The 5 Stages Of Team Development Including Examples

The 5 Stages Of Team Development Including Examples

By developing your own leadership skills, you can model collaboration best practices and help your team reach their fullest potential. The relationships and interdependencies formed during storming and norming pay off in the performing stage. By now, team members have honed their conflict-resolution abilities and spend less time focused on interpersonal dynamics and more on team effectiveness. This is where surges in creative problem-solving and idea generation occur. The lines between individual performance and team success blur as the team works to deliver results.

The forming stage is when the team meets for the first time. A team leader facilitates introductions, highlights each individual’s qualifications, background, and skills , roles are assigned, and responsibilities delegated. Explanation In the storming stage, team members open up with their competing ideas about how the team should approach work. This stage is typically the least productive, since team members are attempting to make sense of uncertain roles, goals, and accountabilities. Forming a team takes time and members go through these recognizable stages as they change from being a collection of strangers to a united group with common goals.

4 stages of team

You might lose a little productivity on pet-picture day, but you’ll more than make up for it in newfound rapport among team members. It all starts with the stages of group development discovered by Bruce Tuckman in 1965. Throughout the book, Ritter emphasizes the need for skilled team work if optimum success is to be achieved. After the project concludes, the team gathers one last time for a retrospective meeting on what went well, what didn’t go so well, and what could be done better next time.

Set Clear Goals

You might consider keeping the momentum going with these activities. Since your full-time workers and remote freelancers are still learning to work together, encourage them to use video whenever possible, especially when resolving issues. When workers can see each other’s expressions and body language, they’ll be much more likely to empathize and work toward a resolution. Have everyone change their online avatar to a picture of their pet for the day. For people who don’t have pets, encourage them to take a picture of something else in their home they are fond of.

• Forming, storming, norming, and performing are the stages in team development. Forming is basically when the team gets to know each other, there is not much direction at this stage, and little work is accomplished. Storming is the second stage, the project objective and scope is clearer now. Conflict and tensions can happen at this stage, and a lot of projects can fail at this stage. The third stage norming most of your conflict has resolved. Most relationships between team mates settle down, and cohesion starts to develop.

4 stages of team

Once this debrief is complete, the team goes their separate ways. One on one meetings are key during this stage, as it’s important that each team member has a space to vent, 4 stages of team air grievances, and work through any initial frustrations. It’s up to managers to provide this space and hear each team member out, whether in person or virtually.

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. 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.

What Is The Correct Order Of Tuckman’s Influential Four Stage Model Of Group Development?

A product of his practical and research experience, the Team Clock helps teams assess where they are and gives them the information they need to improve their effectiveness. I have recommended Team Clock in workshops and seminars as a way for teams to become high performing. Team Clock is full of applications for every kind of group, from business teams to families. Needed to disagree openly and still maintain the relationship, this festers.

In that moment, the key to building lasting trust is to recognize that you don’t currently have trust built up yet. In reality, what you have with a co-worker at this stage is respect, not trust. You respect them enough to listen, and to share your thoughts. In the ’90s, I worked for a tech startup that was scaling quickly.

Strong communication skills are the backbone of conflict resolution. With a clear communication plan in place, your team will know how to discuss their issues with the rest of the team in a constructive manner. 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.

Teams move through predictable stages of team development, but how quickly and easily they progress depends on how well the needs of the team are being met during each stage. Teams don’t always move smoothly, and sometimes they can get stuck. Here are a few qualities that a successful team possess.

Think about any classic hero team; before they assemble, they’ve got to meet and get to know each other. In 1965, American educational psychological researcher Bruce Wayne Tuckman published Tuckman’s Stages as a way to improve teamwork and enhance company efficiency. His method originally only comprised four stages of team development until 1977, when he teamed with doctoral student Mary Ann Jensen to add a fifth stage. Every team moves through the four stages of development, and may slip back a stage or two as new challenges or opportunities arise.

Onboarding new hires is an involved operation, especially during the scaling process. As new people get hired and new teams get put together, getting a team to gel can be tricky. This is similar to the “look how far we have come” visualization except you are creating it as if you are living a few months in the future. The idea is to keep the team pumped up by imagining where they are headed and what it will feel like to look back on even more success.

  • There is little friction between team members and everyone pitches in to meet the stated goal.
  • 📚 Learn more about the differences between transactional and transformational leadership.
  • Each team will then have one hour to collaborate to create a 15-minute presentation about the facts they uncovered.
  • These stages are called forming, storming, norming, and performing (Tuckman; Fisher; Sherblom; Benson; Rose, Hopthrow & Crisp).
  • As a team leader, it’s your goal to support and empower your team to help get their highest-impact work done.
  • A model of team development cannot accurately depict the journey of all teams.

A model of team development cannot accurately depict the journey of all teams. However, it does provide a useful framework to make sense of what is occurring and to determine what actions are most likely to help your team. Remain committed to ideas, triggers conflict that affects some relationships and harms the team’s progress. Members are comfortable working within their roles, and the team makes progress toward goals. Members experience anxiety and other emotions as they disengage and ultimately separate from the team. I’m sure you have heard there are four stages of team development that each team goes through before they perform at a high level.

Stages Of Team Development And Leadership

Patrick Linton is the co-founder & CEO of Bolton Remote, where he helps fast-growing companies build global workforces to scale processes and tech. It was added later to encompass the end of the project. In this initial phase of group interaction, individual members tend to behave deferentially to one another. Because each new team member sees their role from the perspective of individual performance, the group doesn’t accomplish much during this stage. By setting clear, firm goals right from the start and making them visible to the entire team, a manager can steer the team in the right direction. While members may still be getting used to one another, the goal remains constant, which will help unify the team and build cohesion.

It is where individuals develop the team member skills they need to work together effectively. By engaging in and successfully resolving conflict, the team members develop a deeper understanding and appreciation for each other and a foundation of trust is formed. It’s like the irritating grain on sand in the oyster that creates the pearl. In the norming stage, consensus develops around who the leader or leaders are, and individual member’s roles. Interpersonal differences begin to be resolved, and a sense of cohesion and unity emerges.

Each will tell the other their name, what their job on the team is, and two fun facts that most people don’t know about them. Each person will then introduce the other to the group. Management can help the team navigate through the adjourning phase by acknowledging the team’s accomplishments and recognizing the difficulties that come with tackling all the loose ends. Ways to earn Learn how to get started as an independent professional.Find work for your skills Explore the kind of work available in your field.

In this stage of group development, team members are just getting to know each other. As a result, they’re unsure of how they’ll interact together. At this stage, the group isn’t very productive, as they’re still getting acclimated and figuring out the role that each person will play on the team.

The 4 Stages Of A Team

Being resilient, laying aside ego and working together will allow the team to meet the challenges and emerge stronger than when they started. Love your term “naive listening” – setting judgments aside and focusing on understanding. Stage 2 is hardest for the team leader when the dissatisfaction is focused on the leader , and naive listening is especially required in that case. These four stages correspond with the research, however the titles reflect the issues the team needs to address, rather than the stage’s attributes such as forming, storming, etc. Teams might move quickly through these stages, but there is no evidence that a team has ever started off as a high performance team. Models are simply a way of organizing information in order to see patterns.

4 stages of team

At this stage, employees will ask for constructive feedback on the ideas they bring to the table. The second stage of group development is known as the storming stage. The storming stage is where conflict and competition are at its greatest.

Stage 2: Storming

Through storytelling, case studies and graphics, Steve Ritter offers the reader a specific model and strategies for achieving effective teams – whether in sports, business or schools. As talented as we may be at our jobs, there is always room for improvement. The next project can always be better than the last, and we can always be better than we were yesterday. The solutions, too, are not necessarily as straightforward as they would be in an office setting. In a remote team, active maintenance of the team’s focus and morale helps to keep teams in this high performance phase.

Confront Conflict In A Healthy Manner

But the newly formed trust is fragile, and sometimes team members will avoid conflict because they don’t want to rock the boat. This stage presents a time where the group is just starting to come together and is described with anxiety and uncertainty. Members are discreet with their behavior, which is driven by their desire to be accepted by all members of the group.

The team seamlessly trusts, collaborates with, and supports one another. Everyone knows their job and has faith in each other’s abilities. A deep understanding of each other’s communication preferences and work habits means that any internal conflicts are limited and managed effectively, even without a manager’s oversight.


Managers should lay out the goals in the forming stage so that the team can get on the same page about what’s required from each person. During the storming stage, clarity is important, as some team members will begin to challenge the manager as well as the established project and team parameters. Unless, of course, your team is sticking together, as you all will continue to work at the same company. That said, holding a retrospective meeting to analyze the team’s collective performance after the conclusion of a project is always valuable.

Stage 2: Storming Activities

This growth phenomenon helps build courage as well as interpersonal relationship strength. Jesse…thanks for this perspective on team development. Another approach might be to reframe each stage in the the context of leader or team member responsibility.

No Comments

Post A Comment