Miersma, D. L. (n.d.) COG's Ladder: Group/team development model.

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COG’s Ladder
Group/Team Development Model
Development Characteristics Strategies for Comments
Stage “Moving On”
 Getting acquainted  Use of ice breakers –  Some people will only share information
Polite  Sharing values exercises to solicit that will later aid in their bid for power
 Establishing the basis for a group structure participation  Time will be the most exploited resource.
 Cliques are formed  Agenda setting Some groups never get out of this stage.
 Stereotyping takes place  Organized information  The focal point of this period is self-
 Hidden agendas stay hidden sharing disclosure vs. embarrassment
 Conflict is usually absent
 Feedback and disclosure at a minimum
 Defining the objectives and goals  Sharing and discussing  This step is often skipped. When it is, it
Why We’re Here  Some demanding of written agendas individual and group must be returned to and completed if the
 Cliques grow expectations Constructive Stage is to be reached.
 Identity still low  Formally defining goals  So not assume that the reason for the
 Begin risk taking team’s being is obvious; check it out.
 Sense hidden agendas
 Group members attempt to influence on another’s ideas, values, or  Understanding group  This could be retitled, “Role and Power
Bid For Power opinions dynamics and clear Definition”
 Competition for attention, recognition, and influence differentiation of roles of  A power differential is necessary if there
 Conflict rises – leading to voting, compromise, arbitration from the outside various people is to be leadership
 Cliques assume power  Sharing relevant skills  Some people do not want power
 Hidden agendas change behaviors and experience and  Members may share meaningful
 Feedback can be stinging developing plans to expertise at this point
 Disclosure is cautious utilize  Members may vie for roles other than
 Creative suggestions fall flat leadership
 Wide range of participants
 Roles assume high importance
 Group-building and maintenance important
 Tasks can be fulfilled
 Solutions not optimum
 Some group never get past this stage
 Attitude change  Discussion and adoption  This stage can be referred to as “problem
Constructive  Open minded of common approach to solving”
(Cooperative)  Active listening problem solving  There is some danger of “group think”
 Team spirit starts to build  Decision making process  A group will, at this stage, probably have
 Cliques dissolve based on consensus vs. a more or less common model for
 Leadership shared unanimity problem solving
 Group identity important
 Conflict dealt with
 Difficult to bring in new members
 Effective use of resources
 Unity  Dealing with new  “Group think” is a potential problem that
Esprit  High spirits and morale challenges – expand risk needs to be dealt with
 Mutual acceptance taking  This stage is elusive and is easily lost if
 High cohesiveness  Team renewals to complacency (resting on laurels) sets in
 Intense loyalty evaluate performance and  Must guard against isolation from other
 Cliques absent set new direction subunits in the system

D. L. Miersma
  New member will cause regression to an earlier stage

D. L. Miersma