Differences Between The Five Stage Model Of Team Development


She has been honored by PMI® as one of the Power 50 and has served as Chair of PMI®s Global Corporate Council Leadership Team. She has presented at various conferences on topics ranging from general management and leadership topics to project management software. Gina received her MBA from Simmons Graduate School of Management. stage model of team development In this first stage the team members do not have defined roles and most likely it is not clear what they are supposed to do. The mission of the team may be nonexistent or in the early stages of development, thus individuals may not feel any sort of commitment or ownership toward the team and/or its mission.

stage model of team development

This is typically the most conflictive stage of team development. This conflict is healthy but needs to be managed appropriately. The lead team member may need to use these skills when there are differing opinions and negotiation with team members is required. The team also needs a strong team leader who helps direct and keeps the team to task.

Clearly Set Expectations For Communication

Team members work through this phase by agreeing on rules, values, professional behavior, and methods. As team members learn more about each other their perspectives about each other change . At this stage, your team has reached cohesion and team members are working together at their highest potential.

By understanding the five stages of group development, you can support your team as they’re getting to know one another to quickly enable collaboration and effective teamwork. Seems like a simple task that can be solved with a few team building activities, conducted by a team leader or a Delivery Manager. There are several stages of team forming and team developing that must never be overlooked if you want your team to be successful and efficient. It is important to remember that every team – regardless of what the team is working on – will follow these stages of team development. It is the job of the team leader to help see the team through these stages; to bring them to the point where they are working as effectively as possible toward a common goal.

stage model of team development

Not all teams make it to the Performing phase, which is essentially an era of high performance. They usually fail to overcome conflict and can’t work together. During the norming stage, people start to notice and appreciate their team members’ strengths.

Failure to address conflicts may result in long-term problems. A recent study by Wiley Workplace Solutions found that 80% of employees are on two or more teams and that individuals spend nearly 60% of their time working in groups. Since teams are becoming increasingly cross-functional, it creates a need for efficient, practical, and universal solutions to build a team culture in short amounts of time. The Tuckman Model of Team Development can be applied to any team in any industry to quickly improve teamwork.

Theories Of Group Dynamics : Cog ‘s Ladder And Tuckman ‘s Stages

There is a collaborative environment in which team members use their resources most efficiently. Team leaders focus more on strategy as well as communicating successes and areas of opportunity because the team takes on the responsibility of decision making. This stage of team development is crucial and it is suggested that teams in the forming stage participate in team-building activities . The below list is a non-exhaustive list of behaviors and outcomes that characterize this phase and which high performing team’s generally complete.

It is very important that when the team comes together, great things get accomplished. Unfortunately, many staff meetings are not https://globalcloudteam.com/ living up to their full potential. I often ask the team to first share their perspective on the purpose of their staff meeting.

  • In the ideal situation, teams begin to trust themselves during this phase as they accept the vital contribution of each member to the team.
  • Teams in the forming stage must be careful to avoid cliques, or subgroups from forming within the team.
  • And while this might be inescapable during the Storming Stage of team development, it is better to avoid it when all the five stages of team development are finished.
  • Leadership training, linking the Tuckman model with Hersey and Blanchard’s “Situational Leadership model can assist with targeted coaching conversations and adaptive leadership.
  • The team is focused on problem solving and meeting team goals.

As new tasks arise, groups may still experience a few conflicts. If you’ve already dealt with disagreement before, it will probably be more comfortable to address this time. In the storming stage, the reality and weight of completing the task at hand have now hit everyone.

What Are The Benefits Of The Proper Team Developing Process?

Having a team with already existing collaborative skills can help resolve conflicts more easily and faster. The five stages of group development, according to Bruce Tuckman’s model, are forming, storming, norming, performing, and adjourning. As a team leader, it’s your goal to support and empower your team to help get their highest-impact work done. When your team members feel comfortable with each other, it’s easier to collaborate and work together. Alternatively, if your team is having challenges meshing, it may take them longer to get work done. The team building exercises have gone well; everyone participated and seemed to enjoy the exercises.

stage model of team development

The last meeting is marked by accelerated activity to complete project. Stage is when teams begin to develop close relationships, and the group demonstrates cohesiveness. With a better grasp of shared goals and solidified group structure, members will feel a more profound sense of camaraderie and shared responsibility for the project. Early on in your team formation, establish a clear communication plan.


As roles solidify, it’s important to make those responsibilities clear and distinct so that everyone knows who is doing what by when. If you haven’t already, consider creating a RACI chart to let each team member know who’s responsible, accountable, contributing, and informed for a specific initiative. In Tuckman’s norming stage, team relations are characterized by cohesion.

stage model of team development

The major drawback of the norming stage is that members may begin to fear the inevitable future breakup of the group; they may resist change of any sort. The certainty of change in a team will almost inevitably cause the team to revert back to earlier steps. Long standing teams will periodically go through these cycles as changing circumstances require. Facilitated Training is your one-stop shop for world class, customisable training and professional development resources.

Members are geographically situated so they seldom, if ever meet face to face as a team. This creates a problem for developing trust and effective patterns of communication. It’s impossible to hold a face to face meeting in the beginning. The four team development stages we mapped out provide the perfect framework to achieving high performing teams.

Some team leaders try to get past it, and it does come to bite you back in the next stages. So whenever you see a problem, don’t avoid it, solve it so that it becomes a practice. Let’s get real here, in every team’s development, they go through particular challenges. To overcome these challenges and reach a positive outcome, it is essential to have a structure—a trail to follow.

Stages Of Team Development

Members of highly cohesive teams value their membership, are committed to team activities, and gain satisfaction from team success. They try to conform to norms because they want to maintain their relationships in the team and they want to meet team expectations. Teams with strong performance norms and high cohesiveness are high performing. Teams cannot exist indefinitely if there is overarching goal to achieve. If the team has met its objective, it is usually disbanded. Tuckman added the adjourning stage as a final stage to his four stage process.

Team members are generally on their best behavior, and tend to behave independently. This is the initial stage when the team members are being introduced to each other. It’s essential that the members feel enthusiastic and energetic to start working together, and they are determined to learn from each other in various ways. As for the team leader in this stage, the work is pretty well-defined.

For smaller, cross-functional teams, use your main project objective for your team’s mission statement. For example, a cross-functional team between web development and marketing may have a project goal of decreasing page load time to 1.5 seconds. Establishing group collaboration early on can help reduce the impact of—or even prevent—this stage of group development. This doesn’t necessarily mean that conflicts won’t happen. In fact, disagreement is critical to effective team collaboration. So when conflicts do arise, it’s important to resolve them as they come instead of avoiding them.

This stage will come to a close when the team becomes more accepting of each other and learns how to work together for the good of the project. When you have been on a team, how did you know how to act? How did you know what behaviors were acceptable or what level of performance was required? Teams usually develop norms that guide the activities of team members.

Is The Team Effective Or Not?

They enjoy each other’s company – both while working on the project and after hours via communicating on email, instant messaging, on Twitter, or over the telephone. The team members have gone back to their home offices and are beginning work on their project. They are interacting via the SharePoint site and the project is off to a good start.

For teams to move from the storming stage the norming stage they typically do the following tasks. If this phase is not carefully managed it can get out of control and be destructive to the effectiveness of the team. It is especially important for team members to manage this phase with patience and tolerance.

Leadership training, linking the Tuckman model with Hersey and Blanchard’s “Situational Leadership model can assist with targeted coaching conversations and adaptive leadership. Leaders of the team during this phase are almost always participating. Decision making is collaborative, and dissent is expected and encouraged as there will be a high level of respect in the communication between team members. But, it is essential to remember that most teams experience conflict. If you are the leader, remind members that disagreements are normal.

To make the right business choices, the team members must rely entirely upon them. Leverage our software development expertise to build custom applications, modernize legacy systems, and build powerful API integrations. When team members change, whether a member leaves or new members join the team, the stages are often repeated. They have learned to work together and have some momentum in the team process. In this stage team members are comfortable with each other and utilize their different perspectives to find workable solutions. This is a slow, more casual stage while members get to know and trust each other.

Whether team composition rarely changes or is constantly changing, there is a need to adapt to team structure and meet performance goals. In addition to establishing your team’s mission or goal, it’s also important to set roles for individual team members. As you add people to the team, pay attention to what qualities and skills you’ll need to complete the project.

Stage 2: Storming

Milestones are being met – some are even ahead of schedule. The team is pleased with how well the project is going along, as is Sandra and the executives of the organization. Sandra has decided that it would be best if the team met face-to-face initially, even though they will be working virtually for the project.

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