During the first stage, Forming, team members seek answers to the question: “Who am I with you?”- The individuals in the team look for a common reason for the team’s existence, finding a set of core values, a compelling vision and goals that define the team’s purpose. Team members tend to behave independently; social networking and close interpersonal interaction are essential elements to the formation stage of development.  Supervisors often need to be more directive and hands-on in order to facilitate the “getting-to-know-you” stage of the process.

Suggested programs:
Hong Kong Great Race
Da Vinci Code

In the second stage, Storming, team members sort out individual roles and responsibilities that contribute to the team’s work and overall effectiveness while experiencing issues involved in working together. The conflict between group goals and personal interests becomes clear through this exercise, and encourages the team to address priorities; and how each member will function independently and interdependently, and what leadership model they will accept.  Team members actively discuss each other's ideas and perspectives. The two biggest inhibitors through the storming stage are risk adversity and fear of change.  Individuals need to build confidence, and become more comfortable sharing ideas and thinking “outside-the-box.” The maturity of some team members usually determines whether the team will move on to the next level.  Some team members will focus on trivial details in order to evade real issues.

Suggested programs:
Cheng Chau Challenge
Project Moon
Beach Olympics

Teams that successfully move beyond Storming do so by answering the question: “Who are we together?”  They create a series of acceptable behaviors, or Norms that define working relationships based on the team’s shared goals and shared knowledge requirements.  Team members adjust their behavior to each other as they develop work habits that make teamwork seem more natural and fluid.  Teams often work through this stage by agreeing on rules, values, professional behavior, shared methods, and working tools.  During this phase, team members begin to trust each other.  Motivation increases as the team gets more acquainted with the task at hand.

Suggested programs:
Queen’s Quest
Raft Building

Performing equates to the team’s understanding of how each team member contributes to the task at hand, the interconnection with each other’s work, and the willingness to mutually adjust.  Performing requires hard and fast commitment to shared goals, knowledge and relationships, that are based on trust and mutual respect.  High-performing teams will be able to answer the question: “When are we at our best together?” 
Team members will become interdependent, motivated and knowledgeable.  Supervisors of the team during this phase are proactive; the team will make the most out of their decisions.

Suggested programs:
San Shek Wan Gorge Challenge
Chi Ma Wan Challenge
Dragon Boating
Ropes Course and Climbing Wall