Stages of team development (Tuckman model)

Foundations of Effective Leadership

Stages of Team Development – Tuckman’s Model

“Coming together is a beginning, staying together is progress, and working together is success.” – Henry Ford

Teams aren’t built overnight—they evolve over time through shared experiences, challenges, and changes. One of the most widely used models to understand this progression is Tuckman’s Stages of Team Development, developed by psychologist Bruce Tuckman in 1965.

This model outlines the predictable phases teams go through on their way to becoming high-performing units. Each stage presents unique leadership opportunities and challenges.

The 5 Stages of Team Development

1. Forming – Setting the Foundation

Team members are polite, cautious, and focused on understanding their roles.
People often look to the leader for structure and guidance.
There may be excitement—but also uncertainty and hesitation.

Leader’s Role:

Provide clear direction and purpose.
Set expectations and define roles.
Begin building trust and inclusion.

2. Storming – Navigating Tension and Conflict

Differences in personality, opinions, and working styles emerge.
Power struggles, frustration, or cliques may form.
Productivity may dip as people test boundaries or push back.

Leader’s Role:

Facilitate open, respectful communication.
Normalize conflict as part of team growth.
Reinforce shared goals and model emotional regulation.

3. Norming – Creating Alignment and Harmony

The team begins to gel—norms are established, and relationships strengthen.
Trust builds and collaboration increases.
People accept each other’s strengths and limitations.

Leader’s Role:

Support team bonding and shared accountability.
Encourage contribution and celebrate progress.
Step back slightly to allow team ownership.

4. Performing – Reaching High Performance

The team operates with autonomy, trust, and high productivity.
Roles are fluid and communication is efficient.
Focus shifts from internal dynamics to external results and innovation.

Leader’s Role:

Empower the team, coach when needed.
Encourage growth, creativity, and continuous improvement.
Recognize and reward excellence.

5. Adjourning – Closing or Transitioning

Often overlooked, this stage occurs when a team disbands (e.g., end of a project).
Can bring pride and accomplishment, but also sadness or uncertainty.

Leader’s Role:

Acknowledge contributions and celebrate outcomes.
Provide closure and support transitions.
Gather lessons learned for future teams.

Not Always Linear

It’s important to know:

Teams can move back and forth between stages.
Changes in team members, leadership, or goals can reset progress.
Even high-performing teams may revisit storming during stressful periods.

Leadership Reflection

What stage is your team currently in?
Have you observed any signs of storming or norming?
Are you adjusting your leadership style to meet the team’s needs?

Quick Guide for Leaders

Stage	Team Mood	Focus Area	Leadership Approach
Forming	Polite, unsure	Orientation, structure	Be clear, welcoming, directive
Storming	Tense, reactive	Conflict, alignment	Mediate, listen, reinforce goals
Norming	Cooperative	Collaboration, support	Encourage, clarify, reinforce
Performing	Confident, driven	Results, innovation	Empower, challenge, delegate
Adjourning	Reflective	Closure, transition	Celebrate, debrief, support

Activity Idea

Have your team reflect together:

“Which stage are we in?”

“What helps us move forward?”

“What’s one thing we can do better together?”

This simple discussion can build awareness and accelerate team growth.

Final Thought

Understanding where your team is—and what it needs—helps you lead with empathy, clarity, and effectiveness. The best leaders don’t rush the process; they guide the team through it, stage by stage, toward trust, performance, and shared success.