In the “performing” stage, teams are functioning at a very high level. The team members have gotten to know each other, and they trust and rely on each other. In this stage, the team leader may not be as involved in decision making and problem solving since the team members are working better together and can take on more responsibility. The team has greater self-direction and is able to resolve issues and conflict as a group.
Why are Tuckman’s Stages important?
Tuckman’s model is significant because it recognises the fact that groups do not start fully-formed and functioning. He suggests that teams grow through clearly defined stages, from their creation as groups of individuals, to cohesive, task-focused teams.
Members begin to sense the minute details as well as the sum total of the work that will be required of them. This is also the stage when some members may begin to compete with one another for power or superiority. This is especially likely if early conflict threatens a shared faith in the leadership structure. Leadership, therefore, is of the utmost importance in moving through this difficult stage. Perhaps unsurprisingly, the forming norming storming performing model is a four-stage process whose stages can be labeled as–you guessed it–Forming, Storming, Norming, and Performing.
Stage 2: Storming (people Start Butting Heads)
If you’ve visualized team hierarchy and processes during the forming stage, you can use those visuals to reiterate how team members should be working together. During this stage, team members will be cautious with their behavior as they try to assimilate with the group. The real personalities of the team won’t be revealed until later; in the beginning, getting along four stages of team development with the rest of the team members is of primary importance. If you feel your team is stuck, share this information with them and ask them to self-diagnose where they think they are and what they need to do to move on to the next stage. Understanding that each stage is normal and expected can relieve a lot of tension and free the team up to break through and move on.
What is a good teamwork?
Good teamwork means a synergistic way of working with each person committed and working towards a shared goal. Teamwork maximises the individual strengths of team members to bring out their best.
In the second stage, many team members can lose their initial positive attitude and drive. During the Ending Stage, some team members may become less focussed on the team’s tasks and their productivity may drop. Alternatively, some team members may find focussing on the task at hand is an effective response to their sadness or sense of loss.
Stage 1: Forming A Real Live Team
A redefinition of the team’s goals, roles and tasks can help team members past the frustration or confusion they experience during the Storming stage. Peter has put up the project schedule based on conversations with only Mohammed and Ameya on the team. Donna and Sarah feel as if their input to the schedule was not considered. They believe because they are more junior on the team, Peter has completely disregarded their concerns about the timeline for the project. They challenged Peter’s schedule, stating that it was impossible to achieve and was setting up the team for failure.
Perhaps the best-known scheme for a group development was advanced by Bruce Tuckman in 1965. Initially, Tuckman identified four stages of group development, which included the stages of forming, storming, norming and performing. A fifth stage was later added by Tuckman about ten years later, which is called adjourning.
Team Development Never Stops
It is believed that these stages are universal to all teams despite the group’s members, purpose, goal, culture, location, demographics and so on. The team meets and learns about the opportunities and challenges, and then agrees on goals and begins to tackle the tasks. They may be motivated but are usually relatively four stages of team development uninformed of the issues and objectives of the team. Team members are usually on their best behavior but very focused on themselves. Mature team members begin to model appropriate behavior even at this early phase. The meeting environment also plays an important role to model the initial behavior of each individual.
It is the job of the team leader to help see the team through these stages; to bring them to the point where they are working as effectively as possible toward a common goal. The first stage of group development is known as the forming stage. The forming stage represents a time where the group is just starting to come together and is characterized with anxiety and uncertainty. Members are cautious with their behavior, which is driven by the desire to be accepted by all members of the group. Conflict, controversy and personal opinions are avoided even though members are beginning to form impressions of each other and gain an understanding of what the group will do together. Some believe this cautious behavior prevents the group from getting any real work done.
Why Are The 5 Stages Of Group Development Important?
A team may also need to return to an earlier stage if its performance declines. Team-building exercises are often done to help a team through its development process. Successfully moving through the storming stage means that a team has clarified its purpose and strategy for achieving its goals. It now transitions to a period focused on developing shared values about how team members will work together. Norms become a way of simplifying choices and facilitating collaboration, since members have shared expectations about how work will get done.
Prepare your team for each stage, and use tools like Lucidchart to outline their roles and responsibilities throughout the journey. Keeping visual guidelines throughout the process is vital for maintaining the development operations integrity of your team and avoiding conflict and confusion. Since Lucidchart is a cloud-based platform, you can easily update the progress of your project as it changes so everyone stays on the same page.
Posted by: Anna-Louise Jackson