1. Input phase
- Who are the others?
- Do I have to be afraid or will I feel comfortable?
- break ice
- establish contacts
- allow arrivals
2. Orientation phase
- What’s the subject?
- How are we supposed to work?
- Do I want to join in?
- What expectations do I have and what are the others?
- First priority discussion
- Provide information
- Create relaxation query expectations
- Allow diversity
- Offer structures
- Developing goals and making them transparent
3. Match phase
- Who’s got something to say here?
- Self-Portrayal (Peacock Phase)
- Conflicts of power and interests
- Fighting for one’s own role, status and identity in one’s own team
- Offer possibilities for conflict resolution (conflict management)
4. Organisational phase
- Who does what?
- Power positions and roles have been clarified?
- Game rules, norms and standards are formulated
- Objectives, tasks and distribution of tasks are regulated
- Enable role analysis and exchange of expectations
- Analyzing strengths and weaknesses
- Assigning Functions
5. Production phase
- We feeling, performance, creativity, satisfaction, busyness, energy
- Opening to the outside
- Joy by working on the topic
- Celebrate success
- Offer working methods
- conflict management
- Grown up
6. Dissolution phase (goal reached)
- loss of energy
- formal handling
- possible sentimentality
- “Grief work.”
- Let reflection be perceived as a process
Source: Berger/Schubert, Projektmanagement, Mit System zum Erfolg, MANZ Verlag Schulbuch GmbH, Wien 2002