Group Development-storming Notes

RfD/Notes15Oct04 Attendees: Mike, Meghan, James, Lakshmi, Liz, Kristen,Yixin The symptoms of storming  conflict apathy lack of progress going in circles lack of common purpose loss of initiative no trust  Your natural reaction to the storming  leave</li> ignore</li> dictate</li> follow</li> kick sb.out</li> </ul> How we should deal with <ul>  conflict: identify " who is involved" and "what is the issue"; the reason could be "people who do not feel heard do not listen"; it's better to facilitate the storming instead of stopping it. </li>  apathy: we could try to do rounds, etc.; The reasons this happens could be "no commitment to idea","no ownership", "don't understand", "assumptions", and "no glamour/no recognition". </li>  lack of progress going in circles: on a leadership position, we could try to document the progress(if any); to understand the problem;to make task plan; to restate purpose; and to post agenda </li>  lack of common purpose: we could try to restate the purpose and look for common ground as starting point </li>  loss of initiative: we should try to figure out the problem, explain to people about what's going on to make them feel confident, make 6-month plan and clarify the objectives. </li>  no trust: we should let the group know each other better and try alternative processes that people can trust </li> </ul> Note: in the stage of storming, we should avoid "confront", and instead, always " carefront".