Five stages of team development
The Tuckman model
Which stages do teams go through from their first meeting to the eventual disbanding of the team? The Tuckman model distinguishes five phases of team development. Each phase comes with its own emotions and points of attention. How do you deal with these as a leader or team coach?
Heidi De Roo
Throughout the life cycle of a team, not only does individual effectiveness improve, but collaboration as a team does as well. This requires different steps in which team members open up to one another in order to achieve shared goals more effectively. The Tuckman model describes this process as five stages of team development — from forming to performing, and even adjourning. What do these different stages mean, and how do you deal with them as a leader or team coach?
The Tuckman team development model
Five stages of team development according to Tuckman
- Forming
- Storming
- Norming
- Performing
- Adjourning
Developed by Bruce Tuckman
Do you want to take your team to the next level?
Discover our team coaching training programme!
Bruce Tuckman is an American social psychologist, best known for his model of team development and group formation. In this model, he defines five stages that teams go through in order to become more effective and high-performing. The model can also be applied to other groups, such as groups of friends, sports teams, or therapy groups.
Although the Tuckman model is not an exact science, many leaders recognise the emotions and behavioural patterns present in each phase. These stages often emerge organically from internal needs and each one calls for a different style of leadership.
On the one hand, there is the effectiveness of the team as a whole — in other words, how individual team members work together toward a shared goal. On the other hand, there is task effectiveness. This grows as individual team members gain more experience, but also through collective learning and the promotion of team development.
1) Forming
In the first phase of team development, there is a mix of enthusiasm and uncertainty. On the one hand, team members are excited about new opportunities and discoveries. At the same time, this phase also brings many questions and, at times, a lack of clarity.
During the forming phase, teams need guidance. As a leader, the most important thing you can do is provide clear structure and role definition. Does everyone understand the team goals? Is the team’s mission within the organisation clear?
2) Storming
In the second phase of team development, frustration and anger often arise due to differences in communication styles or approaches among team members. As a leader, your focus shifts more toward team dynamics and collaboration. What are the strengths and development points of each team member? How can these different personalities work together most effectively?
It is essential to create an open dialogue in which these emotions can be discussed. This requires a safe environment where team members interact respectfully and communicate without judgement. In this phase, the model of Bruce Tuckman focuses on process and control — in other words, how the team can improve the way it works together.
3) Norming
The third phase of team development revolves around agreements and mutual understanding. Team members get to know each other better, allowing them to align their communication and working methods. This is where the shift from individual interests to team interests takes place.
In the norming phase, Tuckman’s model focuses on results orientation as a team. Now that frustrations and conflicts have been resolved, the team functions as a cohesive whole. Attention is directed toward team effectiveness and how to improve it. The team is able to give open feedback that supports collective growth — also known as team learning.
4) Performing
In the fourth and penultimate phase of Tuckman’s team development model, teams reach a high-performing stage. The team becomes a safe environment built on mutual trust and openness. Thanks to increased participation and autonomy, team members also feel more engaged.
The team feels connected to both the mission and to one another. There is a positive atmosphere, and problems are resolved collaboratively and respectfully. Short feedback loops keep everyone focused on the ultimate goal: strong collective results.
5) Adjourning
Finally, there is adjourning, or the disbanding of a team. This phase was added later to Tuckman’s team development model and occurs when the current functioning of a team changes drastically. Depending on the context, this phase can evoke a wide range of emotions. As with any change, uncertainty and sometimes fear may arise — but feelings of pride and fulfilment can surface as well.
Adjourning can have multiple causes. A team may have reached its final objective, for example — something we intentionally reflect on at the end of each team coaching programme. Alternatively, it may be the result of organisational change, such as a new leader being appointed or a shift in the team’s mission and role within the organisation.
Five stages of team development according to Tuckman
As a team collaborates more effectively, the focus increasingly shifts toward results. Short feedback cycles can lead to small improvements in the way the team works. Teams that reflect regularly therefore often achieve better outcomes.
But what does effectiveness as a team really mean?
Keep in mind, however, that change is a constant. Team composition — and therefore collaboration within teams — shifts whenever team members leave or new ones join. The ability to adapt quickly to a new environment is what ultimately makes the strongest teams and leaders.
Discover how to foster team development in our team coaching training programme!
Other relevant articles
