This stage requires gathering all of the participants in order for them to meet the team. The focus in on getting to know team members and how each person will contribute to the success of the project. The focus is on team-building, rather than on the details of the work that needs to be done. Energy is typically high and everyone is on their best behavior.
It’s important to note that if additional members are added to the team at a later date or a new leader takes the helm, the group is likely to cycle back to stages 1 through 3 but more quickly, until the new members are integrated.
The complexity of the project has become apparent and personality clashes may develop as individuals take ownership of their part in the project. Differences of opinion and challenges to authority are not uncommon. At this stage it is important to voice the fact that disagreements are normal, because avoiding discussing conflict usually creates a larger problem at a later date.
Members are starting to drop their guard, feel a sense of safety within the group, and are immersing themselves into their work. Everyone is contributing and working as a collective. An appreciation for each others talents and expertise is taking hold.
In the performing stage, a common vision is in play and contributors are working hard to meet the goals that have been set. Most participants are energized by benchmark successes and confident in their contributions. Most everyone is collaborating successfully, although some team members may have encountered conflicts that they have been unable to overcome, making it challenging (or impossible) to work with individuals on the team.
Some members may not have a reason to continue working on future projects, while others may already be discussing the next project in queue. For individuals who have developed strong links with the team but are exiting, a period of mourning may set in. Recognizing that future collaborations may not happen, can be disappointing.