I have to say that I had never heard about the last stage of team development that is adjourning. That’s probably because I haven’t had an opportunity to lead a team development. Although I have personally been engaged in the first four stages of team development, I also had never heard labels being given to each of the stage: forming, storming, norming, and performing.
I had been the Vice President of California Association of the Deaf, and was re-elected at the conference last month. In January 2016, we are going to have our Board retreat where we will have our team development, and I probably will experience my first adjourning session with the outgoing Board Members whom I will miss dearly. BUT, the new incoming Board members are as dynamic, and I will be honored to be working with the new Board for the next two years.
Although I haven’t had the privilege of an adjourning stage with some of my groups, I could see how I would benefit from an adjourning session. We could identify our own individual strengths and tasks that we enjoy. That way, each of us can have a prescribed role for the next time we have a task to accomplish. We would likewise identify our group problem spots and work through our differences so they would not happen again if we are to assemble as a group for another purpose. With the identified weaknesses, we could elect to solicit the support of someone with that particular skill.
Abudi, G. (2010). The five stages of team development: A case study. Retrieved from http://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.html