Susan Wheelan: IMGD Model
We love the Integrated Model of Group Development, aka. the 5-stages of group development by Susan Wheelan.
It combines various theories, offers a comprehensive overview, and is always the first stop on our tour into group dynamics and group development.
SHOWCASING THE JOURNEY THAT GROUPS GO THROUGH
Let’s borrow from Priya Parker’s framing of a ‘gathering’ and use it for this purpose: “Any time 3 or more people come together”. And that’s right, in any context, any format. Below, we'll run through the stages with explanations that draw attention to how people experience each stage, or more importantly - how facilitators can support navigation through each stage.
Remember, these stages represent a general framework. The intensity, speed, and overall experience may vary from group to group- we’re a bunch of individuals after all. It's, therefore, crucial to adapt and tailor facilitation approaches to the specific needs and dynamics of the group.
Now, time to explore the 5 stages and ways to facilitate the group throughout.
STAGE 1 - DEPENDENCY AND INCLUSION:
Here we go! A group of individuals comes together (i.e. a new team or project group). In this stage the group seeks inclusion and relies on a leader for direction. People are cautious about expressing their opinions and focus on establishing social acceptance.
Tips for facilitating in stage 1:
Use check-ins and icebreakers to foster connection
Introduce remote working and bonding rules
Encourage active participation and engagement
STAGE 2 - RESISTANCE AND CONFLICT:
Marked by a desire for freedom and individual expression, this stage might give rise to tensions and conflict as group members explore boundaries, challenge the leader as well as each other- uncomfortable, but vital!
Tips for facilitating in stage 2:
Effective communication and constructive conflict are essential skills to develop.
Encourage face-to-face or video communication for sensitive issues
Plan reflection and feedback points
Use platforms for anonymous input and addressing pressing issues
STAGE 3 - TRUST & STRUCTURE:
The group reaches a sense of structure and trust. Communication becomes open and task-oriented. The group has developed the skills they need to negotiate, and they can use this to assign tasks, roles and develop methods and processes. Watch out though: there is a risk of becoming complacent and resistant to change.
Tips for facilitating in stage 3:
Establish clear processes and responsibilities
Allocate roles through consensus-based decision-making
Invite outside input and global speakers
STAGE 4 - PERFORMANCE AND PRODUCTIVITY:
This represents the peak of group development, where the group achieves high performance and productivity. There is synergy, shared goals, and cooperation amongst members. This stage often also means an increase in work, responsibility and/or creativity. Conflicts still happen as flaws are pointed out openly to make things the best that they can be.
Tips for facilitating in stage 4:
Maintain clear processes and responsibilities
Foster a culture of continuous improvement
Seek outside input to enhance the group's work
STAGE 5 - TERMINATION (aka. CLOSURE*):
The final stage of group development explores the end of the group's journey, whether it's the completion of a project, disbanding of a team, or a farewell to a shared experience. It involves wrapping up loose ends, reflecting on achievements and challenges, and preparing for the future. Unfortunately, this stage is often overlooked - but crucial for closure and learning.
Important: This stage can be reached from any previous stage!
*Susan calls this last stage 'Termination'. We prefer to use ‘Closure’.
Tips for facilitating in stage 5:
Encourage members to share their reflections, express gratitude, and acknowledge each other's contributions.
Help the group recognize their achievements and the lessons learned.
Consider incorporating rituals or ceremonies to mark the end and create a sense of closure.
NOTE:
This is just the tip of the iceberg - the potential of using this model in facilitation is truly remarkable. It is a skill to master, taking a group from one stage to the next and there is a massive value in experimenting and practicing spotting behaviors from each stage.
If you are keen to dive deeper, you should explore our Leading Groups Course options.
REMARKS:
Susan Wheelan is an expert in group dynamics and development. With 25 years of expertise behind her (Check her book: “Creating Effective Teams: A Guide for Members and Leaders”), she looked at all the existing theories around how groups interact with one another, how they develop through stages of maturity and productivity. Right from Kurt Lewin's individual change process, through to Tuckman’s Forming, Storming, Norming and Adjourning and Tubbs System Model.
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