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    Bruce Tuckman Theory

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    Darlene Raisa Asi DalisAy
    Tuckman's model of team development proposes that teams pass through four distinct phases - forming, storming, norming, and performing - as they become effective units. During forming, individuals are unsure of their roles and responsibilities. Storming occurs as members challenge one another and struggle for influence. In norming, the team comes together through establishing processes and rules of operation. The final performing stage is when the team is productive and delivers results through coordinated teamwork. While useful as a simple framework, Tuckman's model may be too linear and not account for teams that cycle between stages or face outside influences on their development over time.

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    Bruce Tuckman Theory

    Uploaded by

    Darlene Raisa Asi DalisAy
    369 views3 pages
    Tuckman's model of team development proposes that teams pass through four distinct phases - forming, storming, norming, and performing - as they become effective units. During forming, individuals are unsure of their roles and responsibilities. Storming occurs as members challenge one another and struggle for influence. In norming, the team comes together through establishing processes and rules of operation. The final performing stage is when the team is productive and delivers results through coordinated teamwork. While useful as a simple framework, Tuckman's model may be too linear and not account for teams that cycle between stages or face outside influences on their development over time.

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    Tuckman's model of team development proposes that teams pass through four distinct phases - forming, storming, norming, and performing - as they become effective units. During forming, individuals are unsure of their roles and responsibilities. Storming occurs as members challenge one another and struggle for influence. In norming, the team comes together through establishing processes and rules of operation. The final performing stage is when the team is productive and delivers results through coordinated teamwork. While useful as a simple framework, Tuckman's model may be too linear and not account for teams that cycle between stages or face outside influences on their development over time.

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    Download as doc, pdf, or txt
    369 views3 pages

    Bruce Tuckman Theory

    Uploaded by

    Darlene Raisa Asi DalisAy
    Tuckman's model of team development proposes that teams pass through four distinct phases - forming, storming, norming, and performing - as they become effective units. During forming, individuals are unsure of their roles and responsibilities. Storming occurs as members challenge one another and struggle for influence. In norming, the team comes together through establishing processes and rules of operation. The final performing stage is when the team is productive and delivers results through coordinated teamwork. While useful as a simple framework, Tuckman's model may be too linear and not account for teams that cycle between stages or face outside influences on their development over time.

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    Probably the most famous teamwork theory is Bruce Tuckman's "team stages model".

    First developed in 1965, Tuckman's model is widely known as a basis for effective team building and leadership,and is one of the theories we have used to inform our STAR team performance model. Used extensively and verified by research, the team stages model recognizes the fact that groups do not start off fully formed and functioning but evolve through phases. Tuckman suggests that teams grow through clearly defined stages, from their creation as groups of individuals, to cohesive, task focused teams. Team stages is one of three strands of theory and thinking on teams that have informed our STAR team model. You can find out more about why we think all three strands of thinking need to influence how teams are developed in our article teamwork concept. Tuckman describes working with a team of social psychologists, on behalf of the U.S. navy. The team were studying small group behaviour, from several perspectives. In doing so, Tuckman reviewed 50 articles on group development and noticed that there were two features common to these small groups: the interpersonal or group structure, and the task activity. From this he identified that groups evolved into teams via four common stages. Firstly an orientation, testing phase which often led to a period characterized by a degree of conflict. This then generally resolved itself, leading to a more socially cohesive phase. Finally, groups settled to a functional phase, during which they focused on role-relatedness. To summarize these four phases, Tuckman coined the oft-quoted terms: "forming", "storming", "norming" and "performing". Tuckman's teamwork theory is best illustrated on a graph which shows the link between group relationships (the horizontal axis) and task focus (the vertical axis). The optimal or "performing" position is reached when relationships have developed within the group and it has started delivering with a clear focus on the task. However, Tuckman's ideas clearly indicate that it takes time to reach the "performing" stage, and it's normal for these teams to go through ups and downs as they develop relationships. Particularly in the early period, which is perhaps why Tuckman called it the "storming" phase!

    The 4 Phases of Tuckman's Teamwork Theory


    Forming: The initial stage of team development during which individuals have not yet gelled together. Everybody is busy finding their place in the team, sizing each other up, and asking themselves why they are here. Storming: People begin to see themselves as part of a team. However at this stage they may challenge each other, and the team leader, about such things as what the team is doing, and how things should be done. As the stage title suggests, conflict and confrontation typify this stage, as differences surface. This may result in some loss of performance or focus on the task, as the diagram illustrates. Norming: This is the phase where team members start to come together, developing processes, establishing ground rules, clarifying who does what, and how things will be done. This phase is characterized by a growing sense of "togetherness". Performing: This is the final stage where increased focus on both the task, and on team relationships, combine to provide synergy. Performance is delivered through people working effectively together. The value of Tuckman's model is that it helps us understand that teams evolve. It also helps us to consider how they may encounter different problems at different stages of their development. One limitation of the model may be that it makes team building appear too linear and sequential. Although it's a useful analytical tool, we must remember that some teams may

    "loop" around in their development. For example, not all teams evolve smoothly through Tuckman's stages but may yo-yo between norming and storming until they either begin to function, or are disbanded! Regardless of limitations, all wellconceived models can be useful in helping us to understand and better manage our circumstances.

    Beyond Tuckman
    Tuckman's famous phases are part of a teamwork theory based on stages of team development. His theory may have gained popularity partly due to the catchy labels for each of his stages. However, it also provides a useful and simple way to think about how we humans interact in team situations. Firstly by illustrating that it's normal for teams go through stages as they develop. Secondly, by highlighting the need to manage different aspects of team behaviour at each stage of that development. The beauty and usefulness of Tuckman's model is perhaps in its simplicity. Team development theories such, as Tuckman's group development stages, recognize that teams develop through different stages, from forming through to performing. Whilst these theories give a useful understanding of different team requirements at different times, there are a number of questions that aren't particularly well answered by the models. For example: How should you lead at the different stages of a team's development? How do you identify when you are progressing through a stage? How does the team develop in the organisational setting? How is it affected by other outside influences? Group stages teamwork theory alone doesn't answer these questions. To do so, and thus to build a more robust teamwork concept, ideas about team leadership and outside factors need to be introduced. We've done just this in our STAR team performance model. You can see how this model applies to group stages in: Stages of Team Development. This is the first of ten articles in our teamwork series.

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