Tuckman's Stages of Group Development
Psychologist Bruce Tuckman first came up with the memorable phrase "forming, storming, norming, and performing" in his 1965 article, "Developmental Sequence in Small Groups."
He used it to describe the path that most teams follow on their way to high performance. Later, he added a fifth stage, "adjourning" (which is sometimes known as "mourning").
Let's look at each stage in more detail.
In this stage, most team members are positive and polite. Some are anxious, as they haven't fully understood what work the team will do. Others are simply excited about the task ahead.
As leader, you play a dominant role at this stage, because team members' roles and responsibilities aren't clear.
This stage can last for some time, as people start to work together, and as they make an effort to get to know their new colleagues.
During this stage, you may discuss:
Member’s skills, background and interests
Project goals
Timeline
Ground rules
Individual roles
Being in a team is like being in a relationship. At first, you may think someone is perfect and flawless. But, then you realize that they aren’t. Once you’re aware of their flaws, you either learn to embrace them or the relationship will end quickly.
Storming often starts where there is a conflict between team members' natural working styles. People may work in different ways for all sorts of reasons but, if differing working styles cause unforeseen problems, they may become frustrated.
In the storming stage, the reality and weight of completing the task at hand have now hit everyone. The initial feelings of excitement and the need to be polite have likely worn off.
Personalities may clash. Members might disagree over how to complete a task or voice their concerns if they feel that someone isn’t pulling their weight. They may even question the authority or guidance of group leaders.
But, it is important to remember that most teams experience conflict.
As leader, you play a coaching role at this stage. If you are the leader, remind members that disagreements are normal.
Some teams skip over the storming stage or try to avoid conflict at whatever cost. Avoidance usually makes the problem grow until it blows up. So, recognize conflicts and resolve them early on.
Gradually, the team moves into the norming stage.
During the norming stage, people start to notice and appreciate their team members’ strengths. Groups start to settle into a groove. Everyone is contributing and working as a cohesive unit. This is when people start to resolve their differences, appreciate colleagues' strengths, and respect your authority as a leader.
Now that your team members know one another better, they may socialize together, and they are able to ask one another for help and provide constructive feedback. People develop a stronger commitment to the team goal, and you start to see good progress towards it.
As a leader, you may play a empowering role at this stage.
In the performing stage, members are confident, motivated and familiar enough with the project and their team that they can operate without supervision. Everyone is on the same page and driving full-speed ahead towards the final goal.
The fourth stage is the one that all groups strive to reach. Yet, some do not make it. They usually fail to overcome conflict and can’t work together.
As leader, you can delegate much of your work, and you can concentrate on developing team members.
It feels easy to be part of the team at this stage, and people who join or leave won't disrupt performance.
In 1977, Tuckman added a fifth stage called adjourning. (Sadly, not a perfect rhyme.) Once a project ends, the team disbands. This phase is sometimes known as mourning because members have grown close and feel a loss now that the experience is over.
Team members who like routine, or who have developed close working relationships with colleagues, may find this stage difficult, particularly if their future now looks uncertain.
As leader, you can act as a supporting, create future leadership opportunities, take the time to celebrate the team's achievements.
Leadership Activities at Different Group Formation Stages
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