motivations

During the storming phase, members have moved past the hyper-polite honeymoon
period and are more willing to express conflict directly. Some may question the goal of
the group, the lack of resources required to achieve the goal, the motivations or abilities of
other group members, or even whether they want to be a part of this group. People with
different views may express anger or frustration toward those with whom they disagree
(M. Corey et al., 2013). Facilitators may allow for venting emotions and working through
these issues. Although the facilitator may need to establish parameters on venting (e.g., no
physical violence), the facilitator should help the group work through the problems rather
than stifle discussion. Working through conflict strengthens the group, helping it establish group boundaries, clarify objectives, build trust, and deal with underlying tensions
(Druckman & Diehl, 2006). Although the storming phase may present challenges to the
facilitator, this stage is essential in preparing members for the performing stage.
The performing stage is a work-oriented phase where the group is able to focus on its
goals or tasks (Toseland & Rivas, 2012). Facilitators must be careful not to do the work of
the group. If a facilitator is working too hard, this could be a sign that group members are
not working hard enough. The facilitator should surface this issue with the group. Ideally,
the facilitator has provided the group with special time, space, skills, and structure to allow
them to take the lead in doing their work. When conflict emerges, the group is better prepared to deal with it. The facilitator helps the group build on its successes and helps it work
through problem areas.