5 Stages of Tuckman’s Group Development Model

Editor's Note: Take a look at our featured best practice, Consulting Project Management Leadership & Team Effectiveness (51-slide PowerPoint presentation). The objective of this module is to focus on some interpersonal skills so that you can enhance relationships with your clients and team members. The first step toward becoming an effective consultant is to understand yourself. Learning to effectively work on teams is critical to how we work at [read more]

* * * *

Studies on Team Motivation and Building Effective Teams stem from the research carried out in Psychology and Sociology.  Wilhelm Wundt (1832-1920), the Founder of Modern Psychology, is credited with conducting the 1^st research on the subject.

The Social Psychologist Kurt Lewin (1890-1947) is credited with introducing the term “Group Dynamics.” The term defined the constructive and destructive forces within Groups of people.  Lewin pioneered the Group Dynamics Research Center at the Massachusetts Institute of Technology, first of its kind dedicated to the study of Group Dynamics and how it could be applied to real-world and social issues.

The latter half of the 20th century saw attention shifted more towards studying how Group Performance could be improved in the workplace to foster an Organizational Culture of cohesiveness, and Tuckman’s study proved significant in this regard.

Bruce Tuckman’s Model on Group Development became one of the most influential studies on the subject.  Originally conducted in 1965, the Model was further improved by Tuckman and his colleague in 1977.

Tuckman’s assertion was that each of the phases of the model is indispensable and unavoidable for the team to grow, face up to challenges, tackle problems, find solutions, plan strategically, and deliver results.  Tuckman’s model has become the foundation for following models and commonly used by management consultants for Team Management and Client Management.  For the model to be applicable in the work place, it is vital to comprehend the process at each stage and its concepts.

Tuckman’s Group Development Model comprises the following 5 stages:

1. Forming
2. Storming
3. Norming
4. Performing
5. Adjourning

The 5^th stage of Group Development called “Adjourning” was added in 1977, by Tuckman and his colleague Mary Ann Jensen.

Let us examine some of the stages of Tuckman’s model for Group Development in a little more detail.

Forming

The key dynamic of the first stage is Orientation.  This is the stage where people are brought together in a Group.  How quickly the group’s transition to the 2^nd stage takes place depends on the clarity and complexity of the goal and members’ previous experience of working in groups.  Some of the key characteristics of this stage include:

• An upbeat outlook of group members about what is to be accomplished.
• Anxiousness on part of members about what the other team members will be like.

Managers of the group at this stage have to be directly and intimately involved.  Clear guidelines and structure by the manager are necessary to ensure that the team builds strong relationships. 

Storming

The key dynamic of this stage is Power Struggle.  At this 2^nd stage team members feel more at ease voicing and questioning opinions, and that is when internal conflict flares up.  Channeling this conflict in a positive direction will make for a cohesive team.  Some of the key characteristics of this stage are:

• Perception formation about other team members’ abilities.
• Alliance formation among team members and discussions regarding the goal and the approach to achieve it.

The group leader has to show a Problem Solving Mindset at this stage, swiftly channel conflict between teams in order to avoid demoralization.  Among many other actions at this stage, the leader also has to guide the team in decision-making and proffering explanations on how decisions transpired.

Norming

The key dynamic of the 3^rd stage of team development is Cooperation.  The members concentrate on settling differences to make way for clear definition of organizational mission and objectives.  Manager’s role within the team transforms from that of leader to that of a team member.

Interested in learning more about Tuckman’s 5-Stage Group Development Model?  You can download an editable PowerPoint on Tuckman’s 5 Stages of Group Development here on the Flevy documents marketplace.

Do You Find Value in This Framework?

You can download in-depth presentations on this and hundreds of similar business frameworks from the FlevyPro Library.  FlevyPro is trusted and utilized by 1000s of management consultants and corporate executives. Here’s what some have to say:

“My FlevyPro subscription provides me with the most popular frameworks and decks in demand in today’s market.  They not only augment my existing consulting and coaching offerings and delivery, but also keep me abreast of the latest trends, inspire new products and service offerings for my practice, and educate me in a fraction of the time and money of other solutions.  I strongly recommend FlevyPro to any consultant serious about success.”

– Bill Branson, Founder at Strategic Business Architects

“As a niche strategic consulting firm, Flevy and FlevyPro frameworks and documents are an on-going reference to help us structure our findings and recommendations to our clients as well as improve their clarity, strength, and visual power.  For us, it is an invaluable resource to increase our impact and value.”

– David Coloma, Consulting Area Manager at Cynertia Consulting

“FlevyPro has been a brilliant resource for me, as an independent growth consultant, to access a vast knowledge bank of presentations to support my work with clients. In terms of RoI, the value I received from the very first presentation I downloaded paid for my subscription many times over!  The quality of the decks available allows me to punch way above my weight – it’s like having the resources of a Big 4 consultancy at your fingertips at a microscopic fraction of the overhead.”

– Roderick Cameron, Founding Partner at SGFE Ltd

Readers of This Article Are Interested in These Resources

Adaptive Leadership Team Development

24-slide PowerPoint presentation

Leadership at the top is a team sport. The CEO must rely on his or her senior level teams to accomplish important goals, manage change, and help spread the company's priorities and values throughout the organization. But, in a volatile and uncertain business environment, companies are finding [read more]

Team Turnaround Strategies

22-slide PowerPoint presentation

The Leadership (and extended) Team is vital to success, as Executives transition to new C-suite roles. Executives are often faced with dysfunctional, non-performing, and poorly organized "team inheritances." Today, management is increasingly confronted with a volatile, uncertain, complex, and [read more]

Executive Team Building

38-slide PowerPoint presentation

Is your company being led by a group or a team? There is a big difference in top and bottom line performance between the two. More often than not, the teaming ability at the top of the organization is the determinant of success or failure as opposed to the technology, product, or idea on which [read more]

10 Best Practices for Small, Agile Teams

25-slide PowerPoint presentation

Profitability is at the core of successful businesses. Many markets do not allow as much top-line revenue increase as the companies would like therefore, organizations have to focus on improving the bottom-line. Boosting the bottom-line entails raising Productivity. Productivity enhancement [read more]