5 Stages of Team-Development in Tuckman Model
By: Cho Zin Than
Tags: Teamwork, Tuckman, Management And Leadership, Team Building

1. Forming

This stage could be simply noted as the stage of infancy when team members are put under strict guidance and direction of team leaders. Teammates have a great level of dependency upon their team leaders and thus, the duties and responsibilities of each individual could be vague. To cope with that, the leader of a team at this stage must be well-prepared and tolerant enough to provide the teammates with the answers they need regarding the team’s purpose, objectives, external relationships and so forth.

2. Storming

Having teammates that have grown-up to a certain extent, team moves forward with fewer questions but more actions as members have earned a certain level of clarity regarding their duties and responsibilities. However, some actions of the team could be stalling time as maturity of team members at this stage may impose disagreements and delay the overall decision-making process. Such a state could in turn lead to factions, competitions and power struggles within one’s team if not dealt with properly. In order to overcome such a situation, team leader must be shrewd enough with conflict management and resolution skills and apply them as deemed necessary.

3. Norming

This stage is where team members begin to come to terms with each other regarding the former issues they handled in the previous stages. Becoming tiresome in conflicts, team members find way to reach consensus and get agreements as regards their roles, duties, responsibilities and influences. Consequently, the level of commitment and unity becomes stronger as the team begin to engage in social activities. As their social bonds become stronger, they develop a more cohesive working style that firmly holds an immense depth of respect for leadership via interdependency.

4. Performing

This is exactly the climax of a stage where team members are on the same page with regard to vision, mission, values and strategic objectives. Sharing the same perception for the growth of the company, they now work independently in their own autonomy. Needless to say, each member start to play their part in the best of their capacity. Disagreements may still rise but are resolved in a healthy and positive way within the team. Unlike the pre-mature stages, team members now look after each other rather than competing with each other. So, the leader by this stage can usually put more emphasis on taking a bird’s eye view of the working procedures of the whole team instead of guiding and interfering with the scope of each individual’s work.

5. Adjourning

Having fulfilled the original purpose and objective of the team, it is now time for the team to move into the dissolving stage, especially for the project-focused teams. This stage of team development is more of a supplementary fulfilment to the previous stages rather than another essential part itself for the team-forming process. It eases the breaking down process in the team so as to ensure that each individual within the team doesn’t lose their sense of motivation and enthusiasm for any future endeavors. The typical way of closure for a team includes recognition and celebration for the team’s success on the whole for the time being.

References: SEAC; BusinessBalls; Study.com