1. Input phase

Attributes

  • Who are the others?
  • Do I have to be afraid or will I feel comfortable?

Possible interventions

  • break ice
  • establish contacts
  • allow arrivals

Life cycle

  • puberty

2. Orientation phase

Attributes

  • 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

Possible interventions

  • Provide information
  • Create relaxation query expectations
  • Allow diversity
  • Offer structures
  • Developing goals and making them transparent

3. Match phase

Attributes

  • 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

Possible interventions

  • Offer possibilities for conflict resolution (conflict management)

4. Organisational phase

Attributes

  • 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

Possible interventions

  • Enable role analysis and exchange of expectations
  • Analyzing strengths and weaknesses
  • Assigning Functions

Life cycle

  • honeymoon

5. Production phase

Attributes

  • We feeling, performance, creativity, satisfaction, busyness, energy
  • Opening to the outside
  • Joy by working on the topic
  • Celebrate success

Possible interventions

  • Moderate
  • leading
  • Offer working methods
  • conflict management

Life cycle

  • Grown up

6. Dissolution phase (goal reached)

Attributes

  • loss of energy
  • dissociation
  • formal handling
  • possible sentimentality

Possible interventions

  • “Grief work.”
  • Let reflection be perceived as a process

Source: Berger/Schubert, Projektmanagement, Mit System zum Erfolg, MANZ Verlag Schulbuch GmbH, Wien 2002