Six stages of team development process for team leaders

Team development is an essential activity for team which is also an ongoing process for all teams irrespective of size or function. Common stages of team development process involves growth of every individual team member and which are

1. Remember that individuals have different needs

Every team is made up of individuals who have their own needs, skills and goals. Individuals who feel valued and challenged are more likely to be motivated towards the team’s objectives.

2. Get to know each team, member

Learn about each person’s unique skills and personal qualities. Ask about the person’s goals and expectations.

3. Help individuals develop their skills

Use the detailed background about each team member to provide challenges that are appropriate to that person. Encourage individual team member to take advantage of any in- house training courses and other opportunities that can help them build on their strengths and improve their weaker points.

4. Delegate responsibilities

Delegating helps individuals develop their talents and build self-confidence. It also leaves time for team leader to do the tasks that only team leader can do-planning, scheduling, etc. When team leaders can delegate, be sure to by adhering the following

Match the individual with the responsibility-make sure he or she welcomes the added responsibility and is capable of succeeding. With support if necessary.
Avoid delegating those jobs that you dislike.
Monitor the person’s progress by meeting periodically or requiring written progress reports on a regular basis.
Give the person some space-constantly breathing down his or her neck is likely to be counter-productive.

5. Show you value what individuals do

Let every individual team member know that what they do is important in achieving the team’s goals. Recognise special accomplishments and extra effort with words of praise, a short note, brief mention in organisation’s newsletter or some other appropriate manner. If possible, make the recognition public-it will mean more to the individual and can inspire others.

6. Offer constructive criticism

In a general, it’s best to offer criticism at the time an error or problem occurs. Don’t wait until the person’s annual appraisal to bring up these matters because