Storming, Norming, Performing, Forming

Q: What are the 5 stages of team development?

The five stages of team development are: Stage 1 – Forming Stage 2 – Storming Stage 3 – Norming Stage 4 – Performing Stage 5 – Adjourning

Tuckman suggested groups transition through five stages of development, starting from the time the group first meets until project completion. As members of the team become familiar with each other, the team itself becomes more mature as relationships become established. These stages are broken down into forming, storming, morning, performing, and adjusting.

Stage	Description	Explanation	Implications	Examples	Typical Progression
Forming	Team members come together, get acquainted, and define their initial goals and roles.	Forming is the initial stage where team members meet, establish connections, and set initial objectives.	Implications include orientation, team building, and setting clear expectations for team members.	A newly formed project team gathering for the first time, introducing themselves, and discussing initial project goals.	Start
Storming	Team members may express differing opinions, conflicts may arise, and individuals may challenge team dynamics and leadership.	Storming is marked by conflicts and challenges as team members assert themselves and vie for influence.	Implications involve conflict resolution, facilitation, and leadership interventions to address disagreements.	During a storming phase, team members argue about the project’s approach and debate their individual roles and responsibilities.	Transition
Norming	The team begins to resolve conflicts, establish norms and procedures, and members start to collaborate effectively.	Norming signifies the stage where conflicts are resolved, and team members work together more harmoniously.	Implications include fostering cooperation, reinforcing norms, and maintaining a positive team culture.	In the norming phase, team members start to cooperate, establish communication norms, and agree on their collective approach to tasks.	Transition
Performing	Team members collaborate smoothly, work effectively together, and achieve high levels of productivity and synergy.	Performing is when the team operates efficiently, and members collectively work toward achieving their goals.	Implications include continued support, motivation, and recognizing and reinforcing positive team dynamics.	In the performing phase, the team functions as a well-oiled machine, delivering high-quality work and achieving project milestones consistently.	Progression/Consolidation
Adjourning	(Optional) Some models include an adjourning phase, which involves disbanding the team after completing its objectives.	Adjourning is the stage when the team wraps up its work, celebrates achievements, and prepares for disbandment.	Implications include recognizing contributions, providing closure, and conducting knowledge transfer if needed.	Adjourning may not always be part of the SNPF model but involves celebrating successes, farewells, and transitioning team members to new roles or projects.	Closure (Optional)

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Tuckman Model Example

Now, let’s take a look at a hypothetical Tuckman model example of a marketing department tasked with launching a new pet food product.

Approximately 70% of the team is comprised of members of the organization developing the campaign, while the remaining spots are filled by freelancers who are hired to fill specific roles.

Since the creative team and the team of freelancers are unknown to each other, the company will focus on facilitating collaboration between both cohorts.

With this preamble in mind, let’s take a brief look at how the process may play out according to the five stages of Tuckman’s model.

Stage 1 – Forming

To acquaint members of the team with each other, the company organizes several icebreaker activities that can be held over Zoom or in person:

Introductions

The process starts by assembling individuals into pairs where each shares their name, role, and two fun facts about themselves.

Each then introduces the other to the team.

Client trivia

In this example, the client (pet food company) is new to the company providing the marketing services.

To ensure there is adequate knowledge of the client across every member of the team, it is split into two groups.

The first group has 30 minutes to research the pet food product while the second has the same amount of time to research the company.

Both teams then have an additional hour to collaborate and develop a 15-minute presentation on their findings, after which the floor is opened up to further discussion.

Pet pictures

For forming that occurs virtually, the team is asked to change their profile picture to a favorite pet.

Any loss of productivity is countered by the bonding experience that occurs when people discuss their mutual love of pets.

Stage 2 – Storming

Most of the activities in this phase relate to conflict and tension resolution.

One of the best ways to diffuse tension is to have team members work face-to-face.

When individuals can read the body language of others, they tend to be more empathic and motivated to find solutions.

It is also important that the employees compliment the freelancers where appropriate without overdoing it.

The latter group is likely to be more self-conscious about their work – especially since they are in the minority.

Stage 3 – Norming

The norming phase should be allowed to develop naturally as cohesion starts to develop between team members.

In this example, one of the freelancers has a tendency to act out and cause the team to revert to the storming phase.

To strengthen team cohesion and boost morale, the facilitator decides to host a virtual happy-hour event each Friday evening.

Stage 4 – Performing

To sustain the momentum built until now, the facilitator organizes the following activities:

Future visualization

Where team members use Canva to create a virtual board of where they would like to be in the future.

Constructive feedback

Where the team assembles to clarify what it is doing well, what it is doing poorly, and where it can improve.

Brainstorming

To get the pet food marketing campaign over the finish line, the team engages in a rapid brainstorming session where ideas are fired off no matter how silly they may seem.

Some of these ideas can be incorporated into future campaigns of a similar niche, type, or industry.

Stage 5 – Adjourning

In the adjourning phase, the facilitator acknowledges the efforts of the team and, in the process, brings about closure.

The freelancers in the team will move on and look for their next assignment, while internal employees will also move on to other projects.

Before this occurs, however, the team is assembled one final time and individuals are encouraged to share their experiences of working on the project.

It’s important that the team does not gloss over any of the problems encountered or lessons learned.

This is because the solutions and insights are valuable to subsequent teams who may find themselves in similar predicaments.

Key Highlights

Tuckman’s Five Stages: The Tuckman Model proposes that groups go through five stages of development as they work together on a project: Forming, Storming, Norming, Performing, and Adjourning. These stages represent the group’s journey from initial introduction to project completion.
Forming Stage: In the forming stage, team members are introduced to each other, often through icebreaker activities. The team is just getting acquainted, and members are polite and cautious in their interactions.
Storming Stage: The storming stage involves conflict and disagreements as team members start sharing their ideas and opinions. This stage can be challenging as individuals vie for their ideas to be heard and accepted.
Norming Stage: The norming stage is characterized by increased cohesion and cooperation among team members. Conflict is resolved, and a sense of unity emerges as norms and expectations are established.
Performing Stage: The performing stage is marked by high productivity and effective collaboration. The team has achieved a level of synergy where members work well together and contribute their skills to achieve the project’s goals.
Adjourning Stage: The adjourning stage occurs when the project is completed. Team members disband as they move on to other projects or assignments. This stage involves reflecting on the team’s achievements and lessons learned.
Tuckman Model Example: Let’s consider an example of a marketing department launching a new pet food product. The team comprises internal employees and freelancers. The Tuckman Model is applied to guide the team’s development process.
Activities for Each Stage:
- Forming: Icebreaker activities like introductions, client trivia, and sharing pet pictures help team members get to know each other.
- Storming: Face-to-face interactions and respectful feedback sessions are used to address conflicts and tensions.
- Norming: Cohesion develops naturally, and virtual happy-hour events are introduced to strengthen team morale.
- Performing: Activities like future visualization, constructive feedback sessions, and brainstorming sustain momentum and innovation.
- Adjourning: The team acknowledges efforts, shares experiences, and reflects on lessons learned before disbanding.
Importance of Reflection: The adjourning stage emphasizes the importance of reflecting on the project’s challenges, successes, and insights. This reflection benefits future teams facing similar situations.
Overall Benefits: The Tuckman Model provides a structured framework for understanding and managing group dynamics. It acknowledges the natural progression of stages in team development and emphasizes the significance of effective communication, conflict resolution, and cohesion.

Related Frameworks	Description	When to Apply
Tuckman’s Stages of Group Development	Framework describing the typical phases of group development, including Forming, Storming, Norming, Performing, and sometimes Adjourning, highlighting the challenges and dynamics groups experience as they form, establish norms, and achieve synergy and effectiveness.	Apply in team building, organizational development, or group facilitation to understand and navigate the stages of group development, foster cohesion, and support teams in overcoming challenges, building trust, and maximizing performance.
Forming	Initial stage of group development characterized by orientation, uncertainty, and establishing relationships, as members get acquainted, define goals, and clarify roles and expectations.	Apply at the beginning of team formation, project initiation, or organizational restructuring to introduce team members, clarify objectives, and set expectations, laying the foundation for collaboration and goal alignment.
Storming	Stage marked by conflict, resistance, and interpersonal tensions as group members assert themselves, challenge authority, and negotiate power dynamics, often leading to disagreements and turf battles.	Apply during team conflicts, leadership transitions, or organizational change to address issues of communication breakdown, role ambiguity, or personality clashes, facilitating open dialogue, conflict resolution, and consensus-building to move the group forward.
Norming	Phase characterized by cohesion, cooperation, and establishing norms, as group members resolve conflicts, build trust, and develop shared values, roles, and standards of behavior, fostering collaboration and mutual support.	Apply as group dynamics stabilize, roles become clearer, and trust is established, encouraging teamwork, communication, and collaboration to reinforce positive norms, celebrate achievements, and maintain momentum toward shared goals.
Performing	Stage of peak productivity and effectiveness, where group members work synergistically, leveraging their strengths, skills, and resources to achieve collective goals, demonstrating high levels of collaboration, creativity, and performance.	Apply when the group reaches optimal functioning, capitalizing on individual strengths, diversity, and synergy to maximize productivity, innovation, and quality outcomes, while providing support, recognition, and resources to sustain performance excellence.
Adjourning	Additional stage sometimes added by Tuckman, focusing on the disbanding or transitioning of the group as it completes its task or project, reflecting on achievements, and preparing for future endeavors or team changes.	Apply at the end of a project, team assignment, or organizational initiative to acknowledge contributions, celebrate successes, and facilitate closure, while preparing members for transition, providing feedback, and preserving relationships for future collaboration.
Group Dynamics	Study of the patterns, processes, and interactions occurring within groups, including communication, leadership, decision-making, and social influence, influencing group cohesion, performance, and effectiveness.	Apply in team development, conflict resolution, or group counseling to analyze the dynamics, roles, and communication patterns within groups, identifying factors that contribute to success or dysfunction and implementing strategies to enhance cohesion, productivity, and satisfaction.
Team Building Activities	Structured exercises, games, or workshops designed to promote trust, communication, and collaboration among group members, fostering team cohesion, problem-solving skills, and morale.	Apply during team retreats, offsite meetings, or team-building events to strengthen relationships, improve communication, and build rapport among team members, while addressing specific challenges, such as conflict resolution, goal alignment, or leadership development.
Leadership Styles	Different approaches to leadership, including autocratic, democratic, transformational, and servant leadership, influencing group dynamics, motivation, and performance outcomes.	Apply in team leadership, management training, or organizational development to match leadership styles with group needs, goals, and developmental stages, promoting effective communication, empowerment, and accountability to support team effectiveness and success.
Conflict Resolution Strategies	Techniques and approaches for managing and resolving conflicts within groups, including negotiation, mediation, compromise, and collaboration, aimed at addressing differences constructively and restoring harmony.	Apply when group conflicts arise, disrupting team cohesion or productivity, by facilitating open dialogue, active listening, and problem-solving to address underlying issues, reconcile differences, and promote consensus-building, fostering a positive team environment and mutual respect.
Change Management Processes	Strategies and methodologies for managing organizational change, including communication, stakeholder engagement, and resistance management, aimed at guiding individuals and groups through transitions effectively.	Apply during organizational restructuring, mergers, or technology implementations to support teams in adapting to change, mitigating resistance, and facilitating acceptance by providing clarity, support, and involvement in decision-making, fostering a culture of agility, resilience, and continuous improvement.

What are the 5 stages of team development?

The five stages of team development are:

What is an example of norming?

In the morning stage, team members start to notice and appreciate the unique strengths of their colleagues. There is also a realization that various opinions and experiences ultimately strengthen the team. Take the case of freelancers who tend to act out and cause the team to revert to the storming phase. To strengthen team cohesion and boost morale, the facilitator hosts a virtual happy-hour event each Friday evening.

What is an example of storming?

In the storming stage, the realities of completing the task are beginning to sink in. Excitement is replaced with frustration and anger, which causes some personalities to clash. Most of the activities in this phase relate to conflict and tension resolution. One of the best ways to diffuse tension is to have team members work face-to-face.