The Tuckman model and the group development stages are a well-tested system for understanding how teams progress and develop.
This model is used in large companies such as Google and Facebook.
In this article, we’ll take a look at the group development stages defined by the Tuckman model.
CONTENT
What is the Tuckman model?
The Tuckman model is named after psychologist Bruce Wayne Tuckman, who developed this theory in 1965 to explain development dynamics in work groups.
His study is based on the observation of teams in different contexts and the challenges they faced during their evolution.
The Tuckman model is a tool designed to help us understand the five stages of team development, which are:
1. Forming
2. Storming
3. Norming
4. Performing
5. Adjourning
This system, therefore, describes these five predictable stages that a team experiences and explains how they can be used to improve the team’s performance. It is still largely used in business, education, and project management to understand and optimize group dynamics.
Even though every team is different and progresses at its own pace, these phases guide project managers throughout the project life cycle.
Understanding where the team members might fall on the scale will help the project manager manage the employees more effectively as individuals and as a collective unit.
Let’s take a closer look at the five phases of the Tuckman model.
Tuckman and the stages of group development
1. Forming (uncertainty, nervousness, curiosity, and enthusiasm)
In the forming stage, team members are just starting to get to know each other and learn their group roles and individual tasks.
It’s all very uncertain; no one is sure what they’re supposed to do, how they’re meant to behave, or even who the other group members are.
Think of it like being in a new environment for the first time: employees may look around and wonder if they’re in the right place or if their teammates are up to the task.
During this stage, team members must be supported in getting to know their teammates and discovering their strengths and weaknesses.
The training stage also involves examining the project’s fundamental aspects, such as objectives, activities, deadlines, etc.
The team must become familiar with these fundamental concepts before moving on to the next stage, Storming.
2. Storming (frustration, conflict, and competition)
The Storming stage is often the most uncomfortable.
Here, the team begins to realize that they are not working as well as they should and that individual personalities can impact productivity.
Different points of view emerge in this stage, which can result in conflict and a deeper mutual understanding.
Team members begin to discuss strategies, working methods, and expectations, sometimes leading to tensions that, if not managed correctly, can hinder collaboration.
This stage involves heated discussions, misunderstandings, and sometimes competition between members. Still, it is crucial for the group to establish clearer working dynamics.
The project manager plays a key role in facilitating communication, resolving conflicts, and promoting a trust-based environment so that differences become opportunities for growth rather than obstacles.
To successfully overcome the storming phase, the team must learn to manage emotions, develop active listening skills, and find shared solutions. Establishing effective communication rules, encouraging the sharing of ideas, and promoting open dialogue help transform this critical phase into a productive step toward the group’s growth.
The mindset shifts from seeing oneself as an individual responsible only for one’s part of the project to recognizing that one is part of a group and each member is responsible for the final product.
3. Norming (cooperation, support, and problem-solving)
Things have now come together, and the team is close-knit.
Team members have overcome the conflict stage and are beginning to develop more stable and collaborative relationships. Mutual trust is growing, and a dynamic of support and respect is developing.
Employees feel comfortable and get along (in most cases) with each other. Communication becomes more open and effective, with members actively listening to each other and constructively looking for solutions to problems.
Since the group established shared leadership, the team is now more productive, focused on achieving common goals, and autonomous.
Shared leadership is a key element in this stage. Team members feel more involved in decision-making and work management, which helps create a sense of collective responsibility and keeps motivation high.
To strengthen team bonding further, it’s a good idea to organize team-building activities, which help consolidate interpersonal relationships and improve collaboration. Furthermore, the project manager must continue to monitor the group, providing support and positive feedback to maintain a peaceful and productive work environment.
4. Performing (creativity, innovation, and delivery)
This stage is characterized by high trust and creativity, unity of purpose and commitment, and a clear understanding of the team’s objectives. By now, team members have developed a well-defined work method and can operate autonomously and efficiently.
They work together smoothly, balancing individual skills and group collaboration.
Conflict is managed constructively, and the team can circumvent difficulties to find solutions.
Problem-solving becomes an everyday practice, and the group faces challenges with a spirit driven by innovation and determination. Each member feels like an integral part of the project and actively contributes to the collective success.
At this point, productivity is at its peak. The team has learned to communicate effectively, and all the employees work together to achieve results enthusiastically. The leader takes on a supporting rather than a managing role, providing guidelines and tools to optimize work without constantly intervening.
This stage is also a time when the team can experiment with new approaches and strategies, increasing their capacity to innovate. The sense of belonging and mutual trust are at their highest levels, making the group resilient and high-performing.
The project manager must ensure that things run smoothly. This means scheduling regular meetings and check-ins to keep everyone on track.
This phase can last years, but if a team member leaves or a new one joins, you will most likely have to start from the beginning.
5. Adjourning (reflection, realization, and disbanding)
This is the final stage of the Tuckman model and involves preparing the team for disbanding.
This means that all activities have been completed or are in the final stages of completion.
During this stage, team members begin to focus on their own goals, rather than the group’s.
They may start thinking about how to work with another group or whether they want to continue working with the same people on a new project.
Some members may feel satisfied and proud of their work, while others may feel lost at the conclusion of an intense work experience.
At this stage, it is important to hold a debriefing to gather feedback and identify areas for improvement. The project manager can facilitate reflection sessions, celebrate the team’s successes, and ensure members feel valued for their contributions.
How the Tuckman model is implemented in project management
As we have discussed, the Tuckman model consists of five fundamental phases in developing a team and is widely used in project management to improve the dynamics of group management.
This model is often adopted in project management software, as it helps to understand team dynamics and optimize collaborative work.
Using project management software such as Twproject during these stages can help optimize collaboration and workflow.
For example, in the Forming stage, this tool can support role, objective, and activity definition, providing a clear perspective of the project.
On the other hand, the activity management and internal communication features during the Storming phase help resolve conflicts and improve cooperation.
In the Norming phase, Twproject helps promote team coordination, while in the Performing phase, dashboards and automation improve productivity and progress monitoring.
Lastly, in the subsequent Adjourning phase, Twproject helps collect feedback, archive documents, and analyze lessons learned, facilitating the project’s finalization.
Thanks to Twproject, teams can tackle challenges more structuredly, keeping efficiency high and guaranteeing project success.
Try it for free.
