions that have shaped the way the world is today. Individuals have gone down in history as “the best”, but did they really do it all themselves? There had to be some sort of help they received along the way, no matter how small. We cannot recognize every person that contributed so we only give the notice to a few. However, most events, achievements, creations, etc. have been a result of some sort of group or groups working together. Below is an example of two people that were given notice for the creation of this TV show that required the help of many more people.

 

Image by Daniel Benavides via Wikimedia

Collaboration, despite what you might think, is something most people partake in on a constant basis. Whether it is a group project in school, a sports team, online gaming, even your job; collaboration has become a vital key to success in everyday life. As information technology has expanded and has taken a more influential and powerful role, groups (both on and offline) have become essential in both the development and consistency of innovation and work. Geoff Colvin, Senior Editor at Large, Fortune Magazine at Time Inc. says, “A few factors have combined to produce this historic shift. As knowledge increases, people must specialize in narrower slices of it to achieve mastery. For almost any given problem, more people's contributions are required to find the best response.” Here is a link to his article. One person’s mind can only know and handle so much knowledge. Everyone see’s things differently and your view may be different than someone else’s. These are important aspects to grasp and realize the need for group work is real and is called upon a lot. Groups continuingly are producing higher quality work than individuals; making it less likely for these individuals to continue working alone and instead try and find a group that they fit into.

This brings the conversation of Tuckman’s 5 Stages of Group Development. While explaining each stage, I will give an example from my own life of a group I have been in such as my football team. Sports teams are easy when identifying the stages and are clearly needed to be successful.

Stage 1 is forming. This is where the groups are still uncertain of one another but are brought together due to similar interests or knowledge. Members want acceptance from each other but play it safe and try to avoid controversy.

This is the first few practices where everyone got to know each other’s strengths and weaknesses. Everyone is here to try and win every game and eventually the championship. Captains are chosen and position groups form. The waters were being tested as teammates try to connect with one another and form relationships. I quickly tried to be funny yet come out as a leader in my position group. I also tried hard in practice to show off my skills.  

Stage 2 is storming. This is where conflict and competition reign and members attempt to organize and come up with ideas. Questions begin to arise about responsibilities, rules, and authority. There is some discomfort and more of a “testing and proving” mentality where it needs to be a problem-solving one.

The weeks to come were full of players messing up assignments and tensions started to form. Roles were being questioned and people were being moved around, causing conflicts of positioning and players getting under one another’s skin. This may be the first or second losses of the season when players butt heads. I had a couple dropped balls and blown assignments that I blamed on other people when it was my fault.  

Stage 3 is norming. Contributions are being made by all members and cohesion is clearly noticeable. Questions are being asked and changes are being made if need be. Trust is building in members and a sense of group belonging brings a feeling of relief that results in conflicts being resolved.

This is the good preparation week(s) before a season changing win. The team starts to form and cohesion between my teammates and I are visible. We are not turning away position changes but are excited to get differently looks on the playing field if it helps the team. We are becoming less selfish and trusting one another to do their job. Roles start to become clear and wins start to build. I had a good game making several plays and being moved around to both defense and offense for the good of the team.

Stage 4 is Performing. In this stage, members are able to work in sub-groups to benefit the group with their independent contributions. Roles and authorities change according to the needs of the group. Personal relations are self-assuring and the group is very productive. Unity is clear and the roles of each member are intense, yet morale is high and support in problem solving is achieved.

There is full trust with one another and everyone does their job knowing the person beside them will do the same. Instead of complaining about a bad ball throw I take the blame and say it was my fault; giving the quarterback back some confidence after his mistake. My captain told me something to do and I listened to him, disregarding my thoughts and as a result I scored. We won the game to get into the final because of the unity and collaboration of my team.

Stage 5 is adjourning. This is the cancelation of behaviors and relationships start to disconnect. Conclusion is inevitable and personal goodbyes are handed out. The final stage usually has a clear completion and ending.

Unfortunately, we did not get the championship, but we made it to the game. This was as close as we could get to our goal. As the season came to an end, awards were given out and goodbyes were given at the ceremony. It was a bittersweet moment that we came so close, yet so far from our final goal.

 

Image by Damon J. Moritz via Wikimedia

These stages are used to distinguish if a group is developing properly through the correct process. According to Tuckman, in order for a group to do this they must do the following:

1. Rotate the responsibility of group facilitation.

2. The purpose/mission of the group must be clear to all members and the purpose/mission should be periodically revisited.

3. Ground rules should be established and monitored.

4. Help group understand that “conflict” (conflict in a positive way) is a normal and perhaps necessary part of group development.

5. Group must be reminded to “listen” to each other.

6. Wrap-up at the end of each session should be comprised of meaningful and constructive comments relative to group process.

7. Everyone must contribute and work to make the group a “learning team.”

I believe my football team successfully followed and completed these steps, even though out final goal was not achieved. The outcome is not always the one we want but we must do our best to achieve our common goal as a group. Feel free to comment any groups that you think are a good example of these stages of development and follow the correct process to success.