Every team begins with someone’s vision. There’s a need to bring together a group to achieve a specific goal or solve a unique problem. At this stage, roles and responsibilities are clarified, and the team decides on the strategies and approaches they'll use to reach their objectives. This is the foundational phase, where trust is built, cooperation is fostered, and the groundwork for future success is laid.

As the team starts to find its rhythm, growth becomes inevitable. This could involve bringing in new members with diverse skills and perspectives, expanding responsibilities, or tackling larger, more complex projects. However, growth also brings added complexity. The team must adapt to maintain cohesion while managing a heavier workload, integrating new members, and addressing new challenges.

Sometimes, circumstances require a team to downsize. Whether due to budget cuts, project completion, or other external factors, this phase can be challenging. Remaining team members may experience an increased workload, stress, or uncertainty. Morale can dip, and leadership needs to focus on maintaining clarity, transparency and support during this phase.

When two teams come together, it creates both opportunities and friction. A merger brings new talent, ideas, and resources but can also lead to culture clashes or role redundancies. In this phase, alignment is key—teams need to find common ground in terms of goals, communication styles, and ways of working. Successful integration is built on transparency and collaboration.

A shift in the team’s overarching strategy—whether due to a company-wide directive or external market changes—requires the team to realign its focus. This could mean adopting new technologies, entering new markets, or refocusing on different goals. It’s a time for upskilling, adapting to new ways of working, and rethinking how success is measured.

A leadership change within the team can bring both excitement and uncertainty. New leaders introduce fresh ideas and perspectives, but they also bring different management styles and priorities, leading to further change. The team must adjust to this new direction while maintaining both productivity and well-being. This phase is often characterized by a reassessment of goals and strategies, requiring team members to remain flexible, open-minded, and ready to adapt.

Internal restructuring—whether driven by organizational changes, mergers, or strategic shifts—often results in redefined roles and responsibilities within the team. The team’s position within the company may shift, and individual members might find themselves in new roles or with expanded duties. This phase demands a period of adjustment, as team members navigate evolving expectations and adapt to their new responsibilities.

As the team evolves, so do the skills needed to keep it running effectively. Team members must embrace upskilling, learn new technologies, take on additional responsibilities, and welcome new colleagues who bring complementary skill sets.

With growth, mergers, or strategy shifts, roles often expand. Team members may find themselves responsible for areas outside their original scope. Clarity around these new responsibilities is essential for smooth transitions.

Changing leadership, merging teams, or strategy shifts often introduce new stakeholders to the mix. Teams need to learn to communicate with, report to, and collaborate with different people, often from different departments or geographical regions.

As the team grows and adapts, its purpose may evolve. The original goals may no longer align with the new direction, requiring team members to embrace a new set of objectives and performance metrics or (even better) define them together.