Different Stages Of Tuckman For Group Development
Tuckman's forming, storming, norming, performing four-stage model. The progression is:
- Forming
- Storming
- Norming
- Performing.
Here are the features of each phase:
Forming- stage 1
The first stage was to know each other. We could see some are really excited and some are nervous as everyone besides us were unknown and new to talk with. It was quite natural. Individual roles and responsibilities are unclear. We had a Leader who was prepared to answer lots of questions about the team's purpose, objectives and external relationships.
Storming - stage 2
Decisions don't come easily when we work in a Group. This was the most difficult stage as we have to understand each other point of view. We always have the clarity when we work together but at some point, there are always some ambiguity. The team should always remain focused on the goal and avoid hampering the relationship. There can be stress at this stage to come to a decision but working in a team and understand each other’s working styles and ideas we can overcome it and work towards progress.
Norming - stage 3
Agreement and coming to a conclusion largely form among the team, who respond well to facilitation by a leader. Roles and tasks should be cleared and accepted. Big decisions are made by group agreement. Smaller decisions may be given to any member in the team or small teams within group. Commitment and unity should be strong. The team might get involved in fun and social activities. The team discusses the working style which helps us to grow rapidly. There can be chances where we conflict and need to go back to the Storming stage.
Performing - stage 4
The team is now more strategically aware and the team knows clearly why it is doing what it is doing. Disagreements occur but now they are resolved within the team in a positive way, and the team makes the necessary changes. The team is able to work towards reaching to a goal, and also to maintain the relationship, style and process issues which comes in the way. Team members look after each other. The team requires vicarious tasks and projects from the team leader. A Team member can ask any doubts to the team leader. This stage is for increasing the performance of any member irrespective of new and old members.
Tuckman's fifth stage – Adjourning
Bruce Tuckman redefined his theory around 1975 and added a fifth stage to the Forming Storming Norming Performing model - he called it Adjourning, which is also referred to as Deforming and Mourning. Adjourning is debated more of an adjunct to the original four stage model rather than an extension - it views the group from a perspective beyond the purpose of the first four stages.
Tuckman's fifth stage, Adjourning, is the fragmentation of the group, hopefully when the task is completed successfully, its purpose fulfilled; everyone can move on to new things, feeling good about what's been achieved. Feelings of lack of confidence can be natural for people with high 'steadiness' attributes and with strong routine and empathy style. It is usually set up set up a goal for a fixed period of time.
