The five stages in Tuckman’s model are Forming, Storming, Norming, Performing, and Adjourning. Put simply, the model shows how a team can move from the early stages of getting organized, through conflict and adjustment, to working well together and finally bringing the group’s work to an end.
This can be especially useful if you manage or train teams because it gives you a simple way to recognize what stage a group may be in. Tuckman first published the four-stage model in 1965, and the Adjourning stage was added with Mary Ann Jensen in 1977.
Who Was Bruce Tuckman and Why Does His Model Matter?
Bruce Tuckman was a psychologist specializing in group dynamics and organizational behavior.
His research paper, published in 1965, gave us the Forming-Storming-Norming-Performing model, which is now used by companies worldwide.
This framework was revisited in 1977, when Bruce Tuckman and Mary Ann Jensen added Adjourning as a fifth stage. This stage considers what happens when a team or project comes to an end, including closure, reflection, and lessons that can be carried into future work.
The popularity of this model has been strong, due, I would say, to its adaptability across different workplace contexts.
Whether managing a business team at work, a student group, or a sports team, for example, Tuckman’s framework can be used for building a stronger and more effective team. Interested in reading more on team dynamics?
What Are Tuckman’s Five Stages of Group Development?
Tuckman’s model describes five stages that teams may move through as they develop. Below, we look at what typically happens at each stage and how leaders can support the team.
What Happens in the Forming Stage of Team Development?
Key Characteristics
- High energy and optimism
- Uncertainty about team roles and goals
- Courteous, surface-level interactions
- Dependence on a leader for guidance
In this Forming stage, there is often a sense of excitement, anticipation, and an interesting social dynamic as team members meet their new team.
At the same time, though, there is also often a sense of caution and reservations about what to expect.
They usually focus on getting to know each other and trying to understand the project scope.
However, roles, responsibilities, and expectations are often unclear.
Challenges
- Ambiguity surrounding goals and structure
- Hesitation to voice opinions or ask questions
How You Can Guide the Team
- Provide clear guidance on the project’s objectives.
- Establish initial roles and responsibilities.
- Build trust by finding ways to create an environment where open dialogue and inclusive decision-making become the norm.
Effective onboarding processes can also help create an initial sense of clarity and purpose.
What Happens in the Storming Stage of Tuckman’s Model?
Key Characteristics
- Conflicts and power struggles
- Disagreement over goals, processes, and roles
- Testing leadership authority
- Frustration and stress
As the honeymoon phase ends, differences in work styles, personalities, and expectations become evident and come to the fore.
Team members may start challenging leadership, compete for influence, or struggle if any roles are unclear.
As a leader, you should consider, at this stage, introducing conflict resolution techniques early in the Storming phase to help the team handle disputes constructively and refocus on shared objectives.
This stage is characterized by tension and potential conflicts, which can derail progress if not properly managed.
Challenges
- Difficulty resolving disagreements
- Loss of motivation or trust
How Leaders Can Guide the Team
- Encourage healthy conflict resolution through structured discussions.
- Mediate conflicts and address misunderstandings directly.
- Reiterate the team’s shared goals to refocus members.
Example
You create a new marketing team for the launch of a brand-new product.
Initial disagreements over the campaign’s direction started to cause delays.
However, by creating a forum for open discussions and clarifying roles, the team becomes realigned and starts to work well together, and in the end, they deliver a successful campaign on time.
Indeed, research suggests that well-managed conflict during the Storming stage can improve group cohesion and creativity in the long run (Jehn & Mannix, 2001). Teams that face challenges early and overcome them often emerge stronger.
What Happens in the Norming Stage of Group Development?
Key Characteristics
- Improved cooperation and collaboration
- Clearer roles and responsibilities
- Development of team norms and culture
- Increased trust and group cohesion
The team begins to resolve conflicts and establish an understanding, and the team members move forward with a shared sense of purpose.
At this point, team members normally recognize the strengths and abilities of their coworkers, as a more supportive and collaborative environment develops.
Challenges
- Complacency or lack of innovation
- Potential relapse into conflicts
How You Can Guide the Team
- Reinforce positive behaviors and successes.
- Monitor performance and address issues proactively.
- Celebrate milestones to maintain motivation.
Example
A shoe outlet and factory team initially struggled with task prioritization.
During the Norming stage, they established a daily stand-up meeting to build better communication, group cohesion, and reduce confusion.
This simple change dramatically improved their efficiency and collaboration.
High-performing teams thrive in environments that foster psychological safety, where members feel safe to voice concerns without fear of judgment (Edmondson, 1999).
What Happens in the Performing Stage of Team Development?
Key Characteristics
- High productivity and morale
- Autonomous problem-solving
- Effective decision-making
- Minimal supervision needed
In this stage, the team should be operating quite efficiently and can benefit from high levels of psychological safety, where members feel comfortable sharing ideas without fear of criticism, a key to innovation and resilience.
Each person should understand their role, and hopefully, the team will be working effectively and efficiently toward the end goal.
In this stage, creativity and innovation are often at their peak.
Challenges
- Sustaining high performance over time
- Avoiding burnout (see the Managing Employee Burnout training kit)
How You Can Guide the Team
- Provide continuous feedback and encouragement.
- Offer growth opportunities through new challenges.
- Recognize individual and team achievements.
Research on workplace groups has also found links between group development and productivity, although factors such as group size can influence performance (Wheelan, 2009).
Example
A new adventure travel company team was initially bogged down by internal disagreements.
By streamlining their project management approach, productivity soon skyrocketed, leading to a successful product launch for the new adventure trips.
The manager of the team did a great job of identifying bottlenecks that existed in the form of a lack of direction for each person and some confusion over roles and how much ownership they could each take of their roles.
By guiding team members to take ownership of solutions, the manager helped the team achieve high levels of productivity.
In this phase, flexibility and adaptability are crucial for sustaining productivity. Leaders should focus on identifying potential challenges that may arise even in high-performing teams.
For example, rotating roles or introducing new responsibilities can maintain engagement and prevent stagnation.
What Happens in the Adjourning Stage of Team Development?
Key Characteristics
- Completion of tasks or a project
- Reflection and evaluation
- Emotional responses, including pride or sadness
The Adjourning stage signifies the end of the team’s time together, whether due to project completion or organizational restructuring.
Team members can often feel a range of emotions as they reflect on what they have achieved and learned, as they now begin to think about their new roles after this project.
Challenges
- Lack of closure leads to unresolved issues
- Disruption of team dynamics if not handled properly
How You Can Guide the Team
- Holding a debriefing session can be extremely useful to discuss lessons learned, what issues were overcome, and things to consider and learn for future projects.
- Celebrate achievements and acknowledge individual contributions.
- Provide career development opportunities for team members.
How Do Leadership Styles Influence Team Development?
Different leadership styles can dramatically influence how a team progresses through Tuckman’s stages.
A transformational leader might accelerate the Norming phase, while a laissez-faire approach may prolong the Storming stage.
Understanding which style suits your team’s development phase is key to effective guidance.
What Are the Main Criticisms of Tuckman’s Model?
While Tuckman’s model is widely used, it is not without its critics:
- Oversimplification: Real-world teams often experience nonlinear progress or skip stages altogether.
- Cultural Differences: Diverse teams may face unique challenges not captured by the model.
- Complementary Models: Frameworks like Lencioni’s Five Dysfunctions of a Team offer additional perspectives on team dynamics.
Tuckman’s model, we should perhaps remember, is just that; it is a model.
It is not an exact guide, but something you can use as a tool to guide you and to help you!
Furthermore, various team settings, such as cross-functional teams, remote collaborations, or multinational projects, may demand tailored approaches.
Leaders should remain flexible and consider context-specific factors when applying the model.
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How Can Leaders Guide Teams Through Each Stage of Development?
- Forming: Provide structured onboarding and clarity around roles.
- Storming: Build conflict resolution and encourage constructive feedback.
- Norming: Promote team-building activities and reward collaboration.
- Performing: Continuously offer feedback and celebrate successes.
- Adjourning: Facilitate reflection and provide closure.
One additional tip for leaders navigating through multiple stages is continuous assessment.
Regular check-ins and team assessments can help identify where the team currently stands, ensuring that interventions are applied when necessary.
How Is Tuckman’s Model Applied in the Workplace?
- Business Settings – Managing cross-functional project teams in startups and businesses.
- Education – Teachers use the model to guide student group projects and ensure collaborative learning.
- Sports Teams – Coaches help athletes navigate interpersonal dynamics for peak performance.
A particularly useful application of this model is in remote teams, where the physical separation can exacerbate challenges in the Storming and Norming phases.
Virtual team-building exercises and structured communication channels can bridge these gaps and keep the team on track.
Why Is It Important to Understand Team Development Stages?
Effective teams do not just happen by accident – they evolve.
By understanding and guiding teams through the Forming, Storming, Norming, Performing, and Adjourning stages, you can begin to unlock your team’s full potential.
Whether you’re a manager, teacher, or coach, applying Tuckman’s model can help you foster stronger, more productive teams.
Recognizing that setbacks are normal, especially during the Storming phase, is key to successful team navigation.
Teams that persevere through challenges often emerge more cohesive and efficient.
As a leader, your role is to support and adapt, knowing that growth isn’t always linear.
What stage is your team currently in? Take the time to assess, implement the tips shared here, and watch your team thrive.
Further Reading and References on Group Development
- Tuckman, B. W. (1965). Developmental sequence in small groups.
- Tuckman, B. W., & Jensen, M. A. C. (1977). Stages of Small-Group Development Revisited.
- Edmondson, A. (1999). Psychological safety and learning behavior in work teams.
- Jehn, K. A., & Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study.
- More corporate training strategies
- Engaging virtual team-building ideas
These articles are handy if you want to learn further about the five stages of team building and forming, storming, norming, and performing stages in your workflow.
They will deepen your understanding and provide actionable insights for managing group dynamics effectively.
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