Team leaders need to facilitate introductions and highlight each member’s background and skills. Teams can go back and forth between these stages, especially as new challenges and demands arise during the season. Injuries, conflicts and losses can cause a team to regress from the Norming stage back into the Storming stage. As you probably realize, team building is a complex, ever-changing process that must be continually monitored and adjusted. This stage follows Norming and occurs only after effective standards are in place and firmly embraced by the team. The team begins performing as a cohesive unit that respects and trusts each other.

It’s the time where your team learns about upcoming projects and structures. Here, it’s typical for teammates to feel excited, anxious, and curious about what lies ahead. To properly and clearly identify these in group form, we use the 4 stages of team development. the four stages of team development Team members feel an increasing acceptance of others on the team, recognizing that the variety of opinions and experiences makes the team stronger and its product richer. Members start to feel part of a team and can take pleasure from the increased group cohesion.

the four stages of team development

The norming stage is when the entire team starts to work as a cohesive unit. By now, team members have figured out a strategy for working together. The internal competitions prevalent at the storming stage have been rooted out.

All Plans

It’s best to set clear expectations at every stage so that the team has seamless alignment when proceeding to the next. Ultimately, undergoing the five stages of team development sets your team up for success. There will be a higher chance of realizing the project goals within the timelines set at the forming stage. At the adjourning stage, team members will be eager to collaborate again on other projects. As a team goes through the stages, individual members learn more about their potential and how to work dynamically as part of a collective.

  • Download a spreadsheet with each of the characteristics you can observe at each stage of the forming, storming, norming and performing process.
  • By this point, there is increased impatience and members are more comfortable voicing their opinions if they disagree, so conflicts can arise easily.
  • As you build a new team, keep the stages of team development in mind so you can help individual team members reach their full potential and collaborate together effectively.
  • During the Norming stage, the leader should continue to encourage members to share their opinions, even if they disagree.
  • Teamwork is a collaborative effort or a group to achieve a task or a goal in an effective and efficient way.
  • For instance, outlining the team’s purpose and mission at the forming stage and retaliating during subsequent stages ensures no one loses sight of the common goal.

Team leaders should implement measures for managing competition and potential conflict among members. They also need to streamline competition and ensure the projects they’re handling stay on track. During the forming stage, team members are often optimistic and enthusiastic about getting started.

Members have a more profound commitment to each other and the project’s completion, so it’s easier to handle conflicts. As strong personalities emerge, team leaders should ensure these individuals don’t inadvertently dominate the rest of the team and the project’s outcomes. An easy way to do so is by encouraging everyone’s participation in team activities. Once the storming stage gets navigated, the team can achieve a better dynamic. During the first meeting, team members also learn their roles and what’s expected of them as they work towards attaining the shared goal. Ground rules that will govern the team get outlined at the forming stage.

The Storming Stage of Team Development

The team needs to spend time learning how to deal with conflict amongst one another. Norming – This is where the team sets behavior standards and expectations for one another which might cover everything from attendance to conflict to team processes. Performing – This is the whole point of being together, usually to get something done. Shortchanging the first three stages will probably mean the team goals will not be optimized or maybe not achieved at all. Usually if the first three have been completed performance occurs at a much higher level. Tuckman identified four stages of team development, including Forming, Storming, Norming, and Performing.

the four stages of team development

Because of their strength, the team needs little supervision, and members all work together to make the best decision and move towards their goals. Members continue to rely on the leader for help with navigating this stage, but not quite as much as in the Forming stage. Here, leaders work as directors in decision-making, but they allow members ultimately to resolve their issues with one another. If managed correctly, the storming phase can actually make teams stronger when they come out of it. This is the perfect team development stage to learn about how your team overcomes obstacles and bonds through shared experiences. Identifying each of the 4 stages of team development helps you underscore your team’s needs during each one.

Similar to The 4 stages of team development (

The final stage is adjourning which is marked by behaviors such as members regretting because the team is ending. In addition, members in the video seem to spend much time together during this stage (CMOE Inc., 2014). On the contrary, all these team development stages are all crucial in order for a team to grow, to face up to problems, to handle challenges, find solutions and achieve success. The second stage occurs when a group of individuals with various wants, needs and insecurities starts to more closely interact and compete with one another.

In this stage you also find the establishment of dependency relationships with leaders, other group members, or pre‑existing standards. Adaption, testing, and dependence constitute the forming stage of team development. 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. Leaders of a team in the Forming stage have a lot of responsibility in helping the team come together. This stage is the time to create a team structure to stabilize the team throughout its development.

the four stages of team development

As individual members take greater responsibility, team leaders can take a step back from the leadership role at this stage. It is an opportune time to provide team members with task and process tools, or even an energizer to keep enthusiasm levels high. Team leaders and managers need to understand how teams mature and when to intervene when things are not progressing as desired. This Teamwork Observation Check List (√) is designed to help observe a team to determine how they are maturing, where some problems might exits, and some tips to overcome them.

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Group members may have a hard time working with other groups as they had strong group dynamics with their previous team. This is the stage when things begin to settle down as your team finds their groove. As they grow more comfortable working together, team members are more comfortable asking for help completing a task or getting constructive feedback. Your team starts to increase their productivity at this stage as they become more familiar with their teammates and their working styles. In this stage of group development, individual members are just getting to know each other and don’t have a group process yet. 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.

It tests to ascertain the boundaries of interpersonal and task behavior. At the same time, the members are establishing dependency relationships with leaders, fellow team members, or any standards that existed when the team formed. The behaviors of orientation, testing, and dependence become the process called Forming. Simply put, being able to recognize your team’s current stage will allow you to better cater to your team and, if you are the team leader, to lead them to the shared goals.

These can be among team members, or from employees who come to you directly. If you reflect on them, they’ll tell you a cohesive story about their strengths, needs and performance. Guides & tools Downloadable guides for busy managers to drive performance. Engagement Get to know your people with Pulse Surveys, eNPS scoring, anonymous feedback and messaging.

Now forming groups is no rocket science but they do not form immediately either. Bruce Tuckman, an American professor, recognized this problem and worked on the same which resulted in, him introducing his model of Team Development. Creating a closing celebration that acknowledges the contributions of individuals cloud team and the accomplishments of the team and that formally ends this particular team’s existence. She also asks each member to write a brief evaluation of the team experience. She explains that this will help her become a better leader in the future. All the team members are very excited about their accomplishments.

This paper became the groundwork for the stages of group development. Tuckman’s foundation helps team leaders understand how team dynamics change as a project progresses. By understanding the five stages of group development, you can support your team as they’re getting to know one another to quickly enable collaboration and effective teamwork. In an organization, the adjourning stage could translate into a change in employees’ job responsibilities. For instance, if the team develops a new work process for improving the customer experience, members may be asked to oversee the new and improved process.

How to make forming run smoothly

Team Tasks during the Storming stage of development call for the team to refocus on its goals, perhaps breaking larger goals down into smaller, achievable steps. The team may need to develop both task-related skills and group process and conflict management skills. 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. This is also the time for team members to reflect on the project and say their good-byes. 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 four stages of team building about ten years later, which is called adjourning.

Teamwork and Team Building – Videos

The principal work for the team during the Forming stage is to create a team with clear structure, goals, direction and roles so that members begin to build trust. During the Forming stage, much of the team’s energy is focused on defining the team so task accomplishment may be relatively low. High-performing teams go through four defined stages to reach their potential. This is true whether your team works remotely or works in person.

How to make performing run smoothly

Differences among members are appreciated and used to enhance the team’s performance. During the Norming stage, members shift their energy to the team’s goals and show an increase in productivity, in both individual and collective work. The team may find that this is an appropriate time for an evaluation of team processes and productivity. The most commonly used framework for a team’s stages of development was developed in the mid-1960s by Bruce W. Tuckman. The transition between these various stages requires intentional guidance and facilitation by the team leader.

But chances are that even if you have experienced the high and low periods of teams, you might not know exactly what they mean or why they happen. Bruce Tuckman defined these 4 different stages of team development as Forming, Storming, Norming, and Performing. As issues are addressed and resolved, the team’s morale begins to increase. Trust builds, productivity rises and the team begins working together toward the common goal. At this point, the leader should draw out the opinions of all members and leverage the diversity of the team.