She is Partner/VP Strategic Solutions at Peak Performance Group, Inc. in Gloucester, Massachusetts. She has been honored by PMI® as one of the Power 50 and has served as Chair of PMI®s Global Corporate Council Leadership Team. She has presented at various conferences on topics ranging from general management and leadership topics to project management software. Gina received her MBA from Simmons Graduate School of Management.
The initial feelings of excitement and the need to be polite have likely worn off. But, because this stage focuses more on the people than on the work, your team probably won’t be very productive yet. In stage 1, the team is still highly dependent on the leader for guidance and direction.
Bruce Tuckmans Stages Of Team Development
Teams usually develop norms that guide the activities of team members. Team norms set a standard for behavior, attitude, and performance that all team members are expected to follow. Norms storming norming forming and performing are effective because team members want to support the team and preserve relationships in the team, and when norms are violated, there is peer pressure or sanctions to enforce compliance.
Properly nurtured, teams mature from early formation through various stages to a developed organization . Teams, again like developing children, can get stuck in an immature phase and suffer a case of arrested growth and ineffectiveness. Effective team members can successfully move a team toward maturity with specific positive actions. Understanding the stages of growth and recognizing that team members have an important role to play at each stage is a critical step in establishing a healthy, productive team. Tuckman identified four stages of team development including Forming, Storming, Norming, and Performing. This widely referenced early work continues to provide a useful model for understanding the dynamic nature of the evolution of teams.
#5 Adjourning Stage
Toggl Track is the time tracker that can slot into any team’s workflow. Get crystal-clear insights into what your team members do with their time and see which team members are overworked, and which ones can take on more. Members might disagree over how to complete a task or voice their concerns if they feel that someone isn’t pulling their weight. They may even question the authority or guidance of group leaders.
The Storming Stage
The above recommendations will help teams to overcome possible difficulties at each of the four stages of team development easier and without harming the project as a whole. During the third team development stage, employees accept the concept of teamwork. Team storming norming forming and performing members feel that cooperation is paying off, and everyone is making a contribution. They can express constructive criticism, try to reach mutual understanding and avoid clashes, trust each other more, and experience a sense of community and team spirit.
The termination of the group is a regressive movement from giving up control to giving up inclusion in the group. In this stage typically team members are ready to leave causing significant change to the team structure, membership, or purpose and the team during the last week of class. While the group continues to perform productively they also need time to manage their development operations feelings of termination and transition. As a team progresses through these stages, it’s normal to move up and down this spectrum. The addition of new team members, for instance, may challenge group norms and expectations. Similarly, if goals shift, the heightened uncertainty and stress can cause a high-performing team to slip into the Norming or Storming phases.
Scenario: Youre Leading Your Team Through The Performing Stage
This is to say that, even when things aren’t going smoothly, each person should assume that their “challenger” is coming from a good place and is trying to act in the best interest of the team. Each team member should also try to analyze their reason for inciting potential conflict from the other person’s point of view. When one person fails to complete a task, the rest of the group suffers.
In this first stage, the team has been newly formed and the strangers within it will be without existing bonds. These individuals will all be on their best behaviour (usually!) wanting to show their best side to their new teammates, being polite and opting for positivity towards the task ahead. Some will invariably have feelings of nervousness or uncertainty about what lies ahead, and others will be primarily excited about the work to come. At this first stage, the role of the team leader is crucial and must be a role of dominance. This is because the responsibilities and roles of the individual team members will not yet be clear and relationships will not have been established. This model was created by organisational psychologist, Bruce Tuckman, to help group managers to understand the different phases of team development and to nurture them accordingly towards high performance.
Reviewed by: Oscar Gonzalez