Most transitions in life are very challenging and transition stage of a group is not exception. A group’s ability to be successful in the transition stage in my opinion depends on the willingness, ability and the skills of the group members as well as the leaders. To understand the transition stage of a group well, one has to know some of the characteristics of the transition phase, some fears and anxiety some of the members exhibit, how to respond to defensiveness, conflict and some of the activities that take place in the working stage.
Many of the adverse behaviors such as mistrust in the transition stage are underlined by anxiety and defensiveness. The key concept of the transition stage “is to create a safe and trusting climate that encourages members to take risks by identifying and exploring their fears” (Corey, Corey, and Corey. 2014, p. 217). Establishing trust to me is the main goal in the transition stage as the group cannot be successful if there is no trust. If there
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Those members who have lost their trust or have not reached that stage might miss most of the session. I like the establishment of trust because relationships are built on trust and being trustworthy is one of my core values. For groups to be thriving, the members need to trust each other as well as the leaders. If the group trust themselves and the leaders, there will be peace in the group and conflict will be reduced.
Similarly, where there is trust at the transition stage, members rely on each other and take risks. Feelings are knowledge and expressed. Members talk directly to each other and there are no hidden agendas. I think trust is very important in every relationship. Reading and learning about trust will help me to comport myself and give me the heads up when my group is not functioning as it should
The group has reached the Norming stage when they begin the second stage. “The team is faced with creating cohesion and unity, differentiating roles, identifying expectation for members, and enhancing commitment. Providing supportive feedback and fostering commitment to a vision are ne...
Bruce Tuckman maintains that there are four stages of group development, forming, storming, norming, and performing. These stages are all essential and unavoidable in order for a group to mature, overcome challenges, find solutions, plan work, and produce effective results. (University of Washington, 2013)
Trust is the one thing in this world that lots of people desire. Who wants to have any type of relationship without trust? It is not something that should be automatically given though, trust has to be earned. People should not automatically trust just because they know them or have been knowing them for a while.
For example, my group communicates quite clearly and effectively with one another, which has created more of a positive sense of equal interaction and bond between each member over the course.
of trust can begin to shape. “We have to recognize that there cannot be relationships unless there is
Tuckman, B., & Jensen, M. (2010). Stages of small-group development revisited. Group Facilitation, (10), 43-48. Retrieved March 27, 2011, from ABI/INFORM Global.
The first stage in developing a team as it relates to group dynamics is forming, this is the stage where team members come together and they question what they are therefore, who else is a part of the team, who they are comfortable with, and this enables them to get involved as well as allowing the team the opportunity to introduce themselves to each other. The second stage is storming, and in this stage the team members begin to voice their opinions and differences as well as align themselves with others who share their same beliefs. This is an important stage for the team because team members will begin to become more involved with one another, and when they voice their concerns, they can feel like they are being represented and understood. The third stage is norming in the stage team members begin to establish a shared common commitment to the purpose of why the team is there, where they can establish their overall goals and how the goals are going to be achieved. In the fourth stage, known as performing, the team works effectively and efficiently to gather towards achieving the goal.
Five characteristics of the initial stage of groups are: acquaintance, risks, building trust, learning about group functioning, and group members finding their place. During the initial stage of groups development group members are getting to know one another. During acquaintance, I would be open with their comments. According to Corey, Corey and Corey (2010), “typically, members bring to the group certain expectations, concerns, and anxieties, and it is vital that they be allowed to express them openly” (p. 107). I have listen to the fears that group members have and encourage them to express them. The group leader needs to learn to deal with the patients fears, thus “the ability of a therapist to instill confidence and trust within the therapeutic frame is essential to therapeutic success” (Ackerman, & Hilsenroth, 2003). I would invite the members to talk about how they are feeling with the group. Inviting discussion is an important role of the group leader, since there would be “moments of silence and awkwardness” (Corey, et. al., 2010, p. 133). Clients also learn
Kongvongxay, M. & Chatillion, R. (2013). Tuckman’s Five Stages of Group Development. Retrieved from http://www.slideshare.net/perspectum/5-stages-of-group-development-norms-tuckman-16474067
“Trust is one party’s willingness to be vulnerable to another party based on the belief that the latter party is a) reliable b) concerned c) open and d) competent” (Kramer and Taylor 1996). As defined by Rousseau et al “Trust is psychological state comprising the intention to accept vulnerability based on positive expectations of the intentions or behavior of another”. Trust as a part of organizational culture is shaped up by many different aspects, conditions, backgrounds and dimensions. In general, the consensus of opinion is that trust between individuals and groups within an organization is a highly important ingredient in the long-term stability of the organization and the well-being of its members. Trust within a project team is very
Trust is built by trusting team members and communicate about any issues that arises in the team. You would make commitment and believe in your ability to get the job done.
Together we chose three important concepts: leadership, followership, and trust. Leadership characteristics and behaviors are often discussed, but that of followership is much less common (Jerry, 2013). The study of followership is many times overlooked, although research on leadership is abundant (Satterlee, 2013). The fact is, a leader cannot lead without followers, thus is why followership is important (Satterlee, 2013). Point blank, there is no leadership without followership, but still the topic of followership rarely arises (Hoption, 2014). As defined by Mayer, Davis, and Schoorman, trust is “the willingness of a party to be vulnerable to the actions of another party based on the expectation that the other will perform a particular action important to the trustor, irrespective of the ability to monitor or control that other party as a positive expectation that another will not act opportunistically” (1995, as cited in Satterlee, 2013, p.
In the group it is important to them that the group members are accept and supportive. Others within the group who have a sense of we-ness will defend the group. They also have a more positive outcome in group cohesiveness because they feel safe and acceptance. We all have a desire to feel like we belong and feel accept I think group cohesiveness will work well with those seeking acceptances.
The stages of team development are forming, storming, norming, performing, and adjourning. Norming is the first stage that involves team members getting to know each other and trying to figure out where they fit in. As a leader, it is important to provide clear directions and set proper goals and expectations during this stage. Storming is the next stage and as the name suggest it is characterized with struggles, challenges, conflicts, and competition among team members. During this stage, I will provide a mediating role and facilitate conversations that steers the team towards the right
Trust: trust is fundamental for a relationships survival if you do not trust the other half in the relationship the relationship will fail as there will be a sense of insecurity. Trust is hard earned and easily lost.