The tight structure supports team members to be open and honest in their assessment. After reflecting as individuals, the team builds a collective map which can serve as the basis for further discussions and actions. Each one encouraging the team to reflect and analyse a different and crucial element of their behaviour. In fact, moving from Norming to Performing often involves further refinement and reappraisal of working methods as your team grows and develops.

Using the Stages of Team Development

The Tuckman model has been used by organizations ever since to help them manage team development and create well-functioning organizations. In the business world, it’s a well known fact that teams are essential for success. But what’s not so well known is the fact that teams don’t always start out efficient and organized.

Performing stage

Tasks can be assigned to team members, departments, and also dates to ensure your project stays on track. You can add tasks to your project via so that everyone on your team knows what they are required to do. These short daily – or even weekly – meetings give everyone on the team the opportunity to air any issues or doubts they’re having, and help keep people on the same page. Minimize concerns around the potential for the team to lose momentum or dissolve by managing change and future expectations.

Using the Stages of Team Development

We give them the tools they need to set realistic goals and expectations at each stage of team development and transform their teams into high-functioning, independent units. Norms result from the interaction of team members during the development process. Initially, during the forming and storming stages, norms focus on expectations for attendance and commitment.


Riding the wave and assessing various team functions is important to further boost team productivity. However, when you push toward greater productivity, ensure adequate rewarding methods are at play to have tools for celebrating success. This stage signals that group leaders should only wait, evaluate, and intervene when necessary. When working with remote teams, it is vital to anticipate in-time interventions to get expected outcomes closer to the project deadline. Naturally, you need to assist your team, and team members check in with one another.

It takes time and effort to get a team from point A to point B — and that’s where the five stages of team development come in. In the norming stage, team members understand how to deal with conflict in a healthy way, building trust, clarity about roles, and agreement about decision-making. As a result, team members become confident and vulnerable, enabling them to leverage each other’s strengths and work collaboratively towards common goals. In the forming stage, the group is not yet a team, and there is uncertainty about the purpose and who is who.

How Can Leaders Initiate Team Development?

In teams, the internal characteristics are the people in the team and how they interact with each other. For your team to work collaboratively with few interruptions, they need tools that operate intuitively and will save them time. Find tools that don’t require hours of training and automate basic functions to get the job done. For example, if the project includes updating social media, sending email marketing campaigns, or even creating lead magnets, a tool like HubSpot is great for this level of marketing automation. Before committing to a tool, give your team some time to work with it and test it out to make sure it fits their needs.

  • Here’s the thing, the line between certain stages can get blurred since team members evolve at different times.
  • Seeing your colleagues as more than their job roles is something that should happen in the early stages of the Forming process but it’s important to keep engaging these muscles.
  • Teams that have been working closely for some time have resolved enough issues to understand what success looks like for them.
  • Write down every idea that is offered, no matter how ridiculous it sounds.
  • Only by discussing and working on those things together can you move forward and progress to the next stage of team development.

As teams grow and change they can move back into the Norming, Storming or even Forming stages of the group development process. This is where groups begin to settle into a working pattern, appreciate one another’s strengths and become more effective as a team. Group reflection is an important part of improving on how you collectively and individually manage conflicts. In this exercise, you and your group proceed from reflecting on how you’ve managed conflicts in the past to develop a shared set of guidelines for managing conflict in your team. By including the team in this process, buy-in and follow through on these guidelines is improved while also giving space for effective reflection on previous conflicts.

#5 Adjourning Stage

At this point, people in the group should recognize the contributions others make. When guided correctly, this reignites the excitement of the first team development stage and makes people committed to shared objectives. The team is collaborating to meet the original goals and objectives, and the members are excited to be on a high-performing team. In this stage, leadership is shared as the team works toward exceeding standards and continuous improvement. Psychologist Bruce Tuckman devised his now-famous model in 1965, using his understanding of group psychology to explain how individuals build relationships and coalesce into a group.

This is done by providing a framework for how each member can contribute and interact with one another in a team management application, as well as how tasks should be completed. As the team progresses through each stage, it becomes more comfortable with its processes and roles, resulting in increased collaboration and productivity. The norming stage is when a team starts to develop cohesion, trust, and cooperation. The team members may have more respect, understanding, and appreciation for each other. They may also have more clarity, commitment, and alignment on the roles, goals, and expectations. The leader’s role is to monitor progress, delegate tasks, and recognize achievements.

Norming Stage tips

Members may express concerns about being unable to meet the team’s goals. During the Storming stage, members are trying to see how the team will respond to differences and how it will handle conflict. During the Forming stage of team development, team members are usually excited to be part of the team and eager about the work ahead. Members often have high positive expectations for the team experience. At the same time, they may also feel some anxiety, wondering how they will fit into the team and if their performance will measure up.

This way, each employee knows they can trust you, and each other going forward. Try out some of these activities to help push your team to the next stage. Our Privacy Policy sets out how we, Intetics Inc., obtain, store and use your personal information. According to our Project Management Statistics 2021, an astonishing 92% of people believe that collaboration with their teammates could be improved. A kanban board gives you a visual overview of all of the tasks for your project, so you can keep an eye on any bottlenecks or areas of pressure. There are a few things you can do to reduce the intensity and duration of your storms.

Set a clear purpose and mission and revisit it throughout the process.

It can be helpful to understand any concerns or limitations—with an emphasis on any which are independently verifiable and are published in peer-reviewed studies. Recognize key successes and accomplishments and reward good work. Unfortunately, many organizations don’t reflect that reality, and in the absence of healthy team environments employees tend to work in silos and get things done alone versus collaboratively.