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Tuckman’s (1965) Stages of Group Development

 

By: Nani Vishwanath 

 

Are you managing a new group?

 

Are you wondering why things haven’t settled into motion yet?

Are you thinking “when will we start getting things done and stop arguing?”

 

If you are thinking these things, you are not alone in your struggle.  Most team leader have trouble developing a group that creates a productive outcome.  With the use of Tuckamn's Stages of group development and our recommendations, you can understand the development of your group and analyze what you can do better to reach your team's goals.  

 

Bruce Tuckman’s stages of group development, though developed in 1965 (and added on to in 1977), have been consistently used by groups and organizations throughout the years. He asserts that the following stages may be a part of any group’s development. We’ve added some recommendations for a team leader during each phase.

 

FORMING
During this stage, a team is just getting to know one another. Members are cautious about others’ perception(s) of them and conflict is typically avoided. Relationships begin to form for those who did not have them before the group’s birth, and as the team moves forward with some strategic planning, members may work independently.

 

As a team leader: Be sure to be clear about what the team’s goals are and allow for group participation in the creation of these goals. Responsibilities for each team member should also be clearly outlined during this stage.

 

STORMING
After getting to know one another, a level of trust will be built in which group members begin to feel comfortable with expressing conflict and disagreement. Some team members, particularly those who are averse to conflict, may begin to withdraw.

 

As a team leader: During the “storming” stage, it’s important for the team leader to feel comfortable with facilitating some potentially difficult conversations. This facilitation will include managing voices in the group and making sure that nobody is taking up too much air space and that nobody has been silent.  In order for the group to move beyond this phase, team members must recognize how their work together will benefit the main project at hand.

 

NORMING
Following a level of conflict and/or disagreement, the team will find some form of resolution and will likely move forward with strategic planning and goal setting.  Ideally, after previous conversations, team members will value each other’s’ opinions and will settle into more of a “groove” of progress.

 

As a team leader: Be aware of any team members that still may be “recovering” from the “storming” stage and are managing their work by avoiding conflict. The team leader should also take a step back from direction and allow other members to step up for various responsibilities. Occasionally, the group may need some management, in which case the leader can step in.

 

PERFORMING
After a certain level of progress during the norming stage, a group may move into a high performance phase. Motivation will be at an all-time high, and group members will have found a good working relationship with their teammates. Occasional disagreements may arise, but at this point have been a functional part of the group’s process.

 

As a team leader: Here, too, the team leader has more of a backseat position than in previous phases. The team leader should continue to allow group members to manage their responsibilities and assigned roles, while occasionally stepping up should a situation need it (for example, if something needs to be run by a higher-level authority, etc.)

 

It is also important to note that during each of these stages, the group may revert to a previous level—especially if a significant change has been made. For example, changes could arise if a new member enters the group or an existing member has a personal issue that is affecting their work. The team leader should be on the lookout for these signs and direct the group through the appropriate processes.

 

ADJOURNING
In this phase, the team’s goals or end tasks have been accomplished and seen through.  Team members will often be parting ways at this time.

As a team leader: It is important to celebrate the group’s successes throughout the duration of their time together.  Additionally, this is an important time for assessment and evaluation of some of the things that worked particularly well or could have been changed. The team leader may also want to consider creating a way for the group to stay in touch going forward.

 

 

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