Whether you play sports or not, it’s likely that you’re part of team across all areas of your life: in the office with colleagues and staff; with suppliers; on volunteer committees; and on the sports field.

You’ve probably been on teams where 10% of members do 90% of the work, and others where everyone chips in equally to meet a goal.

How can teams sometimes run so well, and at other times so poorly? I think it comes down to a recognition (conscious or not) of the key stages of team development. Here’s what to look for to build a successful team.

Stage 1: Recruiting

Whether you’re starting a new team, or simply recruiting members, there needs to be some form of position description.

For example: “we need a seven-foot-tall lady to play goal attack in our D-grade mixed netball team.”

Recruit based on these requirements, but don’t forget to communicate your team or organisation’s goals, culture or objectives to would-be teammates. If you’re the one joining the team, ask these questions. The more both sides know about each other before committing, the better.

Stage 2: Getting to Know You

You should expect that your new team members are going to need time to find their feet, so try to make this process as efficient as possible by taking the time to explain things like your shared history, strategies and culture.

If you’re the confident type as a new recruit, maybe wait a while before exerting your authority. You probably won’t win many friends at a new job by announcing exciting plans to corner the worldwide widget market at the first meeting.

Even seven-foot lady netballers probably won’t impress by immediately demanding that the team should just “pass me the damn ball.” 

Stage 3: Adjusting

Now the initial honeymoon period has expired and the niceties are out of the way, it’s time for new and existing team members to make adjustments to work together.

Each team is different. For example, in one work team I was expected to check all decisions with the team leader, whereas in another I was told to stop asking so many questions and just make a decision.

There may also be a shift of responsibilities within the team according the mix of skills now available, so your more vertically-challenged teammates may take some time getting used to passing the netball every time to your lady-giant recruit.

Stage 4: Doing

You’ve recruited your seven-foot netballer, everyone’s happily adjusted to giving her the ball on every possession, and you’re on your way to tasting D-grade mixed netball championship glory.

Relish this: not everyone gets to be part of a team that is well-adjusted and successful. But if things aren’t working, you may want to enter the next stage sooner rather than later.

Stage 5: Renewing / Winding Up

You revolutionised the D-grade mixed netball world and took home the championship trophy. But how will you defend the championship? What will happen to the team if you don’t win next season?

Disbanding and rebuilding are important parts of the team life cycle that are often overlooked or seen as negative, but they needn’t be.

Committees often talk about seeking ‘new blood’ to renew enthusiasm and bring in new ideas, and this is often instigated from regular review of the team’s performance individually and as a whole.

As a team leader you should be able to pinpoint when you’ve reached a point where change is required, and as a team member you should be willing to step down if you think you’ve contributed as much as you can.

From here, it’s back to Stage 1 – recruiting more seven-foot lady netballers.

5 Stages of Successful Teams

Stage 1: Recruit. Know exactly who you want / need, and convince them to join.
Stage 2: Getting to Know You. Get to know each other’s strengths and habits, and be supportive in helping new team members find their feet.
Stage 3: Adjusting. You now know who’s good at what – roll with it.
Doing. Enjoy this stage while it lasts.
Renewing / Winding Up. Keep it fresh with new team members.

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