How do you use the Tuckman model to build stronger teams?

1 What is the Tuckman model?

The Tuckman model is a theory of team development proposed by psychologist Bruce Tuckman in 1965. He identified four stages that most teams go through: forming, storming, norming, and performing. Later, he added a fifth stage: adjourning. The model describes the typical behaviors, emotions, and tasks of each stage, and suggests how leaders and team members can support the team's progress.

2 Forming stage

The forming stage is when the team members meet for the first time, or when a new project or task is assigned. In this stage, the team is usually polite, curious, and eager to learn. However, they may also feel anxious, uncertain, and dependent on the leader. The leader's role is to provide clear direction, expectations, and goals, and to facilitate communication and trust-building among the team members. The team members' role is to get to know each other, share their skills and interests, and ask questions.

3 Storming stage

The storming stage is when the team members start to express their opinions, preferences, and concerns. In this stage, the team may experience conflicts, disagreements, and power struggles. They may also challenge the leader's authority, the team's goals, or the work methods. The leader's role is to manage the conflicts constructively, encourage feedback and collaboration, and clarify the team's vision and values. The team members' role is to respect diversity, listen actively, and compromise.

4 Norming stage

The norming stage is when the team members start to work together more effectively and harmoniously. In this stage, the team develops norms, rules, and procedures that guide their behavior and work. They also establish roles, responsibilities, and expectations for each member. The leader's role is to monitor the team's performance, provide support and recognition, and delegate tasks and decisions. The team members' role is to follow the norms, cooperate, and communicate.

5 Performing stage

The performing stage is when the team members achieve high levels of productivity, creativity, and quality. In this stage, the team is cohesive, flexible, and autonomous. They can solve problems, make decisions, and handle changes with ease. The leader's role is to empower the team, celebrate successes, and foster innovation and learning. The team members' role is to deliver results, share knowledge, and improve continuously.

6 Adjourning stage

The adjourning stage is when the team members complete the project or task, or when the team is disbanded. In this stage, the team may feel proud, satisfied, or relieved. However, they may also feel sad, nostalgic, or anxious. The leader's role is to provide feedback, recognition, and closure, and to help the team members transition to the next phase. The team members' role is to reflect, appreciate, and say goodbye.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?