Tuckman’s 4 Stages of Group Development

1. Forming
   1. Positive and polite
   2. Some may feel anxious
   3. Eager to please, make an effort to get to know one another
2. Storming
   1. Push against boundaries
   2. Conflict around working styles and personalities
   3. Frustrations around peoples differences in approach
   4. Some people question teams goals and avoid taking on tasks
   5. Some teams never get past the storming stage…..
3. Norming
   1. Resolve difference
   2. Build upon each other’s strengths
4. Performing
   1. Achieve the teams’ goal without friction

Forming

Direct the team, and establish clear objectives, both for the team as a whole and for individual team members.

1. Understand the teams’ purpose
2. Working Agreements and/or team charters

Storming

1. Establish processes and structures.
2. Build trust and good relationships between team members.
3. Resolve conflicts swiftly if they occur. Provide support, especially to those team members who are less secure.
4. Remain positive and firm in the face of challenges to your leadership, or to the team’s goal.
5. Explain the “forming, storming, norming, and performing” idea, so that people understand why problems are occurring, and so that they see that things will get better in the future. Coach team members in assertiveness and conflict resolution skills, where this is necessary.
6. Use psychometric indicators such as Myers-Briggs and the Margerison-McCann Team Management Profile to help people learn about different work styles and strengths.

Norming

Step back and help team members take responsibility for progress towards the goal. (This is a good time to arrange a team-building  event.)

Performing

Delegate tasks and projects as far as you can. Once the team is achieving well, you should aim to have as light a touch as possible. You will now be able to start focusing on other goals and areas of work.