The Tuckman model is most notable for mapping out how team performance evolves and how intra-team dynamics typically work. In this comprehensive guide, we offer a detailed exploration of the Tuckman model, its five team stages, and how to lead team members through each phase to achieve optimal team effectiveness.

What Is the Tuckman Model?

The Tuckman model was developed by Bruce Tuckman in 1965. It seeks to understand the dynamics of team development and how they evolve. Tuckman's model itself is based on four unique team stages of team development, which are as follows:

• Forming

• Storming

• Norming

• Performing

Ten years later, Bruce Tuckman added one more stage to the model called Adjourning.

The Five Phases of the Tuckman Model

The following are the key team stages of Tuckman's model explained in detail:

Phase One: Forming

Forming is the stage where the team is just being formed. Everyone's still being polite and friendly because they want to show their good sides to other team members. More importantly, the team development dynamic is still not set at this stage, so no team members are aware of the "unwritten rules" or team norms that will govern their relationships and interactions.

During Forming, team members are getting to know each other, understanding their roles, and establishing initial communication patterns. The leader plays a crucial role in setting the foundation for team effectiveness.

Leading through the Tuckman model:

• Forming to Storming: The team leader needs to set the ground rules for how team members will function together. That means co-creating the rules and expectations from each team member toward the entirety of the team. Also, management should explain the team goals, tasks and objectives so that everyone knows what they need to do to make it happen.

Phase Two: Storming

Storming is the second stage of the Tuckman model and is where dissent and discomfort start to build up. Team members are no longer maintaining the facade of "best behavior" and are starting to show the entirety of their character; both the good and the not-so-good.

This creates conflicts and problems in the team and can cause quite a strain on team performance and, eventually, overall team effectiveness. During Storming, team members challenge each other's ideas, question team roles, and may struggle with communication. This stage requires strong leadership skills and conflict resolution approaches.

Leading through the Tuckman model:

• Storming to Norming: The entire team needs to embrace giving and receiving feedback so that they start rebuilding the trust that might have been lost during tumultuous times. The leader needs to ensure that even the quieter team members get a voice during this stage and that psychological safety is maintained while managing conflicts effectively.

Phase Three: Norming

Norming is the stage where team members finally get the hang of their team roles, understand what needs to be done and know the strengths and weaknesses of their fellow team members. The problems from the Storming stage finally settled down and team members learned how to work together as a single unit, both professionally and personally.

During Norming, the team establishes clear team norms, improves communication, and develops stronger relationships. Team members begin to collaborate more effectively and conflicts are resolved more constructively. The team that's in this stage has laid all the groundwork to be a highly-functioning team with established performance norms.

Leading through the Tuckman model:

• Norming to Performing: This is where management needs to go into more of a coaching role and use the insights of their team members. They can do so through coaching and 1-on-1 sessions where they will track the progress of each team member individually and monitor performance metrics.

Phase Four: Performing

In Performing, the team begins to run like a well-oiled machine. Everyone knows what needs to be done and team members are focused on achieving the team goals and objectives of the entire team. Team effectiveness reaches its peak during this stage as the team demonstrates high levels of collaboration and productivity.

During Performing, team members are running almost autonomously and the leader's role here is to make sure nothing stands in their way (including management itself). Supervision needed is at a minimum, since team members know what they need to do, know how to do it and know why they are doing it. The team shows strong relationships, effective communication, and optimal behavior patterns.

Leading through the Tuckman model:

• Performing to Adjourning: Management won't have to interfere so much in work-related matters, but they will have to work with team members on their personal team development. This is the stage where you will see which team members are showing leadership skills potential and which one of them can be put in a rising-star program in the organization.

Phase Five: Adjourning

Adjourning is the last stage in the Tuckman model. It's also the stage where the team has now achieved the objectives and team goals set out for them. There's no longer a purpose driving the team and it's time for everyone to go their separate ways.

During Adjourning, the leader needs to ensure that they praise and reward their team members for the job well done and even write them recommendations for other teams. This is also an opportunity to capture lessons learned from the team development process and conduct reflection on what made the team successful.

Why is the Tuckman Model Useful?

Tuckman's model is quite simple to use and understand. You have five team stages that the team goes through - Forming, Storming, Norming, Performing, and Adjourning - they're easy to remember and the progress is linear going from the first to the fifth stage.

In addition, this model provides management with a quick and easy understanding of where the team's at so they can act accordingly to improve team performance and team effectiveness.

If the team's struggling to act cohesively and there are a lot of conflicts, management knows that the team's in the Storming stage and they know the recipe for getting out of it through proper conflict resolution, improved communication, and strong leadership skills.

The Tuckman Model: Frequently Asked Questions

Here are the four most frequently asked questions regarding the Tuckman model:

What Is the Tuckman Model?

Tuckman's model is a framework that helps management understand team development stages and team dynamics throughout the team process, covering Forming, Storming, Norming, Performing, and Adjourning.

What Are the Stages of the Tuckman Model?

There are five team stages of the Tuckman model: Forming, Storming, Norming, Performing and Adjourning.

What Is the Tuckman Model Used For?

The Tuckman model is used for easier team development management and understanding how team members progress through different team stages to achieve optimal team performance while managing conflicts and building relationships.

What Is an Example of the 'Norming' Stage?

Norming is where team members are no longer bogged down with conflicts, but are working together for a common cause with established team roles, team norms, clear performance metrics, and improved communication and collaboration.

Give Your Leadership the Boost It Deserves

Building high-performance teams requires understanding team development and providing the right support at each stage. Modern HR technology can help leaders track team performance and individual development throughout the Tuckman model phases while developing essential leadership skills.

Humaans provides comprehensive team development and performance management solutions:

Our integrated platform enables organizations to:

• Team Formation Support: Track new team creation during Forming and provide tools for establishing team norms and expectations among team members

• Performance Management: Monitor team performance through each stage - Forming, Storming, Norming, Performing, and Adjourning - with comprehensive performance metrics

• Feedback Systems: Facilitate continuous feedback loops essential for moving from Storming to Norming phases while maintaining psychological safety and managing conflicts

• Coaching Tools: Support management in developing leadership skills during their transition to coaching roles during Norming and Performing stages

• Individual Development Tracking: Monitor personal growth and identify leadership skills potential during high-performing phases

• Goal Setting and Alignment: Ensure team goals are clear and measurable throughout all team stages

• Recognition Programs: Celebrate team achievements and smooth transitions between stages while capturing lessons learned

• Conflict Resolution Support: Provide tools and training resources for managing the Storming phase effectively and improving communication

• Relationship Building: Foster stronger relationships and collaboration throughout the team development process

• Evaluation Tools: Assess team effectiveness and behavior patterns across all stages of the model

By centralizing team development processes, Humaans helps organizations guide their teams through Tuckman's model effectively while ensuring every team member receives the support they need to contribute to high team performance and team effectiveness outcomes throughout Forming, Storming, Norming, Performing, and Adjourning.

Ready to transform your team leadership approach? Connect with Humaans to discover how our platform can help you implement the Tuckman model systematically, support your teams through each team development stage, and build consistently high-performing teams across your organization while managing conflicts and fostering collaboration.

Start building exceptional teams today and create an environment where team members can progress naturally through all five team stages - Forming, Storming, Norming, Performing, and Adjourning - while maintaining engagement, productivity, and collaborative excellence throughout their team development journey.