# Stages of Team Development: Tuckman’s 5 Stages Explained > Understand the stages of team development (Tuckman): forming, storming, norming, performing, adjourning. Plus tips to lead each stage and align your team. Source: https://asana.com/resources/stages-of-team-development ## Stages of team development: Tuckman’s 5 stages explained #### Summary This article explores Bruce Tuckman's five stages of group development, forming, storming, norming, performing, and adjourning, and provides practical strategies for team leaders to guide their teams through each phase. You'll learn how to recognize the characteristics of each stage, understand why team development isn't always linear, and discover actionable techniques to help your team reach peak performance and collaboration. As a team leader, your goal is to support and empower your team to get their highest-impact work done. When your team members feel comfortable with one another, it's easier to collaborate. To guide your team as it develops, it helps to understand the stages of group development. Psychologist Bruce Tuckman was the first to document the stages groups go through as they develop. In this article, we discuss the stages of group development and how to guide your team through them to optimize collaboration. ## What are the stages of group development? The five stages of group development are forming, storming, norming, performing, and adjourning. First introduced by psychologist Bruce Tuckman in 1965, this model describes how teams evolve from a collection of individuals into a high-performing unit. **Stage** **Focus** **Team dynamic** Forming Getting acquainted Uncertainty and excitement Storming Navigating conflict Tension and role clarification Norming Building cohesion Trust and collaboration Performing Achieving goals High productivity and autonomy Adjourning Wrapping up Reflection and closure Understanding these stages helps [team leaders](/resources/team-lead) provide the right support at the right time to enable [collaboration](/resources/collaboration-in-the-workplace) and effective teamwork. - [필독: 팀 협업을 향상시키는 간단한 10단계](/resources/collaboration-in-the-workplace) #### 영향 플레이북: 빠르게 변화하는 세상에서 직원들에게 동기 부여하기 직원들이 자신의 업무가 중요한 이유를 이해하도록 도와 동기 부여를 강화하세요. 이 무료 전자책에서 팀에서 목적 의식을 공유하는 방법을 알아보세요. - [인사이트 얻기](/resources/motivate-employees-purpose-ebook) - [인사이트 얻기](/resources/motivate-employees-purpose-ebook) ## Tuckman's 5 stages of group development According to Bruce Tuckman's model, the five stages of group development, forming, storming, norming, performing, and adjourning, outline the typical journey that team members go through as they evolve into a high-performing unit. ### Stage 1: Forming stage The forming stage is when individual members first get acquainted and establish initial group dynamics. This stage is characterized by uncertainty as individuals are unsure of their roles and how they'll interact. Key characteristics of the forming stage: - **Low productivity:** The focus is on team formation rather than task completion - **Uncertainty:** Members are unclear about roles, expectations, and group norms - **Politeness:** Interactions tend to be cautious as members avoid conflict **Pro Tip:** It's important to set ground rules early to guide collaboration and establish structure. - [참고: 팀 구조: 팀을 구성하는 10가지 효과적인 방법](/resources/team-structure) ### Stage 2: Storming stage The storming stage is where conflict arises in group development. As team members begin to define their roles and [work styles](https://wavelength.asana.com/workstyle-whats-your-working-style/), disagreements are inevitable. Common signs of the storming stage: - **Opinion clashes:** Members disagree on approaches, priorities, or methods - **Power struggles:** Competition emerges over roles and influence - **Tension:** Frustration builds as working styles collide Though challenging, these conflicts help the group develop conflict resolution skills that strengthen [team effectiveness](/resources/team-effectiveness). **Pro Tip:** Help team members move on to the next stage of group development by encouraging [problem-solving](/resources/problem-solving-strategies) and [group decision making](/resources/collaboration-in-the-workplace) to manage conflicts constructively. ### Stage 3: Norming stage The third phase of Tuckman's stages of group development is the norming stage. This is when things begin to settle down from the excitement of the previous stages. As the team's cohesion increases, [teamwork](/resources/teamwork-in-the-workplace) becomes more efficient. Members begin offering [constructive feedback](/resources/constructive-criticism) and asking for help when needed, which helps the team progress and reinforces group processes. - [참고: 비즈니스에서 효율성 vs 효과: 팀에 두 가지 모두가 필요한 이유](/resources/efficiency-vs-effectiveness-whats-the-difference) ### Stage 4: Performing stage In the performing stage, your team has reached cohesion and is working together at its highest potential. Group members follow established [workflows](/resources/workflow-examples) to achieve the team's goals and share a strong sense of purpose. This is the ideal stage, and as a team lead, it's your goal to help your team reach it as quickly as possible. **Pro Tip:** Adjust your [leadership style](/resources/leadership-styles) to actively guide your team through challenges and keep them focused on their common goals. ### Stage 5: Adjourning stage The adjourning stage, sometimes called the mourning stage, occurs when the project is complete or the team disbands. Group members may experience a sense of loss, as they've developed strong [group dynamics](/resources/improving-group-dynamics). This is the time to celebrate accomplishments, reflect on what was achieved, and provide closure as the team moves on. **Pro Tip:** Take time to recognize individual efforts and celebrate team success. This will help members transition from the final stage of group formation into new projects. ## Why team development isn't always linear Team development is not always linear. While Tuckman's model presents the stages as a sequence, teams rarely progress in a straight line from forming to adjourning. Teams often move back and forth between stages in response to internal and external changes. Common triggers that can cause teams to revisit earlier stages include: - **New team members joining:** When someone new joins the team, the group may return to the forming stage as dynamics shift and relationships are re-established. - **Leadership changes:** A new manager or team lead can disrupt established norms, pushing the team back into storming as roles and expectations are renegotiated. - **Project scope changes:** Significant shifts in goals, priorities, or strategy can create uncertainty and conflict, requiring the team to re-norm around new objectives. - **Remote or hybrid transitions:** Moving from in-person to remote work, or vice versa, changes how teams communicate and collaborate, often triggering a return to earlier stages. Recognizing that regression is normal helps leaders respond effectively. Instead of viewing setbacks as failures, treat them as opportunities to strengthen team foundations. When you notice signs of earlier-stage behaviors, take these steps: - **Clarify roles:** Revisit responsibilities and expectations - **Reinforce communication norms:** Re-establish how the team shares information - **Address conflicts directly:** Don't let unresolved tension fester This proactive approach helps your team move forward more quickly and build resilience for future changes. ## How to help your team through the stages of group development As you build a new team, keep the stages of team development in mind to help individual team members reach their full potential. While there's no one right way to support your team, these four strategies can boost cohesiveness. - [참고: 뛰어난 집단 역학의 비결](/resources/improving-group-dynamics) ### 1. Establish your team's mission early Whether building a new team or collaborating with [cross-functional partners](/resources/cross-functional-team), establishing your team's mission early is pivotal. [Setting a goal](/resources/business-goals-examples) before you start working together helps establish ground rules and keeps everyone focused on the group development process. Depending on your team, define: - **A mission statement:** For example, a content team's mission might be, "To create content that engages and educates our target market." - **A project goal:** For smaller, cross-functional teams, the [project objective](/resources/how-project-objectives) can serve as your team's mission. For example, a collaboration between web development and marketing might aim to reduce page load time to 1.5 seconds. - **Team roles:** If you're [working cross-functionally](/resources/cross-functional-collaboration-work), assign individuals roles, such as reporting back to their respective teams or managing status updates. In addition to your team's mission, set clear roles for each member. Solidify these roles early on and use a [RACI chart](/resources/raci-chart) to clarify who is responsible, accountable, contributing, and informed for each task. - [참고: 딜 데스크가 영업 흐름을 개선하는 방법](/resources/deal-desk) ### 2. Clearly set expectations for communication In the earlier stages of group dynamics, establish a clear communication plan. This plan outlines how your team will share key information with stakeholders. When communication channels are well-defined, team members can efficiently complete tasks and quickly access the information they need. A solid communication plan also supports conflict resolution. Setting expectations early ensures smoother teamwork throughout the group development process. - [참고: 직장에서 효과적으로 커뮤니케이션하기 위한 12가지 팁](/resources/effective-communication-workplace) ### 3. Play to your team members'strengths The roles team members play are essential to team performance, whether they align with their job titles or emerge naturally within the group dynamic. As a team leader, [delegate tasks](/resources/how-to-delegate) and assign [roles and responsibilities](/resources/roles-and-responsibilities) based on individual strengths. If certain team members are less engaged, prompt them for input to encourage participation. Assigning roles thoughtfully is a key step in the five-stage model of group development. ### 4. Confront conflict in a healthy manner Avoiding conflict may seem easier, but it doesn't support team building. Teams that address issues head-on build trust and learn to work together despite differences. Conflict resolution creates an open, judgment-free workplace. Regular 1:1 feedback helps resolve concerns early, while larger conflicts should stay between key individuals to prevent unnecessary tension. - [필독: 활용하고 있지 않는 최고의 충돌 방지책](/resources/conflict-resolution-strategies) ## Help your team reach its goals with strong leadership A strong team leader is the backbone of every high-performing team. Without strong leadership and solid [team management skills](/resources/team-management-skills), teams may struggle reaching the performing stage. By developing your own leadership skills, you can model best practices in collaboration and help your team reach its full potential. Asana helps you support your team through every stage of development by providing clear visibility into goals, tasks, and progress. [Get started](/create-account) to see how Asana can help your team collaborate more effectively and reach peak performance. _Read more about how you can become a strong leader with Asana's_ [leadership resources](/resources/leadership)_._ ## Frequently asked questions about the stages of group development #### Who is Bruce Tuckman, and what is his role in the stages of group development? Bruce Tuckman is a psychologist who introduced the five stages of group development (forming, storming, norming, performing, and adjourning) in his 1965 essay, "Developmental Sequence in Small Groups." His framework remains widely used for understanding how teams evolve over time. #### How do team roles evolve through the different stages of group formation? Team roles evolve from unclear (forming) to contested (storming) to solidified (norming) to fully functional (performing), and finally may dissolve when the team disbands (adjourning). #### How do people adjust to new team dynamics in the group formation stages? Team members move from uncertainty (forming) through conflict (storming) to stability (norming), eventually reaching seamless collaboration in the performing stage. Each transition requires adapting to new expectations, communication styles, and group norms. #### What are common challenges teams face during the storming stage? Common storming stage challenges include disagreements over roles, personality clashes, and competition for influence. While these create tension, addressing them directly builds the trust and communication needed to progress to the norming stage. #### How does a team reach the performing stage of group development? Teams reach the performing stage by building trust, resolving conflicts, clarifying roles, and aligning on goals through the earlier stages. Success depends on effective communication and working through challenges rather than avoiding them. #### Why do some sources mention 4 stages instead of 5? Tuckman's original 1965 model included only four stages; the fifth stage (adjourning) was added in 1977 with Mary Ann Jensen. 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