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What are the five 5 team growth stages?

wcupa.edu - Tuckman's Stages of Group Development - WCU of PA

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Tuckman's Stages of Group Development

Stages of Group Development

These stages are commonly known as: Forming, Storming, Norming, Performing, and Adjourning. Tuckman's model explains that as the team develops maturity and ability, relationships establish, and leadership style changes to more collaborative or shared leadership. Tuckman's original work simply described the way he had observed groups evolve, whether they were conscious of it or not. In CORAL, the real value is in recognizing where a team is in the developmental stage process, and assisting the team to enter a stage consistent with the collaborative work put forth. In the real world, teams are often forming and changing, and each time that happens, they can move to a different Tuckman Stage. A group might be happily Norming or Performing, but a new member might force them back into Storming, or a team member may miss meetings causing the team to fall back into Storming. Project guides will be ready for this, and will help the team get back to Performing as quickly as possible.

Forming

The initial forming stage is the process of putting the structure of the team together. Team members feel ambiguous and conflict is avoided at all costs due to the need to be accepted into the group. Team members look to a group leader for direction and guidance, usually CORAL project guides.

Observable Behaviors Politeness

Tentative joining

Orienting with others personally

Avoids controversy

Cliques may form

Need for safety and approval

Attempts to define tasks, processes, and how it will be decided here

Discussion of problems not relevant to the task Feelings and Thoughts Many feel excited, optimistic, and full of anticipation

Others may feel suspicious, fearful, and anxious working with others

What is expected of me

Why are they here

Uncertainty and Apprehension Team Needs Team mission and vision

Establish specific objectives and tasks

Identify roles and responsibilities of team members

Establish team ground rules

Team member expectations

Operational guidelines for team

Effective in class meetings

Effective Chat meetings

1st set of feedback from project guides Leadership Required Project Guides & Instructors

provide structure and task direction

Allow for get-acquainted time

Create an atmosphere of confidence and optimism

Active involvement

Team members believe an appointed leader necessary to make decisions

One-way communication from leader to team-members

To advance from this stage to the next stage, each member must relinquish the comfort zone of non-threatening topics and risk the possibility of conflict.

Storming

This stage begins to occur as the process of organizing tasks and processes surface interpersonal conflicts. Leadership, power, and structural issues dominate this stage.

Observable Behaviors Arguing among members

Vying for leadership

Differences in points of view and personal style are evident

Lack of role clarity

Team organizing itself

Power struggles and clashes

Lack of consensus-seeking behaviors

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Lack of progress

Establishes unrealistic goals

Concern over excessive work Feelings & Thoughts Feel Defensive

Confusion, loss of interest can result

Resistance to tasks

Fluctuations in attitude about the team

Unsure if I agree with teams mission and purpose

Question the wisdom of team members

Increase in tension and jealousy

Unsure about my personal influence and freedom in the team

We're not getting anywhere Team Needs Inter & intra personal relationships

Identify stylistic and personal differences

Effective listening

Giving and receiving feedback

Conflict resolution

Clarify and understand the team’s purpose

Reestablish roles and ground rules

How to deal with ‘some’ team members violating team codes of conduct

Receiving Feedback from project guide Leadership Required Project guide & Instructors acknowledge conflict

Project Guides suggest that consensus among team members

Get members to assume more task responsibility

Teach conflict resolution methods

Offer support and praise

Actively involved Team members begin consulting one another – shared leadership emerging but have difficulty with decision making

In order to progress to the next stage, group members must move from a "testing and proving" mentality to a problem-solving mentality. The most important trait in helping teams move to the next stage is the ability of team members to listen to their team mates - what are they trying to say?

Norming

In this stage, team members are creating new ways of doing and being together. As the group develops cohesion, leadership changes from ‘one’ teammate in charge to shared leadership. Team members learn they have to trust one another for shared leadership to be effective.

Observable Behaviors Processes and procedures are agreed upon

Comfortable with relationships

Focus and energy on tasks

Effective conflict resolution skills

Sincere attempt to make consensual decisions

Balanced influence, shared problem solving

Develop team routines

Sets and achieves task milestones Feelings & Thoughts Sense of belonging to a team

Confidence is high

Team members feel a new ability to express criticism constructively

Acceptance of all members in the team

General sense of trust

Assured that everything is going to work out okay

Freedom to express and contribute Team Needs Develop a decision making process

Be prepared to offer ideas and suggestions

Problem solving is shared

Utilizing all resources to support the team effort

Team members take responsibility in shared leadership skills

Give feedback and support from Project Guides

Allow for less structure

Asks for contributions from all team members

Collaboration becomes clearer

Encouraging others in making decisions

Continues to build strong relationships

The major task function of stage three is the data flow between group members: They share feelings and ideas, solicit and give feedback to one another, and explore actions related to the task. Creativity is high. Collaboration emerges during this stage when team work ethic and shared leadership is understood. The major drawback of the norming stage is that members may begin to fear the inevitable future breakup of the team; they may resist change of any sort.

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Performing

True interdependence is the norm of this stage of group development. The team is flexible as individuals adapt to meet the needs of other team members. This is a highly productive stage both personally and professionally.

Observable Behaviors Fully functional teams

Roles are clearer

Team develops independence

Team able to organize itself

Flexible members function well individually, in subgroups or as a team

Better understand each other’s strengths and weaknesses and insights into group processes Feelings & Thoughts Empathy for one another

High commitment

Begin understanding collaborative work ethic

Tight bonds emerge

Fun and excitement

Lots of personal development and creativity

General sense of satisfaction

Continual discovery of how to sustain feelings of momentum and enthusiasm Team Needs Project guides assure team is moving in collaborative direction

Maintain team flexibility

Measure knowledge performance – post test

Provide information

Giving and Receiving

Observing, Inquiring, Fulfilling, team needs

Collaborative efforts among team members

Project guides provides little direction

Team members offer positive reinforcement and support

The Performing stage is not reached by all groups. If group members are able to evolve to stage four, their capacity, range, and depth of personal relations expand to true interdependence. In this stage, people can work independently, in subgroups, or as a total unit with equal competencies. In this stage typically team members are ready to leave (course termination) causing significant change to the team structure, membership, or purpose and the team during the last week of class. They experience change and transition. While the group continues to perform productively they also need time to manage their feelings of termination and transition.

Observable Behaviors Visible signs of grief

Momentum slows down

Restless Behavior

Bursts of extreme energy usually followed by lack of energy Feelings & Thoughts Sadness

Humor (that to outsiders could appear cruel)

Glad it is over – relief Team Needs Evaluate the efforts of the team

Tie up loose ends and tasks

Recognize and reward team efforts Leadership Required Project guides help team develop options for termination

Good listening

Reflection and carry forth collaborative learning to next opportunity

The final stage, adjourning, involves the termination of task behaviors and disengagement from relationships. A planned conclusion usually includes recognition for participation and achievement and an opportunity for members to say personal goodbyes. Concluding a group can create some apprehension – in effect, a minor crisis. The termination of the group is a regressive movement from giving up control to giving up inclusion in the group.

wcupa.edu - Tuckman's Stages of Group Development - WCU of PA

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