One way is to touch base with your team regularly through short stand up meetings. Failure to address problems here can result in long-term issues, but once this stage is passed through successfully, things will get easier. Storming is the stage where everyone starts to find their voice. People begin sharing ideas and differing opinions come to light, which can result in clashes.

Why are the four stages of team development important

There is still a need for the team to focus on both process and product, setting new goals as appropriate. Changes, such as members coming or going or large-scale changes in the external environment, can lead a team to cycle back to an earlier stage. They share insights into personal and group process and are aware of their own (and each other’s) strengths and weaknesses. In order to move on to the next stage, embolden high-performing team members to step into leadership roles, while taking care to actively involve all team members.

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This may be the time for more oversight, similar to the forming stage, to encourage the tying up of loose ends. This is also an important time to meet with team members, provide feedback, and discuss next steps. The performing stage of development is the ideal stage that teams strive for. This was originally the last stage in Tuckman’s model, but it really represents what your team should look like at the height of productivity. During this period of high creativity, it’s important that team members have periods of time in their day where they can focus completely on their tasks, and not be interrupted by meetings.

After the storming stage, they recognize behavioural patterns, strengths and develop foresight for upcoming roadblocks. While originally things had been going according to plan, roadblocks crop up during this stage. You recognize that your team is new, and want them to feel supported, motivated and psychologically safe. So, you host a meeting where your team can get to know one another, their work style, and the way they feel appreciated. Your team is new and excited to learn about upcoming projects as well as about each other. You outline the work, as well as key milestones, deliverables and objectives.


In the productive stage team members complement each other’s skills and efforts to achieve common goals. In the process they trust and respect each other’s opinion, even when the views differ. Team leader and members acknowledge each other’s contribution and inputs. The team leader steps in early to resolve conflict when it arises. S/he keeps them motivated through recognition and coaches and mentors them when required.

Why are the four stages of team development important

The team is collaborating to meet the original goals and objectives, and the members are excited to be on a high-performing team. In this stage, leadership is shared as the team works toward exceeding standards and continuous improvement. In the Performing stage, the team makes significant progress towards its goals.

What is Adjourning in Team Development?

Patience and consideration toward team members and their views go a long way toward avoiding this. Motivators would increase job satisfaction while the hygiene factors would reduce job dissatisfaction. Money as a reward would be a motivator otherwise a hygiene factor.

Why are the four stages of team development important

In your first meeting, spend additional time explaining and setting your expectations about the goals and deadline of the project. Creating a safe environment where team members are encouraged to ask questions or share their opinions openly will help in ensuring everyone is moving in the same direction. In 1965, Tuckman named these five stages of team development theory after his name, “Tuckman’s Stages”. This stage occurs when the team’s work is completed, and the team dissolves. The members may go their separate ways, or they may stay together to form a new team. This is when the team comes together and starts to get to know each other.

Signs and questions to look out for in the norming stage

While these four stages—forming, storming, norming, and performing—are distinct and generally sequential, they often blend into one another and even overlap. For example, if a new member joins the team there may be a second brief period of formation while that person is integrated. A team may also need to return to an earlier stage if its performance declines. Team-building exercises are often done to help a team through its development process. For example, if a new member joins the team, there may be a second brief period of formation while that person is integrated. The first step in a team’s life is bringing together a group of individuals.

Why are the four stages of team development important

Kimberly Douglas, CEO of FireFly Facilitation and expert facilitator in strategic planning, can guide your organization through its strategic review and planning session. In this newsletter, she identifies deliverables and 3 key points that will maximize the ROI of everyone’s time. Also in this newsletter is a free download of her Strategic Planning e-book where she recommends 5 key changes every team should make to their next annual strategic planning session. The team decides that the training should be video-based and online, making it easier for people to attend. They stress that interaction is essential to both learning and satisfaction.

Adjourning — Success! You made it

This stage is where teams “start to hit their stride” and begin developing strong relationships with one another. The strengths of each team member is being recognized and socializing outside of the normal team setting may begin. Open dialogues with constructive criticism are beginning and trust is being gained among all members.

  • After working through the significant issues, the group begins to coalesce and actually work as a team, supporting each other, and this is known as the Norming stage.
  • When teams work in the same space, it’s easy to see what everyone’s doing.
  • It’s also important to hold regular status checks, to assess progress, determine where people are stuck, provide help, and give regular effective feedback.
  • Team members refocus on established team ground rules and practices, and return their focus to the team’s tasks.
  • At the Performing stage, managers should keep encouraging team decision-making and problem solving as the team members have the knowledge, experience, and trust in each other.
  • As a team begins to “form,” they may find themselves politely defining goals, objectives and the purpose of the team.

This is because the team members who have worked together closely over the past few weeks or months have no choice but to go their separate ways. The adjourning stage is also where you and your team members take a moment to reflect and look at what all of you have achieved. Team members begin to see and appreciate the contribution and strengths of their team members during the norming stage. Once the team members become familiar with each other, it is almost similar to being in a relationship. You may find the person is flawless and perfect at the beginning. But as you spend more extra time with the person, you start discovering that they’re not.

Forming, Storming, Norming, and Performing

As a leader, it’s important to be aware of the different stages your team is going through and how you can help them move forward. Every team will go through these stages, but not all teams will reach the performing stage. It takes time and effort to get a team to reach its full potential — but it’s well worth it in the end. To improve your team’s performance, the first step to your journey is to know where you’re starting from.