Identifying Team Performance Opportunities Via the Orming Model

I think a symptoms and solutions approach for each of the orming stages works as a good model for ongoing team development.

Forming – this is typically a structuring and validating stage that, if missing, creates a lack of focus, agreement, understanding of purpose for the team, etc.

So, Team Descriptions, Charters, role definition, Goals and Expectations are the most likely solutions if floundering takes place as the team is Forming.

Storming – this is the relationship building stage and can destroy the team or cause it to fracture and split.  Indicative of this is when some members begin doing all the work alone or in sub teams and the remainder of the team does little to nothing.  Role accountability and responsibility must be clarified at this stage of team building.

Getting through this stage requires facilitated discussions, exercises that reveal issues, constructive conversations, team RACI charting, etc.  

Norming – this stage reflects the leveling of trust, confidence, role clarity, respect, and understanding.  It is the baseline for moving to team performance versus individual member performance through sharing work, shared decision making, problem solving, and using team models for getting work accomplished that all members understand and agree with.

The solution for issues arising at this stage is typically training about team tools, processes, behaviors, and exercises that strengthen relationships between team members.

Performing is when full trust, openness, and candor are in place along with team competencies and tools that allow members to work together well.  Issues continue to arise as new members are assimilated, changes are made in the teams’ purpose, goals, and structure.

Specific tools for on boarding, selection, peer coaching, sponsor support, training, communication, measuring progress, performance review; all help with the sustaining of the performing stage.

High Performance is when a continuous improvement challenge is embraced by the team to go beyond “good enough” to excellence.  This alignment of vision, goals, tasks, roles, with open to learning behaviors, allows for interchangeability between members, high levels of trust, continuous team and member development, that maintains and sustains extraordinary performance.

Adjourning is a formal dissolution and celebration of closure for the team.  When not done it sometimes creates dis-satisfaction and leaves a bad taste in team members mouths.

Assure there is a process of celebrating the completion of the reason for existence of the team.  A sharing of learnings (Retained Learnings) that can be carried forward is appropriate.

Interested in assessing or improving team performance?  Give us a call at 330-329-3137 or email us!

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Online Employment & Development Screening Assessment

New Job Applicants:

  • Applicant screening is fast, easy and non-invasive.
  • Demonstrate to your applicants that you take recruiting very seriously.
  • Applicants also appreciate the speed, simplicity and professionalism of taking online screening assessments.
  • Applicants can take the online assessment at home.

Existing Employees:

  • Some of my clients assess existing employees for developmental purposes.
  • Managers can use the online assessment to help identify the best approach to manage, motivate, train and develop each employee.
  • Online assessment can also help to uncover potential performance problems and issues that should be addressed.  If you have an under performing employee, online assessment could help you develop an action plan.
  • If you have a high potential employee, online assessment will help you understand how to best lead, coach and manage that person wisely and how to look for similar traits in future job candidates.


  • The profile report provides ideas for managing the person, if hired.
  • Development suggestions are included so performance can be accelerated and maximized.
  • Suggestions for how to best manage and lead the person allow you to provide the most conducive environment for high performance.
  • Each new applicant profile is compared to the Job Profile for the position.  A percentage of match is provided indicating likelihood of success or failure in the role.
  • Online assessment is low-cost relative to similar assessment instruments available online.

Job/Position Profile:

  • We always complete a Job/Position Profile Form with you for each position you want assessed so you have a comparative report of position “fit” for the role.

Contact us for a trial run of the online assessment.  330-329-3137

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