Understanding team and organizational stages (Skill 55) is crucial—but being able to guide individuals, teams, and even entire organizations through those stages is where transformational leadership truly comes to life.
This skill moves us from theory to action. It’s not just about recognizing what stage a group is in—it’s about helping them move forward in a healthy, intentional, and effective way.
Skill 56 – Facilitate a Group or Organization Through the Five Stages of Development
Definition:
You possess the ability to guide and support groups or organizations through the five well-known stages of team development (Forming, Storming, Norming, Performing, and Adjourning) using effective strategies, clear communication, empathy, and leadership flexibility.
Why This Skill Matters
- Unaddressed team dysfunction festers. A leader who ignores group dynamics contributes to decline, not development.
- Facilitation leads to trust. When you help a team navigate tough transitions or conflicts, you earn credibility and foster loyalty.
- Progress is not automatic. Teams don’t naturally evolve without intervention—especially in today’s remote, fast-paced, high-stakes environments.
- Organizations mirror leadership. Leaders who can facilitate change at the group level lay the foundation for large-scale transformation.
Facilitating Each Stage: Practical Strategies
- Forming – Establish Trust and Structure
- Set expectations, goals, and purpose early.
- Host a launch session to define roles and relationships.
- Provide structured introductions or team-building exercises.
- Clarify how decisions will be made and how communication will occur.
- Storming – Normalize Conflict and Foster Psychological Safety
- Encourage open dialogue about concerns and expectations.
- Use coaching conversations to defuse misunderstandings.
- Promote shared agreements on team norms and behaviors.
- Remain calm, consistent, and compassionate.
- Norming – Strengthen Commitment and Identity
- Facilitate sessions where the team defines shared values and commitments.
- Begin rotating leadership or ownership roles to increase engagement.
- Celebrate emerging collaboration and acknowledge breakthroughs.
- Use assessments (like CRG’s Team or Personal Style tools) to increase mutual understanding.
- Performing – Sustain Excellence and Agility
- Step back to allow team autonomy but be available as a resource.
- Champion their wins internally and externally.
- Encourage continuous learning and stretch goals.
- Create regular feedback loops to ensure alignment and results.
- Adjourning – Close with Purpose and Gratitude
- Host a reflection and celebration meeting.
- Gather insights for future team efforts.
- Provide support for emotional closure, especially after long or intense projects.
- Recognize each member’s contribution and growth.
Implementation Strategies
- Use facilitative language. Ask, “Where do you see us as a team right now?” or “What do we need to move forward?”
- Model emotional intelligence. Especially in storming, leaders must remain self-aware and regulate their responses.
- Integrate learning tools. Assessments, check-ins, coaching questions, and visual frameworks all help teams process where they are.
- Stay patient but persistent. Growth takes time. Repetition and gentle redirection are key.
Leadership Practice Exercise
Choose a team you lead (or are part of). Then:
- Identify its current stage using observable behaviors and group dynamics.
- Write down three facilitation actions you could take this week to help the team progress.
- Schedule a team conversation or one-on-one to introduce the concept of team development stages and invite feedback.
Sample Reflection Questions
- Which stage do you find most challenging to facilitate—and why?
- How can you use your natural leadership style to support group development?
- What tools or conversations could help your team move to the next level?
Final Thought
Facilitating through the five stages is not about controlling people—it’s about empowering growth. Your role as a transformational leader is to create the conditions where people, purpose, and performance flourish. When you do this well, you not only strengthen the team—you transform the culture.
Until next time, Keep Leading On Purpose!
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