Moving from Forming to Storming
Ensure that forming is done in a manner that allows people (everyone in the team) to actually get to know one another's personal insights and professional understanding. Develop some guidelines so that the team experiences “getting to know us”.
Getting through Storming
All teams need to go through this stage. Some teams get stuck here. The skill is understanding what storming is about and letting people know what is happening. Storming goes from people displaying their power and passion to dysfunctional behaviour if the displays are not acknowledged and discussed.
Norms are about conscious (and perhaps written) rules that make sense, to weird “accepted” behaviour. The latter need to be called out and addressed early and openly in a team that is going through the stages. In a team where norms are entrenched due to dysfunction then vulnerability in the leadership behaviour that may be of highest value. People willing to share in a vulnerable manner the “madness” of accepted behaviour that is undermining the opportunities for the team to reach for the edge of chaos...can help.
We all know what that feels like. If you observe a team at an earlier stage understand and acknowledge that is expected. If you see a team stagnating in one of the earlier stages then have the courage to explain and assist them to get to performing (not once in a while performing mind you) and stay there.