Become your best team with IMGD group development

You probably know what it's like - in a new group, many people are a bit cautious at first. After a while, everyone starts to be themselves and then there can be friction. And that's good, because it shows you've reached level two. Use the IMGD method and you can go to levels three and four, and become your best team.

We all want to be our best selves. Why not be your best team too? Did you know that with the right help, a team can increase its performance by a quarter? On top of that comes the happy feeling of loving Mondays.

Team development - Try Teamr

What is group development?

Group development is consciously getting a group to move in a certain direction. All groups have their own dynamics that can be captured and managed professionally. Making the process clear to all means that a solid basis for cooperation is created.

Group development with the IMGD method

One of the most established methods for building a good (best!) team is called integrated model of group development, IMGD. If you test Teamr you will learn more about it.

The psychology professor behind IMGD is Susan A Wheelan, who compiled previous research and studied thousands of groups. Her model became the first scientifically and statistically proven theory of groups and how groups develop.

Same in all groups

Group development works the same regardless of industry, culture, age or other factors. There are four phases to go through. The hardest part is stage two, with competition and conflict. The easiest are stages three and four. In stage four, everyone is at their best! Some groups never leave stage one.

But how do you climb the ladder? It may be easier than you think. With Teamr , you get an amazingly easy-to-use and smart tool to reach the next level.

Team development - Try Teamr

Self-assessment - where is your group right now?

With a self-assessment test you can see what stage you are at right now. Here are the different stages:

Step 1

The propagation phase. Here it is important to feel safe and belonging. The group depends on the leader and it is important to be part of the group. Security is important and relationships are built carefully. People ask themselves, "Why am I here? What is expected of me?". Everyone is polite and talks about harmless things. The team wants clear tasks and asks for permission.

Step 2

Stages of conflict. Here there is opposition and competition. This is the most critical stage where individual needs become clear. There may be disagreement about goals and the group challenges the leader and each other, trying to convince each other of what is "right" and discussing non-essentials. Much is about liberation.

Step 3

The standardisation phase.With increased tolerance, closeness and openness, the team comes together. Trust and structure are built. Conflicts are managed as they arise and everyone actively seeks agreement and consensus. Roles and missions are aligned to achieve goals and structures are created to increase productivity.

Step 4

Performance phase. Here, the team is high performing and feeling great! Collaboration is effective and intense, roles are clear and communication is open. Energy is directed towards achieving goals and everyone takes maximum responsibility.

There is also a final step.

Step 5

The group is dissolved. The mission is completed or the group is reorganised. Depending on where the group was before, this step needs to be handled in different ways. Some groups feel grief and it is often important to bring experiences to the next group. Conscious and unconscious feelings need space.

Go for levels three and four

In fact, only 20% of all groups reach stage four. But don't let that stop you - no one knows how far you'll get with the right help. Each stage has its own specific issues to address in order to move forward, and each stage is characterised by different behaviours and needs. That's to be expected.

Remember: