Top 5 Phases of Group Development – Bruce Tuckman’s Model

Are you struggling to build a cohesive team? According to a survey by Fierce, Inc., 86% of employees and executives say that a lack of collaboration or ineffective communication is the prime reason for workplace failures. Understanding the top 5 phases of group development, as per Bruce Tuckman’s model, can be the key to unlocking smoother collaboration and improved productivity. These phases are commonly known as Forming, Storming, Norming, Performing, and Adjourning.

From forming to adjourning, every group undergoes critical phases that shape its success. Alternatively, you can also maximize your productivity with the help of some of the best productivity extensions for Chrome in 2024. 

Today, we will take a detailed look at these 5 stages of group development with examples that will help you better lead your team through challenges and maximize their potential. So, with a solid determination to take your team’s productivity to the next level, let’s start. 

What Are The 5 Phases of Group Development? 

The different phases of group development in organizational behavior and management form the backbone of team development. Simply put, it’s a group-forming model consisting of 5 unique phases. 

According to the 5 stages of group development model, each team or group is likely to undergo the following interconnected 5 stages during their collaborative work, including: 

1. The Forming Stage – characterized by team orientation
2. The Storming Stage – characterized by a power struggle 
3. The Norming Stage –  characterized by cooperation, unity, and integration 
4. The Performing Stage – characterized by complete synergy 
5. The Adjourning Stage – characterized by a sense of closure 

These five stages, forming, storming, norming, performing, and adjourning, are extremely important to help gauge your team’s effectiveness. In other words, it’s your ability to be productive and efficient with your work, both as individuals and as a team. 

As you can see from the diagram, the effectiveness of a group or team varies over time. In the storming stage, the struggle is to find the perfect leader and build a solid structure. This causes mood fluctuations and frustration; thus, energy levels are the lowest during this stage. It is also known as The Power Struggle Stage. 

On the flip side, the level of effectiveness reaches its maximum at the Performing Stage, when team members utilize supremely oiled workflows and communicate feedback effectively to make the project smooth sailing. This stage is also known as The Synergy Stage. 

Bruce Tuckman’s 5 Phases of Group Development 

If you are wondering who discovered these five phases of group development, the credit goes to Bruce W. Tuckman, a researcher at the American Psychological Association. These five phases, forming, storming, norming, performing, and adjourning, outline the natural progression teams undergo to achieve top-notch performance. 

Understanding these  5 stages of group development Tuckman will help you guide your team toward improved collaboration and productivity. Let’s take a look at each of these stages in detail: 

Stage 1: Forming 

In the Forming Stage of team development, team members come together for the first time. This phase is marked by feelings of excitement and anxiety, as individuals are eager to establish their roles but uncertain about how the group will function.

Feelings and Expectations 

• During the Forming Stage, team members often feel enthusiastic about the possibilities ahead but may also feel nervous about fitting into the group. 

• They are typically polite, optimistic, and tentative as they navigate this new ecosystem. 

• Expectations are high, as each person is curious about the group’s potential success but unsure of what their contributions will be.

Typical Behaviors 

• Typical behaviors in this phase include observation, cautious participation, and counting on the team leader for guidance. 

• Members may hesitate to share solid opinions or challenge ideas as they are still learning about their teammates and how decisions will be made. 

• Communication may be formal, and group members tend to avoid conflict while testing group boundaries.

Main Tasks

• The primary tasks during the Forming stage revolve around defining the group’s goals, structure, and roles. 

• Team members work on clarifying objectives, understanding individual responsibilities, and establishing trust. 

• This stage sets the foundation for effective collaboration as the group begins to develop guidelines for communication and decision-making. Task accomplishment is low during this stage. 

Examples for Phase #1- Forming 

A newly formed project team meeting for the first time is a prime example of the Forming Stage. Members introduce themselves, share their backgrounds, and discuss the project’s goals. At this point, discussions are broad, and concrete tasks are yet to be assigned as the team gets acquainted and establishes rapport.

Stage 2: Storming 

The storming stage, the second phase in the 5 phases of group development, is where tensions arise as members begin to express their individual perspectives. This period is often marked by conflict as the group struggles to establish a unified approach. It’s a crucial stage, as resolving these differences sets the foundation for successful collaboration.

Feelings and Expectations 

• During Storming, team members may feel frustrated, confused, or even resort to conflict. 

• Initial excitement from the Forming Stage fades as challenges and differing opinions surface. 

• Expectations shift from enthusiasm to concern about how effectively the group can move forward, and individuals may question their roles or the group’s goals.

Typical Behaviors 

• In the storming stage of team building, members tend to challenge each other’s ideas, and disagreements over leadership, authority, and direction can occur. 

• Some may become defensive or competitive, while others might withdraw. 

• This is a period of trial and error, where communication becomes more direct but can lead to clashes. Power struggles and conflicts over group processes are common, which is why it is also known as The Power Struggle Stage. 

Main Tasks 

• The main tasks in the Storming Stage involve resolving conflicts, managing differing opinions, and establishing a clear structure. 

• The group must learn how to communicate effectively, set boundaries, and agree on a shared vision. 

• The team must navigate this stage to form stronger working relationships and build trust.

Examples for Phase #2— Storming

A software development team disagreeing over project priorities is a typical Storming Phase example. Some members may advocate for focusing on core features, while others push for enhancements. Disagreements over workload distribution and leadership roles are also common. Resolving these conflicts through open discussion helps the group achieve greater unity and productivity.

Stage 3: Norming 

In the Norming Stage, the third stage in Tuckman’s stage of group development, the team begins to resolve conflicts and establish a sense of cohesion. After the Storming Stage, group members start to feel more comfortable with one another, and collaboration becomes smoother. This stage is absolutely essential for developing strong relationships and productive workflows.

Feelings and Expectations 

• In the Norming Stage of group development, team members feel a growing sense of belonging and shared purpose. They are more confident in their roles and begin to trust each other’s contributions. 

• Expectations become more apparent, and there is a mutual understanding of how to work together. 

• Individuals are now focused on achieving collective goals rather than asserting their individual ideas.

Typical Behaviors 

• Members show more cooperation, actively listen to each other, and provide constructive feedback. 

• Communication becomes more open and respectful, and there is a considerable reduction in tension and power struggles. 

• The team collectively establishes group norms, leading to more effective collaboration. Individuals are more willing to compromise and support one another in resolving issues.

Main Tasks 

• The primary tasks in the Norming Stage involve strengthening relationships, refining group processes, and concentrating on performance. 

• The team consolidates its goals, roles, and workflows, thereby ensuring everyone is aligned. 

• This is also a stage where problem-solving becomes more collaborative, and the group works together to overcome obstacles and improve productivity.

Examples for Phase #3—  Norming

A marketing team working on a campaign begins to collaborate more effectively after resolving initial disagreements. Members openly share ideas, delegate tasks according to strengths, and provide feedback to streamline the project. With established norms for communication and decision-making, the team experiences less friction and becomes more productive, thus completing tasks with a shared sense of purpose.

Stage 4: Performing 

The Performing Stage is the fourth phase in the 5 phases of group development model, where the team reaches optimal functionality and high efficiency. After moving through the earlier stages of development, the group is now highly organized and operates with minimal friction. This stage is characterized by a sense of confidence, productivity, and shared achievement.

Feelings and Expectations 

• During the Performing stage, team members feel confident, motivated, and connected. 

• There is a strong sense of trust within the group, and everyone is committed to achieving the team’s goals. 

• Expectations are clear, and individuals are focused on performance and results rather than personal conflicts or uncertainties.

Typical Behaviors 

• Typical behaviors in the Performing stage include collaboration, independence, and proactive problem-solving. 

• Team members rely less on the leader for direction and can make independent decisions. 

• The group is self-sustaining, meaning members can work together seamlessly, adjust to challenges, and maintain a high level of productivity. Communication is open and fluid, with a shared focus on success.

Main Tasks 

• The main tasks during the Performing stage involve optimizing performance, streamlining processes, and achieving goals. 

• The group focuses on high-level problem-solving and creative collaboration. 

• Team members continue to support each other but can also work independently to contribute to the group’s objectives. The focus is now on long-term results and sustaining productivity.

Examples for Phase #4— Performing

An established project team working on the final stages of a product launch is a great example of the Performing Stage. They have clear roles, communicate effectively, and resolve challenges quickly. With minimal supervision, the team members deliver top-notch results and celebrate their collective achievements, exhibiting peak productivity and team cohesion.

Stage 5: Adjourning/Ending

The Adjourning Stage, also known as Ending, is the final phase in the 5 stages of group development model. It marks the conclusion of the team’s journey, where tasks are completed, and the group dissolves. This stage can bring mixed emotions as members reflect on their work together and gear up for new challenges.

Feelings and Expectations 

• During the Adjourning Stage, team members often experience a range of emotions, from pride in their accomplishments to sadness about the group’s dissolution. 

• Some may feel relief as the project concludes, while others may be anxious about transitioning to new roles or teams. 

• Expectations revolve around wrapping up remaining tasks, reflecting on the group’s success, and celebrating their achievements.

Typical Behaviors 

• Typical behaviors include reflecting on the group’s progress, acknowledging individual contributions, and formal closing of activities. 

• Members may reflect on challenges overcome and accomplishments made. There is often a focus on expressing gratitude, providing valuable feedback, and discussing what worked well or what could be improved in future collaborations. 

• Team members may shift their attention to new projects or assignments.

Main Tasks 

• The primary tasks during the Adjourning stage involve finalizing deliverables, completing evaluations, and documenting lessons learned. 

• The group may hold a final meeting to review their work, celebrate successes, and ensure a smooth handover of responsibilities. 

• This stage also includes dissolving the group’s structure and ending the existence of the particular team.

Examples for phase #5— Adjourning/Ending

An example of the Adjourning/Ending Stage is a project team finishing a significant software development initiative. After the successful product launch, the team reflects on their journey, shares insights, and celebrates with a final meeting or team event. Once tasks are accomplished, members move on to new projects, and the group disbands, leaving a legacy of teamwork and accomplishment. 

Why Are These 5 Phases of Group Development Important? 

Now that you have a thorough idea of the 5 phases of group development, you might be wondering what’s the significance of such a group development. 

Well, Tuckman’s stages of group development teach us that teams are: 

• Full of life and ever-moving and 
• Governed by a natural order of events and unspoken norms. 

First up, people are led by their natural desire to be liked by others and accepted among their colleagues. After all, when a situation demands you to cooperate with someone for a substantial period of time, it becomes easy when you get along well. And this is where the importance of the 5 stages of group development model is perceived the most. 

With the passage of time, sub-groups form within a team, and differences in opinions and personalities are pretty common. It has also been witnessed that many teams get stuck during the Storming stage, not willing to share their problems. 

However, the fact of the matter is that stagnation is often worse than conflict. Instead of masking a face of politeness, the 5 phases of group development help you: 

• Figure out your problems. 
• Analyze the problems and 
• Freely talk about them. 

Besides handling conflicts efficiently, thanks to group development, you should determine workflows, follow them, and tweak or improve them as you move on. 

The outcome is that your project is bound to progress, and that too, at a steady pace. On the other hand, uncompromising, mismatched teams will only produce confusing, incomplete projects, if anything at all. 

Speaking of the culmination, the Adjourning Stage is the bittersweet cherry on top of each project and team, and this is something that is inevitable. It’s a wonderful opportunity to reflect on the new things you learned and your accomplishments. 

Powerful Tips on How to Facilitate Proper Group Development 

As you can well understand, group development is a process every team should undergo to achieve superlative performance. The 5 phases of group development, as aforementioned, forming, storming, norming, performing, and adjourning, can help leaders guide their teams to the path to success. Here are some powerful tips for each stage: 

Forming Stage Tips 

• In the Forming stage, team members are just getting to know each other. It’s crucial to establish clear expectations and goals early on. 

• Encourage open communication and provide icebreakers to create a comfortable environment. 

• To align everyone’s efforts, define roles, responsibilities, and the group’s purpose right from the beginning.

In this context, Olga Noha, the Chief Marketing Officer at SplitMetrics.com, said that navigating the 5 stages of the group development model can turn out to be a daunting proposition. However, she also holds the view that we should always be open to whatever comes our way. 

“Welcome the uncertain. It might be unsettling not to have a clear idea of how the team will evolve, but it’s equally a chance to try out diverse dynamics and roles.”

Storming Stage Tips 

• As you know, the Storming stage is often marked by conflicts as personalities clash and people vie for position. To navigate this, leaders should promote active listening and mediate disputes before they escalate. 

• Reinforce the importance of teamwork and offer conflict resolution strategies, such as addressing misunderstandings directly and fostering compromise.

• Build trust among team members by encouraging transparency, honesty, and accountability. 

Against this backdrop, Alexis Haselberger, a leadership coach, says that since the storming stage of team building is infused with power struggles, we must try our best to identify and address the problems properly. This is extremely important during this stage as it risks getting stuck. 

“It can be very helpful to simply call out what’s happening. What stage are we in? What does that mean for us? This places the blame for any friction on the stage and not on individuals.”

Norming Stage Tips 

• In the Norming Stage, team members begin to resolve their differences and establish norms. Leaders should focus on fostering collaboration and reinforcing positive behaviors. 

• Recognize progress and ensure everyone understands the group’s shared values and objectives. 

• Celebrate small wins to maintain morale and build trust.

Brian Townsend, the former Drug Enforcement Administration agent turned team development expert, shares some words of wisdom about this norming stage of group development. According to him, nothing triumphs over accountability: 

“Everyone should be encouraged to take personal responsibility and ownership — and openly address any concerns they have. By this time, the team leader should have developed this type of safe environment. If mistakes are made, members should be encouraged to report them so solutions can be developed and everyone can benefit from lessons learned.”

Performing Stage Tips 

• At the Performing Stage, the penultimate stage in Tuckman’s 5 phases of group development, the team functions at a high level. Encourage autonomy and allow team members to take ownership of their tasks. 

• Provide opportunities for continuous learning and development while supporting ground-breaking ideas as well. 

• Track the time you spend on individual tasks to create daily and weekly reports of the time you invest in the project. You can further analyze these reports to calculate the time you need to complete individual project tasks and whether there is room for improvement. 

Leadership coach Alexis Haselberg said that investing a considerable amount of time during this stage is actually not a big issue. 

”There’s no problem getting ‘stuck’ in this stage. If you’re here, that’s great!”

Adjourning Stage Tips 

• The Adjourning stage is the last of the 5 stages of group development Tuckman, and marks the end of the project or group work. Leaders should ensure a smooth transition by acknowledging the team’s achievements. 

• Offer closure by holding a final meeting to reflect on the journey, lessons learned, and future opportunities. 

• Celebrate the group’s success to leave members with a sense of accomplishment.

Use Clockdiary to Create A Team of High Performers 

Working in a group of people can be challenging, taking plenty of time, effort, and patience. 

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All you need to do is tap in the “Timer” option when you clock in, and the “Activity Tracker” will function on its own, giving you a comprehensive overview of where every moment of your or your team’s time is spent. 

What’s more? Since you can track time automatically, you can calculate the amount of time invested in different tasks and projects, which will help you make future project time estimates accurately. 

You can also avail of numerous additional features within different plans crafted to make your team’s work seem like a breeze. All that you need to do is select the plan that fits your workflow perfectly, and you will be good to go. 

So, what are you waiting for? Start tracking, managing, and optimizing your work hours today by getting in touch with us today. 

Conclusion 

An efficient team leader is what makes the difference between a high-performing and a poorly-performing team. Without strong leadership qualities, it is difficult for teams to reach the Performing Stage. This is where the significance of the 5 phases of group development is perceived the most. Implementing these phases in your project management journey will allow you to follow the best collaboration practices and make the most of your team without making them feel overworked or overburdened. 

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