Founded in 1990, REMCO has come a long way since it’s early days. Our history has built us into the in depth and highly specialized service team that we are today. Employing over 800 people in it’s different departments, REMCO staff members are experts in electrical systems, engineering, air conditioning, plumbing and fire safety works. Dubai Abu Dhabi Sharjah Phone : +971 4 2862444  Fax : +971 4 2859849  Email : remco@emirates.net.ae  Web Mail Login 


Stages And Yalom’s Therapeutic Forces

To prevent this from happening team members must be aware of the common pitfalls that may occur during this stage and take appropriate steps to ensure they don’t. The second stage of group development is known as the storming stage. The storming stage is where conflict and competition are groups stages at its greatest. Prepare your team for each stage, and use tools like Lucidchart to outline their roles and responsibilities throughout the journey. Keeping visual guidelines throughout the process is vital for maintaining the integrity of your team and avoiding conflict and confusion.

What question does a group ask during the forming stage of group development?

The question that individuals ask during the norming stage of group development is, “What do the others expect me to do?” It matters because the knowledge of questions that team members ask themselves at different stages of team development helps a leader to manage them effectively.

Even if clients have entered treatment voluntarily, they often harbor a desire for substances and a belief that they can return to recreational use once the present crisis subsides. At first, most clients comply with treatment Software development expectations more from fear of consequences than from a sincere desire to stop drinking or using illicit drugs (Flores 1997; Johnson 1973). Typically, people who abuse substances do not enter treatment on their own.


Having a way to identify and understand causes for changes in the team behaviors can help the team maximize its process and its productivity. The first stage of team development is forming, groups stages which is a lot like orientation day at college or a new job. in our task group the forming stage occurred when we were assigned a team number and were instructed to sit together.

  • In short, generalizations about stages of treatment may not apply to every client in every group.
  • In the real world, teams are often forming and changing, and each time that happens, they can move to a different Tuckman Stage.
  • The leader plays a very different role in late‐stage treatment, which refocuses on helping group members expose and eliminate personal deficits that endanger recovery.
  • Cognitive–behavioral interventions can provide clients with specific tools to help modulate feelings and to become more confident in expressing and exploring them.
  • It’s quite a professional honor, and it’s yours because of your successful work in a group.
  • It’s best that you use each stage to learn and understand something new about your teammates and work on improving your workflows.

Support networks that can provide feedback and structure are especially helpful at this stage. Clients also need reliable information to strengthen their motivation. In early‐stage treatment, strong challenges to a client’s fragile mental and emotional condition can be very harmful. Out of touch with unmedicated feelings, clients already are susceptible to wild emotional fluctuations and are prone to unpredictable responses. The therapeutic factor of hope also is particularly important in this stage. For instance, a new member facing the first day without drugs may come into a revolving membership group that includes people who have been abstinent for 2 or 3 weeks.

Leadership In Middle‐stage Treatment

The forming stage represents a time where the group is just starting to come together and is characterized by anxiety and uncertainty. In 1975, Bruce Tuckman added a fifth stage to his Forming Storming Norming Performing model. This stage occurs when the original task of the group is completed and everyone can move on to new goals.

The day after the meeting, you receive a call for a follow-up interview that leads to a committee interview. However, in the meantime, you have also been interviewing with other potential employers, and you are waiting to hear back from two of them. You show up at the job fair in professional attire and completely prepared. The representatives of each company are respectful, cordial, and give you contact information. One of them even calls a member of the organization on the spot and arranges an interview for you next week. The more we know about others and become accustomed to how they communicate, the better we can predict how they will interact with us in future contexts.


If a group member interrupts another and presents a viewpoint or information that suggests a different course of action, the point may be well taken and serve the collaborative process. But if that same group member repeatedly engages in blocking behavior, then the behavior becomes a problem. To become effective at human relations skills, learn how to work in groups. The use of emotional intelligence skills in relationship management can help achieve this goal. involves how the group members interact with one another and form relationships.

Some members of the group may be more senior to the organization than you, and members may treat them differently. Some group members may be as new as you are and just as uncertain about everyone’s talents, skills, roles, and self-perceptions. The wise business communicator will anticipate the storming stage and help facilitate opportunities for the members to resolve uncertainty before the work commences. There may be challenges for leadership, and there may be conflicting viewpoints.

The Stages Of Group Formation, And How They Aid Your Teams Success

Incorporate team building exercises to strengthen the unity and trust within the team. The certainty of change in a team will almost inevitably cause the team to revert back to earlier steps. Long standing teams will periodically go through these cycles as changing circumstances require. Teams that want to enter the performing stage should take the following action steps during the norming stage. For permanent work groups, performing is the last stage in their development.

Well, truth be told, some teams may skip this step altogether, all in the hope that they’ll avoid unpleasant conflict and the clash of ideas. Unless the team is patient and tolerant of these differences as well as willing to address and work on them, the team and project cannot succeed. Sometimes, subgroups may form around particular opinions or authority figures — which are all clear signs that team cohesion has not happened yet.

Synergy (performing Stage)

Therapeutic strategies also should take into account the important role substance abuse has played in the lives of people with addictions. Often, from the client’s perspective, drugs of abuse have become their best friends. They fill hours of boredom and help them cope with difficulties and disappointments.


Leave a Reply

Your email address will not be published. Required fields are marked *