Being part of an effective team is an
enriching experience that significantly contributes to an individual’s growth.
At the end of every positive group involvement, it is hard to let go and move
on as we say good-bye to the members with which we have formed bonds and
established comfortable routines. This stage is called the “Adjourning Stage”
(Abudi, 2010).
The adjourning stage provides the
participants with an opportunity to reflect on the overall performance of the
team. Hence, it is an important phase in which the team members are allowed to
assess their strengths and weaknesses, note the best practices, and consider
the ones that need to be further developed in future endeavors.
In considering the aspects of the
groups that are hardest to leave, I believe that it depends on the nature of the
task, the individuals involved, and the overall flow of the project.
For me, the group I that was hardest to
leave was the one I worked with for four years at the university. The
difficulty in adjourning was related to the relationship I have established
with the team members. We were 5 people, built strong bonds, and participated
in several projects, including presentations and volunteering missions at
exhibitions and fairs. Over time, we were able to build on each other’s
strengths and distributed the roles accordingly. From creative brainstorming to
visualizing the overall project, we were highly motivated and genuinely
dedicated to achieving our goals. Because the team had clear established norms,
it was very natural and undemanding to perform under these conditions. Before
we parted, we had a warm gathering in one of the team member’s house, during
which we recapitulated our highs and lows for the past four years. We exchanged
contact information and said our good-byes, and although everyone currently
lives in a different country, I am still in occasional contact with three of
the members (20 years later).
My group experiences at Walden have
been different than all the other team experiences I have been part of. Although
our exchanges have been limited to the online medium, I have been allowed the
chance to grow and learn from every group, and as I separated from the members
of each class, I sensed the sadness that Abudi (2010) described in her article.
I believe that adjourning from my Walden colleague group will involve capturing
lessons learned, as we share our hopes and goals for the future (Abudi, 2010).
**Interestingly,
as I was considering the teams that were hardest for me to leave, what kept
surfacing in my mind was the teams I have been part of as a Kindergarten
teacher. I started remembering how, as I
teamed up with my teacher aids, the school therapists, my supervisors, and
the families of my children, I have gone through an adjourning stage every
single year. While I used this stage to reflect on my achievements and
setbacks, I had not realized until now how significant it was for my professional
as well as my personal growth.
Reference
Abudi, G. (2010). The five stages of
team development: A case study. Retrieved from
http://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.htm
