Tuckman‘s Stages of Team Development is a model for explaining how teams develop over time. Bruce Tuckman created the model in 1965, which is still widely used today. The model suggests that there are four distinct stages that teams go through forming, storming, norming, and performing.
According to William D King of ABA, this method is helpful for understanding team dynamics and managing teams effectively. It can identify what stage a team is in and what challenges the team is currently facing. Additionally, it can be used as a guide on how to best support the team during each stage.
The Stages Of The Model
Forming
The first stage of Tuckman’s model is forming. This is when the team is created, and members just get to know each other. During this stage, members are typically polite and respectful of one another. They may also be somewhat uncertain about their roles and the team’s objectives.
This stage involves allowing the team members to get to know each other and develop a common understanding of the team’s purpose. The leader should focus on setting expectations and providing structure for the team.
Storming
The second stage of Tuckman’s model is storming. This is when the team members start to interact more, and conflict begins to emerge. During this stage, members may begin to challenge the leader’s authority and test the limits of what is acceptable. Additionally, they may start to form cliques and factions within the group.
This stage of development can be challenging for leaders, but it is also an important time for the team to learn how to handle conflict and disagreements. The leader should focus on facilitating discussion and helping the team members find common ground. William D King advises that it is essential to drive the energy of the team towards the goal.
Norming
The third stage of Tuckman’s model is norming. This is when the team members start to work together more cohesively and develop a set of shared norms and values. During this stage, members are typically more cooperative and supportive of one another. They may also start to feel a sense of belonging to the group.
This stage is essential for the team to establish trust and mutual respect. The leader should focus on helping the team members build relationships with one another and fostering a positive team culture.
Performing
The fourth stage of Tuckman’s model is performing. This is when the team operates at its best, and members work together harmoniously towards a common goal. During this stage, members are typically highly motivated and cohesive. They are also able to handle conflict effectively, and they make decisions efficiently.
This stage is the goal of every team, and the leader must focus on the team’s objectives. The leader should also continue to support the team members and help them develop their skills.
Adjourning
The fifth stage of Tuckman’s model is adjourning. This is when the team is disbanded or dissolved. During this stage, members may feel sad or nostalgic about the team’s ending. They may also feel a sense of accomplishment or pride in what they have achieved together.
This stage is vital for allowing the team members to process the team’s ending and reflect on their experiences. The leader should focus on helping the team members part on a good note and transition to new opportunities.
Benefits of Tuckman’s Model
William D King believes that there are several benefits to using Tuckman’s model:
- It can help leaders understand the different stages of team development. This can be useful for identifying when a team is struggling and need additional support.
- The model can help leaders create a roadmap to best support their team throughout the development process.
- Tuckman’s model can help leaders troubleshoot issues during team development.
Final Thoughts
William D King believes that Tuckman’s model is a valuable tool for leaders who want to understand and support their teams. By using the model, leaders can create a roadmap for team development and troubleshoot potential issues. Additionally, the model can help leaders identify when a team is struggling and need additional support.