Tuckman’s Team Development Model
• Achieve effective and satisfying results
• Members find solutions to problems using appropriate controls

TASKS

PERFORMING
• Members work collaboratively • Members care about each other
• Members agree about roles and processes for problem solving

• The group establishes a unique identity
• Members are interdependent NORMING
• Identifying power and control issues
• Gaining skills in communication • Decisions are made through negotiation and consensus building

• Identifying resources

STORMING
• Establish base level expectations • Identify similarities
• Agreeing on common goals FORMING

• Expressing differences of ideas, feelings, and opinions • Reacting to leadership
• Members independent or counterdependent BEHAVIORS

• Making contact and bonding • Developing trust
• Members dependent

• Each step builds on the previous one.
• Each step prepares for the performing stage.
• Skipping any step effect performing negatively.
• With every new challenge, the process repeats

Stages of Team Development
Stage 1:
“Forming”

Stage 2:
“Storming”

Stage 3:
“Norming”

Stage 4:
“Performing”

• Individuals are not clear on what they’re supposed to do.
• The mission isn’t owned by the group.
• Wondering where we’re going. • No trust yet.
• High learning.
• No group history; unfamiliar with group members.
• Norms of the team are not established. • People check one another out. • People are not committed to the team.

• Roles and responsibilities are articulated. • Agendas are displayed.
• Problems solving doesn’t work well.
• People want to modify the team’s mission.
• Trying new ideas.
• Splinter groups form.
• People set boundaries.
• Anxiety abounds.
• People push for position and power. • Competition is high.
• Cliques drive the