2.1 Analyse the stages of team developmentTeam effectiveness is enhanced by a team’s continuous commitment to reflection and ongoing evaluation. In addition to evaluating their accomplishments in meeting specific goals; it is essential for them to understand their development as a team. In a childcare setting a team will go through different stages of development. The first four stages were developed by Bruce Wayne Tuckman (Tuckman’s stages) ‘these are in order for a team to grow to the point where they are functioning effectively and delivering high qualities’. Later a fifth stage was added along with Mary Ann Jensen for when the team is completing the current project.How fast each team moves through the stages depends on the team members and their individual skills, the work they are expected to do and the type of leadership available to the team. These stages of team development include the following: Forming – At the initial stage of forming; individuals are getting to know each other; therefore they will be unsure of each other and their roles and responsibilities within the team, in which case the team leader will give guidance and support; in order to keep a cohesive team. Storming – This is the most important stage as different members of the team get to know each other. Challenges will start to arise such as personality clashes, differences of opinion and maybe some uncomfortable atmosphere between them. The blame could easily be put onto the team leader or manager as an easy way out, as their position is perceived as being different from the rest of the team. Norming – At this stage the team begins to find their feet and have a sense of direction. The ideas which have been given in the storming stage start to come together in which case you can move away from this stage to have more of a cordial affair. If this stage is allowed to develop then the team will start to feel more positive. Performing – In this stage each team member start to apply themselves to the job and complete the task at hand. As they now know each other quite well they will take on different roles and responsibilities. Mourning/Adjourning – This stage was added later when a team comes to an end. If a team member is about to leave the setting or if a new member joins you are likely to go through a stage of mourning, looking forward to the future and the challenges it may hold. At this stage you may experience some negativity amongst the team members as a way of coping and feeling better about them leaving. Every team; regardless of what they are working on; will follow the stages of team development described above. It is the job of the team leader to help see the team through these stages to bring them to the point where they are working as effectively as possible toward a common goal. 2.2 Identify barriers to success and how these can be overcomeIf staff have to face obstacles each day blocking their performance they will have a hard time completing tasks, and productivity as well as morale will be low. In turn this could lead to talented and competent staff members leaving the work place.Examples of different barriers include: Poor Leadership – Managers hire qualified staff members to join the team if they are not present as a leader or give any time to the staff, the team cannot develop and grow. The manager needs to delegate responsibility to staff members and be there for them to lead and direct.Unclear goals – Each team member has different responsibilities within the workplace and work together towards a goal. If these goals are not clearly set out by management the team cannot work effectively. The duties of the team will be in disarray and staff will be unclear of their goals. Poor communication – Members of the team who do not communicate can create breakdowns that hinder team development. Managers and leaders need to be able to identify when poor communication is hindering the groups progress. Poor communication can cause misunderstanding leading to conflict. Developing a strong system of communication gets all of the necessary information to each team member and keeps all parties involved and up to date on the progress e.g. Weekly staff meetings, Teachers relaying to the Teaching Assistants, so that each person knows what is expected of them. In order to develop effective communication, information flows between the staff with the ability to interact, in turn being able to understand the strengths and weaknesses of their co-workers. Barrier Removal – in order to overcome these barriers the manager needs to specify performance expectations for all employees. When hiring new staff they should be given a performance plan describing their duties in full, and how they should be completed. This type of communication enables staff productivity to be evaluated and eliminates unintentional treatment. If staff prioritise instead of taking on several tasks at once they can focus on completing what is required of them. Regular staff appraisals can reflect an employee’s performance based on the job and can motivate them to continue to be productive and/or improve themselves and the setting, having a good atmosphere for all to work in.