First the group will form.
Forming is the first phase in the group development process. Members will find each other and come together or identify and reach out to new partners, while expressing the desire to be accepted by other members of the group. During this stage, serious conflicts are typically avoided as everyone gets to know each other and develops routines, organization, and responsibilities.
During this stage of the process, the facilitator establishes connections, purpose, and expectations for the group. The facilitator introduces people, learns and remembers new faces, and fosters warmth and respect among the members of the group.
Second, the group will storm.
The storming process involves a flurry of ideas all being presented and considered simultaneously. Group members are excited about the new process, and as a result, conflicts begin to arise. The storming stage involves negotiating roles, resolving issues, and determining leadership models. Depending on how aligned the group members are on the vision and mission, this phase can be very short or very long.
The facilitator’s role is to guide the group members through conflicts, help them resolve issues, and move into the norming stage.
Third, the group will norm.
During the norming stage, the group members settle into their roles as team members and have come together with one, defined goal. Some individuals may give up their own ideas and agree with others as the negotiation process moves forward. In order to achieve success, all group members must be committed to the success of the vision.
As the group moves from storming to norming, sometimes a new leader emerges from within the group. In the Army OneSource initiative, having a leader from the group takeover for the field staff is a critical step towards having a sustainable structure that is not dependent on the AOS program for survival. In this case, the facilitator should step back and let them lead, making sure to be available and prepared to help identify and resolve issues. If a leader does not emerge, than the facilitator’s role as a leader will begin to stabilize.
Fourth, the group will perform.
In the performing stage, the group is able to function as a unit and find ways to get the job done, overcome obstacles, and ultimately, achieve success. This stage can also be characterized as a time without inappropriate conflict or a need for external supervision.
The facilitator’s role during the performing stage is to help the group reflect on performance, progress, and outcomes.
Finally, the group will adjourn.
When the group has completed its goals and achieved its mission and vision, then it will adjourn. This is a time of separation, wrapping things up, and completion.
The facilitator should strive to take responsibility for tying up loose ends, maintaining contact with the various members of the group, and initiating any post-group contact.