Lately, I've been thinking about Bruce Tuckman's Stages of Team Development - specifically the "forming" phase.? During this stage, group members are filled with a mix of emotions: there’s excitement and eagerness as they anticipate what’s ahead, but there’s also anxiety about their place in the group and uncertainty around expectations.
In today’s fast-paced, interconnected world, new group members are also looking for a sense of belonging.? They are searching for genuine connection and assurance that they will be included in discussions and decisions—not sidelined because they’re new or because they bring a unique, diverse perspective that’s different from the status quo.
With that in mind, here are some practical, actionable strategies to help team leaders and members foster a sense of belonging and accelerate the journey toward becoming a high-performing team:
- Intentional Introductions.? Ask each team member to share something about themselves that highlights their strengths or unique experiences. This can be a meaningful icebreaker question like, “What do you hope to bring to this team?” or “What’s one thing about your background or experience that you’re excited to share with us?” By doing this, you immediately set a tone that every voice matters.
- Establish Clear Expectations Early.? Discuss the team’s purpose, goals, and how decisions will be made. Even though other team members may have heard this all before, a reminder never hurts!? It's important to have everyone understand their roles and how their contributions tie into the team’s success. This clarity not only reduces anxiety but also empowers members to engage more fully.
- Create Psychological Safety.? Encourage open dialogue and model vulnerability. Let team members know it’s okay to ask questions, offer differing viewpoints, or make mistakes. One simple way to start is by asking, “What concerns or ideas do you have about our work so far?” and listening intently.
- Acknowledge and Value Diverse Perspectives.? Actively seek out and highlight the unique strengths and insights of each person - and specifically why that strength is so valued on the team. If a quieter member has something to say, invite them into the conversation. Use inclusive language like, “Let’s hear from someone we haven’t heard from yet,” or “What are some different approaches we could consider?”
- Facilitate Inclusive Decision-Making.? Clarify the decision-making process and the importance of collecting input from all team members, not just the loudest or most senior voices. Consider using techniques like silent brainstorming (where everyone writes their ideas before sharing) or voting tools to gather input in a way that gives equal weight to each person’s thoughts.
- Celebrate Small Wins Together.? ?Take time to celebrate the team’s initial milestones and individual achievements. A simple “thank you” or acknowledgment of someone’s unique contribution can go a long way in making team members feel seen and valued.
- Assign a Peer Buddy.? Pair new members with a more experienced team member who can informally help them navigate the team culture and answer questions. This not only provides the new member with support but also gives both individuals a chance to build a deeper connection.
- Host Periodic Check-Ins.? Make it a habit to regularly check in with all team members - especially the newest ones. Use these sessions to gather feedback about how things are going and whether people feel included and engaged. Ask, “What’s one thing we could do differently to feel more connected as a team?” and genuinely consider implementing the suggestions.
By taking these steps, you can transform the forming phase into an opportunity to build a foundation of trust, psychological safety, and inclusion that will benefit the team throughout all stages of development.
Kristin J. Arnold, MBA, CSP, CPAE Speaker Hall of Fame, CPF Master is a professional panel moderator and high-stakes meeting facilitator who shares her best practices for interactive, interesting, and engaging panel presentations.
