Team Development Questions

What signs might indicate that a team is stuck in the ‘Storming’ stage, and how can a manager address these issues?

• Frequent conflicts and lack of progress; manager should facilitate open communication and set clear goals.

• High productivity and team cohesion; manager should maintain current strategies.

• Team members are disengaged and indifferent; manager should implement strict rules and penalties.

• Smooth workflow and mutual support; manager should reward the team.

How do individual team roles influence team development at each stage? For example, how might a Shaper help during the ‘Storming’ stage, or a Team Worker during ‘Norming’?

• A Shaper provides direction and challenges the team during the ‘Storming’ stage, while a Team Worker fosters collaboration during ‘Norming’.

• A Shaper focuses on maintaining harmony during the ‘Storming’ stage, while a Team Worker sets goals during ‘Norming’.

• A Shaper encourages creativity during the ‘Storming’ stage, while a Team Worker enforces rules during ‘Norming’.

• A Shaper manages resources during the ‘Storming’ stage, while a Team Worker evaluates performance during ‘Norming’.

How can a manager foster trust and cohesion in the ‘Norming’ stage, ensuring that everyone feels valued and respected?

• By setting clear goals and expectations

• By encouraging open communication and collaboration

• By providing regular feedback and recognition

• By organizing team-building activities

What role does feedback play in team development, and how can managers ensure feedback is constructive and effective?

• Feedback helps in identifying areas of improvement and fostering growth.

• Feedback is not necessary for team development.

• Feedback should be avoided to maintain team harmony.

• Feedback is only useful for individual development, not team development.

What steps can a team take during the ‘Adjourning’ stage to celebrate achievements, acknowledge contributions, and learn from challenges?

• Organize a team meeting to discuss the project outcomes.

• Ignore the project outcomes and move on to the next project.

• Focus solely on individual achievements.

• Avoid discussing any challenges faced during the project.

How do team development needs differ depending on team size, goals, and individual personalities?

• Team development needs are the same regardless of team size, goals, and individual personalities.

• Team development needs vary based on team size, goals, and individual personalities.

• Team development needs are only influenced by team size.

• Team development needs are only influenced by individual personalities.

How does a leader’s role evolve from the Forming to the Adjourning stage, and what management skills are most needed at each stage?

• A leader's role becomes more directive in the Forming stage and more delegative in the Adjourning stage, requiring skills in communication and closure.

• A leader's role becomes more participative in the Forming stage and more authoritative in the Adjourning stage, requiring skills in decision-making and conflict resolution.

• A leader's role becomes more supportive in the Forming stage and more evaluative in the Adjourning stage, requiring skills in motivation and assessment.

• A leader's role becomes more observational in the Forming stage and more hands-on in the Adjourning stage, requiring skills in planning and execution.

How can team development be managed in a way that supports both individual growth and team success?

• By focusing solely on team goals

• By encouraging individual learning and collaboration

• By prioritizing individual achievements over team goals

• By avoiding any form of feedback

Which of the following strategies can help teams sustain high performance and prevent burnout or complacency?

• Regular feedback and communication

• Ignoring team dynamics

• Overloading team members with tasks

• Focusing solely on individual achievements

How can teams evaluate and reflect on their development journey at regular intervals?

• By conducting regular retrospectives

• By ignoring past performance

• By focusing only on future goals

• By avoiding feedback sessions