Tuckman's Model: The 5 stages to team success
Bruce Tuckman described, in 1965, the five stages that teams go through as they develop and become more effective.
Understanding this natural cycle of group formation and accepting that all phases will occur is essential for a leader to manage the group in a way that it quickly reaches the "Performing" stage, promoting productivity and cohesion.
The five stages are: Forming, Storming, Norming, Performing, and later, the Adjourning stage (added in 1977).
1. Forming
This is the initial phase where team members meet each other and start to understand their roles and the group's purpose. At this stage, productivity levels tend to be low because the team is still discovering its dynamics.
- Challenges: Defining roles and responsibilities can be confusing, and members act cautiously, avoiding conflicts.
Management Tip: The leader should provide clear guidance and encourage open dialogue to facilitate integration.
2. Storming
In this phase, tensions and conflicts arise as team members begin to express their opinions and dispute authority or different directions. It's a crucial phase where the team must resolve its internal conflicts to move forward.
- Challenges: Divergent opinions, power struggles, and frustration due to lack of progress.
Management Tip: The leader should mediate conflicts and reinforce communication to help the team overcome this stage.
3. Norming
After resolving their conflicts, the team enters a norming phase where relationships are strengthened and work norms are established. Members start working more collaboratively, with a clearer understanding of the group's objectives.
- Challenges: Maintaining motivation and open communication to ensure everyone stays aligned.
Management Tip: Reinforce cohesion and trust, and ensure that everyone understands their role on the team.
4. Performing
The performing stage is the peak of the team's efficiency. The team is now fully functional, with established processes, and works together effectively to achieve its goals. Productivity is high, and members collaborate independently.
- Challenges: Maintaining focus and innovation, avoiding excessive comfort with routine.
Management Tip: The leader can now delegate more responsibilities and focus on encouraging the team's continuous growth.
5. Adjourning
In the final phase, the team completes its work and is often dissolved or restructured for new projects. It's a phase of reflection and recognition of the work accomplished.
- Challenges: Managing the emotions at the end of a project and the transition to new roles.
Management Tip: Celebrate the achievements and provide feedback on the team's work, preparing them for new challenges.
Conclusion
Tuckman's Model is a valuable tool for managers and team leaders. By understanding each phase of team development, managers can better guide the group and help the team overcome obstacles to achieve its best performance. Applying this model can help your company build more cohesive, productive, and effective teams.
