Tuckman`s stages of Team Development

Method Monday: How Teams Grow and Become High-Performing

Teams go through different phases before they can work together effectively. Sometimes harmony prevails, sometimes conflict arises – and uncertainties keep appearing. Bruce Tuckman’s stages of Team Development makes these development processes visible and provides guidance on how teams can improve their collaboration.

The Idea Behind the Model

The Model describes the typical development of teams in five phases:

1. Forming (Orientation)

   • The team comes together, and members get to know each other.

   • Roles and responsibilities are still unclear; uncertainty is high.

   • Typical behavior: cautious testing, polite reserve.

2. Storming (Conflict)

   • Different opinions, work styles, and expectations collide.

   • Power struggles, misunderstandings, or tensions may occur.

   • Goal: consciously recognize and resolve conflicts constructively.

3. Norming (Regulation Phase)

   • The team develops common rules, processes, and role understanding.

   • Collaboration becomes smoother, and mutual support increases.

   • A strong sense of “we” emerges.

4. Performing (High-Performance Phase)

   • The team works efficiently, self-organized, and goal-oriented.

   • High productivity, responsibility, and trust characterize the collaboration.

5. Adjourning (Dissolution Phase)

   • The team disbands, or new tasks/structures emerge.

   • Reflection and appreciation of collaboration are important.

     
     

Benefits of the Model

The Model helps make group dynamics visible and understandable.

In team coaching:

• Teams recognize which phase they are in.

• Different perceptions become visible and can be discussed.

• Conflicts are understood as normal development steps.

• Collaboration, trust, and productivity improve.

In individual leadership coaching:

• Leaders can better understand their team’s behavior.

• Leadership can be more targeted and situationally appropriate.

• Personal reflection and development are promoted.

• Tensions are seen as normal and used constructively.

Practical Example

In a workshop, we applied the Model with a project team.It became apparent that team members had different opinions about the current phase of the team.This insight highlighted that perceptions of team dynamics can vary greatly, and differing expectations often go unnoticed.Based on this, we worked to make individual perspectives visible and bring them into discussion. This created a shared understanding – and openness to actively tackle the next development steps.

Impact for Teams and Leaders

• Transparency: Teams understand why certain tensions arise.

• Conflict Management: Conflicts are normalized and addressed solution-oriented.

• Role Clarity: Everyone knows their role and how the team functions.

• Performance Improvement: Collaboration becomes more focused, efficient, and trustful.

• Leadership Competence: Leaders gain a better understanding of dynamics and their role within them.

  
  

Application in Coaching and Everyday Work

• Team Workshops: Visualizing the team phase and reflecting together.

• Leadership Coaching: Supporting conflict moderation and fostering norming and performing phases.

• Project Kick-off: Early awareness of potential conflicts.

• Agile Teams: Regular reflection to consciously move through the right phase.

  
  

Why This Model is Valuable

Tuckman’s model makes development visible. Teams learn that conflicts and uncertainties are not obstacles but necessary steps toward high performance. Leaders learn to support each phase purposefully – improving collaboration and results sustainably.

Conclusion

Tuckman`s model is a powerful tool for team development and leadership coaching. It shows how teams grow, what challenges they need to overcome, and how they can reach their full potential. Knowing your team’s dynamics helps moderate conflicts, foster collaboration, and achieve sustainable results – both for leaders and the entire team.

Feel free to contact me if you want to learn more about the method or need support in your team process.

Yours,

Johanna