Teams go through predictable stages of development:

	Forming (characterized by): orientation, testing dependency
	Storming: organizing to get work done, intra-group conflict
	Norming: information flow, group cohesion
	Performing: problem solving, interdependence

Accelerating the team formation process enables the team to achieve better results (by getting to “performing”) faster.

Forming a merger-integration team

Multi-site development projects

Virtual teams

Action-learning teams formed to accomplish a specific task quickly (e.g., assess the feasibility of building a plant in China, salvage a damaged but key customer relationship and prevent it from ever happening again)

Develop tools / processes for facilitating team formation that are customizable and replicable

Build trust

Establish a sense of identity / group cohesion

Establish shared norms for how the team will function

Clarify roles and responsibilities

Enhance “team literacy” skills for:

	communicating (mental models)
	problem solving (systems thinking)
	organizing (team maintenance roles)
	learning (improving their own effectiveness)

Make team dynamics explicit so team members can manage them themselves

Front-end analysis (to customize the process), determining

	Team purpose (product development, marketing, etc.)
	Team type (work group, project team, etc.)
	Team duration (permanent or ad hoc)
	Team membership Relative newness of members to each other Homogeneity/heterogeneity (of ethnicity, function, level) Status differentials (‘second class’ perception, in-group / out- group; ‘us’ vs. ‘them’; “we acquired them”; etc.)

Other success factors

	Buy-in to the process by both team leader and members
	Integrated with real work; perceived as relevant Topics discussed are selected by and important to the team
	Accountability for learning over an extended time

Intensive team building (3-5 days) focused on:

	encouraging participation & high energy / enthusiasm
	acquiring team learning skills (mental models, communication / dialogue, systems thinking)
	inspiring personal mastery (courage, honesty, etc.)
	building shared vision

Heavy initial facilitation, but …

ever-increasing the team members’ responsibility for their own learning and leadership

Periodic follow-up sessions

	E.g., 4 to 6 half day sessions, spaced over 2 months
	To reinforce team learnings, build new skills
	Initial commitment is to the entire process

Use of simulations

Use of self-score instruments, followed by discussion

Low-rope team-building elements