The 5 Stages Of Group Development: How Do Teams Form And Evolve?

1. Introduction

The stages of group development are often referred to as the ‘forming, storming, norming, performing, and adjourning’ stages. These stages were first identified by psychologist Bruce Tuckman in 1965 and have since been widely adopted by scholars and practitioners in the field of organizational development.

The group development model is a useful tool for understanding how groups form and evolve over time. It can also be used to help groups identify and make necessary changes at each stage of their development.

In this article, we will take a closer look at each of the 5 stages of group development and how they can impact the formation and evolution of teams.

2. Forming

The first stage of group development is the forming stage. During this stage, the group is just beginning to come together and define its roles and responsibilities. During this time, members are likely to be more focused on individual roles and not on the overall task at hand.

During the forming stage, group members get to know each other and become aware of each other's strengths and weaknesses. This is when team members start to form opinions and bond as a group. At this stage, it is important for the team leader to set expectations and ground rules to ensure the team is working together towards the same goal.

The forming stage is also an important time for the team to begin setting achievable goals for themselves and to establish communication protocols to ensure everyone understands the tasks at hand. Finally, the team leader should use this time to ensure that all team members feel valued and supported.

3. Storming

The storming phase is the second phase of the group development process. This is the phase where the group encounters more difficulties in communicating and working together.

During this stage, the group will face challenges with inter-personal relations, communicate their objectives and goals and will have to work together to generate ideas. This stage is known as storming because it is a tumultuous and challenging time.

The group leader is tasked with helping the team members to navigate these conflicts and encouraging them to stay focused on the end goal. During this time, it is crucial that the leader provides support and guidance to establish a cohesive, trusting, and collaborative environment.

Furthermore, it is important for the leader to provide opportunities for team members to practice active listening and conflict resolution. By helping the team navigate this period successfully, the group will move on to the next and final stage of development, performing.

4. Norming

The fourth stage of the group development process is known as norming. During this stage, the group starts to become more cohesive and productive as individuals start to accept one another and develop more trusting relationships with each other.

Norming is a natural product of the storming phase as the team works together to reach a shared understanding of goals and objectives and how to achieve them. Individuals are expected to follow established rules and expectations that have been established throughout the group's development.

At this stage, the group is capable of working together harmoniously, with everyone playing an integral part of the group's success. Individuals are more likely to support or brainstorm with each other and are more open to criticism and suggestions.

The leader's role continues to be an integral part of the process, with them providing support and guidance in order for the group to reach its end goal rapidly and successfully.

5. Performing

The fifth and final stage of group development is known as performing. At this stage, the group has fully matured and has grown to be an efficient and productive unit. Members have come to terms with the group’s objectives and are collaborating well to reach them.

At this stage, the leader no longer has as much influence as the team has grown to become a self-managing unit. Every member of the team knows their role and responsibilities and is more focused on providing results rather than just working together.

The focus now shifts to the achievement of the set goals and objectives, and the team works together to come up with solutions that would help them reach the desired outcome. All members of the team have acquired the necessary knowledge, skill, and experience to ace the task at hand and work together to maximize their efforts.

This stage is the reward of all the previous stages of group development. At this stage, the team has reached maturity in terms of member’s relationships, roles and responsibilities, and overall objectives.

6. Adjourning

The sixth and final stage of group development is known as adjourning. At this stage, a team or group may formally or informally activate its disbandment or come to an end of its terms. This final stage is especially important to complete the cycle and ensure lasting results.

Adjourning doesn’t necessarily mean that the group is coming to an end. It could mean that the group is shifting its focus and its objective has been achieved. In any case, adjourning ensures that there is closure, and ties are unbound and finalized.

When groups adjourn, it is important to remember that disbandment does not mean that the accomplishments and successes are forgotten. It means that the experience is celebrated and the team is proud of the efforts they have put in and the collective good they have achieved.

Adjourning helps the group sum up the achievements, successes and learnings from the project, and that way everyone has something to take away. This makes the group's venture an ongoing process and a source of motivation for the future.

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