“Would I rather Be Feared or Loved? Easy. Both. I want People to Be Afraid of how much They Love me.” - Michael Scott

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AI, Journey vs Destination

Stages of Team Development

Forming

You’ve got a new team or team member, and there may be some nerves, but generally during this stage, team members are feeling excited to be together and eager about the work ahead. There are usually a ton of questions during this phase, reflecting both the excitement and the anxiety about everyone’s place on the team.

Team efficiency is low during this stage, but everyone is understanding since you’re in the beginning phases. Think of it as the first day of work for Jim Halpert in The Office—everyone’s trying to find their place, and the dynamics are just beginning to form.

Storming

As team members strive to perform, it’s inevitable that you’ll find pain points. There will likely be members who can’t deliver on the unspoken expectations created during forming. Conflict will begin to rise internally; some team members may start to gossip about others, tempers may begin to boil, and likely unspoken complaints will remain unspoken. Think of the tension between Michael Scott and Toby Flenderson—misunderstandings and frustrations are bound to surface.

As a team member, it’s your responsibility to contribute to a team environment that can navigate through these issues. According to Google’s rework (2015 blog post, which is now archived here), there are five key norms to team success:

1. Psychological Safety: Can we take risks on this team without feeling insecure or embarrassed?
2. Dependability: Can we count on each other to do high-quality work on time?
3. Structure and Clarity: Are goals, roles, and execution plans on our team clear?
4. Meaning: Are we working on something that is personally important for each of us?
5. Impact: Do we fundamentally believe that the work we’re doing matters?

Norming

Performing

The pinnacle of an efficient team. This stage is full of communication, productive work output, and progress. The team functions like a well-oiled machine. These are the days we long for but never happen without the first 3 steps. It’s important to keep in mind what step your team is currently in and work through them together.

Embracing Conflict for Team Growth

Conflict in teams is often seen as a negative aspect, but it can be a powerful driver of growth and innovation. When managed well, conflict can lead to better ideas, improved processes, and stronger relationships within the team.

Here are a few ways conflict can be beneficial:

1. Encourages Open Communication: When team members feel safe to express differing opinions, it fosters a culture of open communication. This leads to a richer pool of ideas and perspectives.
2. Promotes Problem-Solving: Conflict often highlights underlying issues that need to be addressed. By working through these conflicts, teams can identify and solve problems more effectively.
3. Strengthens Relationships: Successfully navigating through conflict can build trust and respect among team members. It shows that the team can handle challenges and emerge stronger.
4. Boosts Innovation: Differing viewpoints can spark creativity and innovation. When team members challenge each other’s ideas, it can lead to novel solutions and improvements.
5. Clarifies Roles and Responsibilities: Conflict can highlight ambiguities in roles and responsibilities. Addressing these issues can lead to clearer expectations and a more cohesive team structure.

Embrace the conflicts, navigate them with care, and watch your team grow stronger and more effective. Just like the employees of Dunder Mifflin, your team can thrive through challenges and come out better on the other side.