If you care about how well a team is performing, group dynamics is crucial for you to understand. A great start towards influencing group dynamics is by understanding the archetypes described in the extensively researched Integrated Model of Group Development (IMGD) by Susan Wheelan. Here you will get my concise summary, animal metaphors and illustrations, so it will stick for longer.

The 5 stages of group development:

1. Butterfly — Dependency and Inclusion
2. Lion — Counter-dependency and Fight
3. Elephant — Trust and Structure
4. Dolphin — Work and Productivity
5. Final stage

Among business working groups you will find most groups in the Butterfly (28%) or Elephant stage (31%), and somewhat less groups in the Lion (18%) and Dolphin stage (23%). The percentages come from “A Descriptive Study of Work Groups in the Swedish and U.S. Economy“ by Wheelan and Jacobsson from 2014 based on 576 business work Groups in U.S. and Sweden.

Consider while reading:

• Which group do you want to influence?
• What do that group need to mature?
• What can you do right now?

Butterfly stage

Dependency and Inclusion

Like the butterfly, you see your colleagues graciously acting in a pleasant way, very lightly adding to a positive atmosphere, but you do not know their real feelings, needs, full personality and potential.

Underlying question: Am I good enough to be in this group?

Dynamic: Polite and positive atmosphere where the members accept norms, rules and the leader. Members talk about outside events and topics that are safe and positively relationship building. There are conversations not connected to the goals of the team. Members can shy away while looking for signs of being included.

Leadership: Members depend strongly on leaders, want the leader to show they accept them, provide direction and usually agree with the suggestions made by the leader.

Help all members to feel:

• included
• appreciated
• safe
• empowered

Lion stage

Counter-dependency and Fight

Like the lion, you see colleagues daring to stand their ground, roaring when someone is overstepping their boundaries or advocating for a decision they do not support. Lions learn who they enjoy collaborating with, hunt together with some and not with others. Strengths are being shown off and the lions find their place within the pack.

Underlying question: Do I have enough trust and influence in this group?

Dynamic: Energetic tension where members explore how to interact. Team members talk about each other and test the boundaries of colleagues. In the quest of finding uniting goals and Ways of Working the members dare to bring forward different perspectives and express differences of values, acting out their need to break free from dependencies with the team.

Leadership: Leader gets questioned, challenged, ignored and can also be dragged into fights.

Facilitate team members to:

• listen to each other
• be vulnerable
• resolve conflicts
• commit to goals, norms and Ways of Working
• make role expectations explicit

Elephant stage

Trust and Structure

Like the happy Elephants the group tackle obstacles with the wisdom of previous experience and thoughtful consideration. Together the Elephants are strong, care for each other and attain a high momentum moving forward.

Underlying question: How can we improve our way of working?

Dynamic: Positive interactions with mature negotiations about roles, goals and procedures. Members disagree and commit to the structures they create. There is appreciation of each other’s different strengths and positive feedback. People care for each other and trust is high.

Leadership: The group take on some leadership responsibilities themselves. If the group is lacking something in their leadership they will still expect their leader to help fill that responsibility.

Inspire team members to:

• receive feedback
• give thoughtful constructive feedback (lead by example)
• clarify vision and goals
• feel ownership
• simplify rules

Dolphin stage

Work and Productivity

Like dolphins moving in a big pod you see your colleagues giving and receiving feedback in action, allowing all to move smoothly. When threats arise you take turn to lead. Together you facilitate extraordinary flexibility and speed while having fun.

Underlying question: How can we create even higher value for our customers and the company?

Dynamic: Intense focus on work and goal achievement in a joyful atmosphere and where members collaborate creatively and use the synergy of each other’s strengths. Right communication at the right time. Fail fast, ability to quickly redirect attention, effective task accomplishment and impressive productivity.

Leadership: Absent, on request from the group usually in a servant and coaching way. The group naturally share the leadership responsibilities.

Remember to check in with the team: Make it a habit to be with the team and see that they have the organizational support needed.

Final stage

Some groups go through resolution. If the ending is abrupt there are usually lots of emotions, frustration, anger, conflict and loss of motivation and lack of results from the group. Help all members stay committed to delivery by repeatedly inform and ensure all have clarity of what they are expected to work with short term and long term. Facilitate expression of appreciation to the group and time shared for members to extract learnings and relate more positively to future groups.

Caring about team performance!

The Lion stage is the least productive. And a lot of teams have a hard time working through conflicts that arise in the Lion stage, leading them to bounce back to the butterfly stage. Close to 60% of all teams are in the two stages where team performance is at its lowest.

And, since change happens much more effortlessly when everyone support the same changes I wrote this in a format that is easy for you to share with your colleagues. ;-)