Team Development, Leadership Responsibilities, and Motivation Theories

Forming (Leader Responsibilities)

The leader provides structure, clarifies goals, sets expectations, creates psychological safety, and guides introductions.

Storming (Leader Responsibilities)

The leader manages conflict, encourages healthy communication, mediates disagreements, and keeps the team focused on shared goals.

Norming (Leader Responsibilities)

The leader strengthens cohesion, reinforces norms, supports collaboration, and begins effective delegation.

Performing (Leader Responsibilities)

The leader empowers team members, removes obstacles, supports high performance, and drives long-term success.

Adjourning (Leader Responsibilities)

The leader provides closure, celebrates accomplishments, recognizes achievements, and helps with transitions.

Five Stages of Team Growth

Forming, Storming, Norming, Performing, Adjourning; these stages apply to both traditional and virtual teams.

Advantages of Off-Site Training

Off-site training reduces distractions, builds team bonding, increases trust, fosters creativity, and supports focused goal-setting.

Difference Between Teams and Groups

Teams share goals, interdependence, and accountability; groups work more independently with separate goals. Neither is "better"—each fits different situations.

When Leaders Use Teamwork

Leaders use teamwork when tasks become complex, require collaboration, or when improving culture, innovation, or morale is needed.

Pygmalion Effect in Teams

Leaders' high expectations improve team performance; setting SMART goals reinforces confidence and strengthens motivation.

Avoiding Micromanagement

Leaders avoid micromanaging by delegating clearly, trusting employees, using check-ins instead of constant oversight; micromanagement may briefly help lower-level need employees (Maslow).

Effects of Shared Leadership

Shared leadership improves engagement, increases ownership, strengthens collaboration, and improves team decision-making and performance.

SMART Goals and Goal Theory

SMART goals are Specific, Measurable, Achievable, Relevant, Time-bound; Goal Theory states specific and challenging goals improve performance — SMART goals support this.

Five Advantages of Teams

Increased creativity, better problem-solving, shared workload, improved communication, and enhanced motivation; all strengthened by task interdependence.

Using SWOT for Low Performance

Leaders guide teams to identify strengths, weaknesses, opportunities, threats, then create action plans to reverse poor performance.

Intrinsic vs Extrinsic Motivation

Intrinsic = internal satisfaction; Extrinsic = external rewards. Intrinsic works better for independent, growth-focused followers; extrinsic works better for beginners or structure-oriented followers.

Open-Loop Leadership

Leadership style based on autonomy and trust; leader sets expectations and allows independent performance.

Closed-Loop Leadership

Leadership style with continuous feedback, monitoring, and high leader involvement.

Expectancy Theory Components

Expectancy, Instrumentality, Valence. Leaders support this by providing clarity, resources, support, and meaningful rewards.

Motivation Theory for "Fair Treatment" Equity Theory

leaders ensure fairness by being consistent, transparent, and avoiding favoritism.

Intrinsic Reinforcement

Reinforcement theory becomes intrinsic when recognition builds confidence, pride, and internal satisfaction rather than relying solely on external rewards.

Maslow vs ERG Relationship

Both describe human needs; ERG condenses Maslow and allows movement between levels. ERG is often stronger due to flexibility.

Do Intrinsic Theories Work for Everyone?

No — different followers and situations require different motivation styles; some need external rewards or structure.

Difference Between Coaching and Mentoring

Coaching is short-term, skill-based, and performance-focused; mentoring is long-term, growth-based, and relationship-focused.

Four Things to Consider When Choosing a Mentor

Consider expertise, compatibility, communication style, and the mentor's willingness to invest time.

Jim Collins' School Bus Theory

Leaders first get the right people "on the bus" and in the right roles; motivation grows naturally when people fit the vision and culture.