Established, since 1997, leading UK based training provider.
Celebrating 25 years in business! CPD Member - The CPD Certification Service ilm Recognised Provider

Tuckman's Five Stages of Team Development

Tuckman's Five Stages of Team Development

Tuckman's Five Stages of Team Development

“Effective leaders read the team’s stage and adjust their style; progress never happens by accident.” – Chris Farmer, Lead Trainer, Corporate Coach Group

In 1965 Bruce Tuckman presented his description of the four stages of team development and called them 'Forming, Storming, Norming, and Performing'. In the 1970s he added a fifth stage which he called 'Adjourning'.

Teamwork : Tuckman's Five Stages of Team Development

Forming

This stage denotes a group of people when they first come together to form a team.

They don't know each other, they don't know what the plan is, nor the standards which are expected of them. Team performance is at its lowest point.

Storming

This stage denotes the creation of social hierarchies, where the various personalities jostle with each other to determine their positions in the hierarchy of the group. This is a period of conflict as dominant personalities clash, and submissive personalities submit.

As the social hierarchy takes shape the work begins to flow and the productivity of the team improves.

Norming

This stage denotes the habitualisation of the social structures as people begin to settle down. Each person "knows their place" and what is expected of them. The productivity of the team improves still further.

Performing

This stage denotes the peak performance of the group, where everyone is in their "right place" and each person is perfecting their performance in their particular role, causing the productivity of the team as a whole to reach its zenith.

Adjourning

This stage denotes when the teams project is ended, and the team disbands, either temporarily or permanently. This marks the end of the team, and team performance ceases to exist.

Is the Tuckman's team model of value?

The model is of some value if leaders want to know what to expect.

It is not much value if leaders want to know exactly what to do and say in order to get the best performance from the team, at any stage of the process.

Descriptive verses Prescriptive theories.

Theories come in two main types, Descriptive and Prescriptive.

  • Descriptive theories describe what happens.
  • Prescriptive theories prescribe what actions we should take, in order to get the best results.

Most people need to know what to do and say, in order to get the best results, so most people need to learn prescriptive models.

Tuckman's model is descriptive, (not prescriptive), it does NOT give definite leadership responses to the five stages.

Consequently, we can categorise the Tuckman's Model as being "Interesting, but of a limited practical value".

Leaders need to learn exactly what to do and say

To get the best results, leaders need to learn exactly what to do and say. For this reason, there are better leadership models than Tuckman.

If you want to learn exactly what leaders should do and say, in order to get the best performance from the team, then please attend our Leadership and Management training course.

Definition: Tuckman model

In business team leadership, the Tuckman model is a group-development model that explains how any work team moves through five clear stages-Forming, Storming, Norming, Performing and Adjourning-in a set order, shows the social and task patterns at each stage, and covers teams from start to end so leaders can predict changes in performance.

Show CG4D Definition
Context: Business
Genus: model
Differentia:
  • Outlines five named stages of team growth: Forming, Storming, Norming, Performing and Adjourning
  • Treats the stages as sequential and universal to work teams
  • Provides descriptive social and task behaviours for each stage
  • Spans the team’s full life cycle from formation to disbandment

Article Summary

The Tuckman model maps every team’s life: Forming, Storming, Norming, Performing and Adjourning. It shows leaders what to expect, yet makes clear that only planned actions and clear words turn any group into a high-performance team.

Frequently Asked Questions

Here are some questions that frequently get asked about this topic during our training sessions.


Thought of something that's not been answered? Ask Us Today!

Did You Know: Key Statistics

Gallup’s 2023 State of the Global Workplace report shows only 23% of employees are engaged worldwide, yet teams whose managers provide clear direction and feedback achieve an 18% jump in productivity. McKinsey & Company’s 2022 “Performance through People” study found cross-functional teams that undergo structured team-development training record a 30% higher project-success rate than teams that do not.

About the Author: Chris Farmer

Chris

Chris Farmer is the founder of the Corporate Coach Group and has many years' experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.

Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.

Blogs by Email

Do you want to receive an email whenever we post a new blog? The blogs contain article 5-10 minutes long - ideal for reading during your coffee break!

Further Reading in Teamwork

  • The use and abuse of humour at work
    Learn why workplace humour lifts team spirit yet turns toxic when it mocks or puts people down. Get clear tips for leaders on safe, professional humour at work.
    Read Article >
  • A Good Team Builder
    Learn how goal focused leadership turns team building into profit. Keep diverse staff united around one clear goal and watch cohesion, trust and results rise.
    Read Article >
  • Boosting Team Performance
    Learn how clear goals, sharp communication, a solid action plan and a positive culture raise team performance, cut wasted hours and lift output by 20%.
    Read Article >
  • How To Deliver Virtual Training Effectively
    Learn to deliver virtual training that captivates learners: use green screen visuals, varied tasks, clear speech and a backup plan for seamless sessions.
    Read Article >
  • How can I motivate the team?
    Boost team motivation with proven positive drivers. Swap threats for clear goals, praise, fair pay and friendly contests to lift energy, engagement and profit.
    Read Article >

Looking for People Management Skills Training?

If you're looking to develop your Teamwork Skills, you may find this People Management Skills Training Course beneficial:

Open Training Course Pricing and Availability

9 - 10 September
Birmingham
£900 +VAT
15 - 16 September
Online - Teams
£900 +VAT
17 - 18 September
Gloucester (M5 J11)
£900 +VAT
30 Sep - 1 Oct
London - Central
£900 +VAT
More dates and locations available
Save £100 on this course

Next Open Course Starts in 10 days, Birmingham, places available Book Now >