The Integrated Model of Group Development, also known as “IMGD”, was developed by Susan Wheelan to creating effective teams.
This framework has four key stages: dependency and inclusion, counter dependency and fighting, trust and structure, and work and productivity and by evaluating a group development model of interaction to understand complex systems and process to “inter-connectedness”.
Stage 01: Dependency and Inclusion:
Dependency and Inclusion, where a team gets together and begins working together. Because relationships are new and very little trust or structure are established, members are dependent on the formal leader and largely focused on feeling safe and included. This stage is also sometimes called forming.
Stage 02: Counter Dependency and Fighting:
Counterdependency and Fight, where team members feel secure enough to express themselves openly, disagree with each other and even challenge the leader. Friction is an inevitable part of this process, but it’s a necessary step to establish the trust and openness to move forward. It’s sometime called storming.
Stage 03: Trust and Structure:
Trust and Structure, where the team has worked through the friction and normalized differences of perspective, personality, etc. By now, members feel a high degree of trust and commitment to the team. Structure and roles develop and the team needs less directive leadership to get work done. This stage is sometimes called norming.
Stage 04: Work and Productivity:
Work and Productivity, where the team has established a high level of trust and structure, resolved outstanding friction and can shift nearly all of its energy to productive work. Here, the team has become highly self-leading and benefits more from a coaching style of leadership than a highly directive one. It’s sometimes called performing.