With a team of three to five people, role play a sample of conversation(s) and team behaviors for each of the five team growth stages: forming, storming, norming, performing, adjourning.

The first stage of team development is known as the forming stage. Here, team members are introduced to each other and begin to understand the project as well as their roles within the team. It's like the first day of school; everyone is polite and curious.

Members might share their backgrounds and areas of expertise. An example conversation could include introductions and discussions about each person's experience and what they hope to contribute to the team. The primary focus during the forming stage is to create a positive team atmosphere and start to build relationships.

It is essential for the team leader to facilitate interactions and help members feel comfortable. This stage sets the tone for teamwork and collaboration moving forward.

Conflict is not necessarily a bad thing, and it's this stage—storming—where differences surface. It's a sign that team members are becoming more comfortable expressing their opinions.

In this stage, members may debate over priorities, resources, or even the group's direction. Conflicts can arise due to different working styles or disagreements on how to approach tasks. It's like that moment in a group project when everyone has different ideas about how to proceed.

An effective leader will guide the group through constructive debates and help find compromises that align with the team's goals. The key to progressing past the storming stage is developing a mutual respect among team members, despite any differences.

With the roughest waters navigated, the team moves into the norming stage. At this point, conflicts are resolved, and a sense of unity forms. The group establishes norms—hence the name—concerning how they work together and communicate.

During this phase, roles and responsibilities are clarified and accepted. Team members are aware of each other's strengths and how to best utilize them. It's like assigning everyone a part in a play where each person's talents shine in their roles.

The team develops frameworks for how they make decisions, resolve conflicts, and manage the project's workflow. Productivity increases as members start to cooperate more smoothly, and the project goals are now within clearer focus.

The performing stage represents the pinnacle of team development. Here, the group operates as a cohesive unit. Team members are competent, autonomous, and able to handle decision-making processes without supervision. It's like a well-rehearsed orchestra where each musician plays their part in harmony.

During this stage, members are supportive, and the team makes significant progress toward project goals. The team leader can step back and let the team make most of the decisions. Teams that reach this phase often exhibit high levels of loyalty and can adapt to changes within the group dynamically and effectively.

The final phase of team development is adjourning (or mourning), which is all about completion and disengagement, both from the tasks and the team members. It's akin to the last day of university, where everyone is reflecting on their experiences as they prepare to part ways.

In project-focused groups, this usually happens when a project ends. There could be celebrations of the accomplishments or evaluations of what went well and what didn't. A wrap-up meeting is common where appreciation is expressed, and closure is sought. It's crucial for leaders to ensure team members leave with a sense of achievement and recognition, as this can have a significant impact on their future teamwork and morale.