Team Stages

Team Stages

Team Stages

Building a team of professionals is a tough task at the best of times. Everyone associated has a different perspective and different ways of doing things. It is at that point that a theory or model helps us understand the developmental process of the formation of teams. One such model to consider is Bruce Tuckman's Model.

A renowned university professor Bruce Tuckman offered a sequence model to observe and analyze the group formation process. Tuckman holds various degrees including a PhD. His work is centered largely on motivation and behavior education. Other research topics include planning, incentives and goal setting among individuals, in particular students that Tuckman has taught. The analysis and work Tuckman continues to publish, advances group formation analysis and understanding in the field. Tuckman is currently employed at Ohio State University as director of the Academic Learning Lab. The four key components of Tuckman's model are: Forming, Storming, Norming and Performing.

The 1st stage of group formation as proposed by Tuckman is the Forming stage. This stage sheds light on issues of trust, insecurities and competitive dynamics within the group. Individuals often are cautious in their approach and generally show little to no initiative, operating as individuals independent of the group as a whole. Leadership should strive to bring the participants together as a team and reassure each member of their unique contributions. Each member is looking for their purpose in the group, how their contributions fit with the rest of the team, and comparing themselves to different members. The Forming stage is certainly a stage of testing.

Progressing from Forming, a group will move into the Storming stage. The Storming phase normally is filled with conflict and challenges. As a result of trust and confidence forming, the path of the team and leadership are questioned. As opinions begin form, the productivity and group focus will often be briefly lost. During this time where roles, responsibilities and expectations are put to the test, it is vital for the leader to validate the members for their differences.

After a group has navigated the challenges of Storming, Norming will start. During this phase the team begins to gel together. A stable group has begun to operate as a result of an established set of norms being recognized (e.g. expectations, methods, behaviors, values, etc.). Out of the development of structure comes the development of a team identity unique to the group. A conscious effort is made to benefit the group and promote unity in every decision that is made. Unity and productivity are by-products. Team leaders are responsible for encouraging engagement and often move towards a self-directed team approach.

Performing is the final stage in the model. Team unity is evident and group satisfaction is apparent. Roles are clearly defined, decisions are readily made and team members carry confidence in their contributions to the group. As the team becomes more functional, leadership begins to delegate the majority of the decision-making and responsibilities to the team. The need for supervision is limited and the level of conflict is kept to an absolute minimum as trust has been established within the group.

It is important to note that each group will move through the stages at different rates and it is often challenging to pinpoint the group's current stage. Each group progresses at different rates and some stages may overlap.

Tuckman presents a clear and accurate model for an often complicated process that is team development. In looking at the fundamental stages however, seasons of conflict can be identified and anticipated by leaders, effective strategies for managing team behavior can be planned, and an overall understanding of human behavior and interaction can be learned. Tuckman's model provides an insightful, clear resource for leaders seeking to raise the bar when it comes to dynamic team formation.

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