Knowing first impressions count, most individuals will play it safe by reaming quiet, trying to work out where they fit into the group.This is a natural reaction as individuals attempt to gain other members’ approval, whilst also judging their characters. Initially, team members will be nervous and reserved, unwilling to divulge too much information about themselves. As a leader you should act as a facilitator throughout the task, solving any conflicts and directing the team towards the final stage.For instance, an ‘ ice breaker exercise’ may be useful to help individuals in the first stage. There are various tools you can use to help the group move through these stages swiftly.The model is very similar to Bruce Tuckman’s Forming, Storming, Norming and Performing model. All stages are natural, however, it is the job of the leader to move the group through each stage as quick as possible in order to reach stage five.Below we have gone into more detail for each phase.
![cogs ladder cogs ladder](https://0701.static.prezi.com/preview/v2/v75ggkw2mahsnqbaqhzosscdjh6jc3sachvcdoaizecfr3dnitcq_3_0.png)
![cogs ladder cogs ladder](https://image.slidesharecdn.com/yd6201groupsslides-150315124041-conversion-gate01/95/models-of-group-dynamics-4-638.jpg)
Understanding this natural progression, whilst maintaining drive to reach the final stage, is the key skill of any leader. However, the modelĭoes not eliminate these actions, it allows the group to pass through the stages and reach the final stage. Groups have a tendency to lead to nervous interactions, personality clashes and distractive behaviour. The model can be used by a team leader to direct the efforts of a large group, helping to avoid the group wasting resources and time. Teams will naturally progress through these phases but should also be guided by their leader, in order to reach the final, most productive stage as soon as possible.His conclusion was that there are five stages of group progression: the polite phrase, the “why are we here” phase, the power phase, the cooperation phase and the spirit de corps phase.The author noted how groups interacted, from their initial meeting all the way to becoming a high-performing team, and what pattern to expect throughout this process. Cog’s Ladder is a model used to represent the formation and behaviour of groups, developed by Proctor and Gamble manager George Charrier, in 1972.