How teams form & perform - Tuckman's team development model

Basic idea

Tuckman (1965) proposed that teams pass through 4 (later 5) stages on their way to effectiveness. The point is that “storming” is normal, not a sign of failure — and “adjourning” deserves attention too.

Key facts

Stages: Forming → Storming → Norming → Performing → Adjourning (added later).
Positive signs: clear comms, brainstorming, consensus, shared problem-solving, timely hand-offs.
Negative signs: silos, “thrown over the wall” work, blame culture, frequent absence.

First proposed by Bruce Tuckman in 1965
4 stages - Forming, Storming, Norming, Performing —> Adjourning (added later)

Is the team effective or not

Positive signs

Clear comms
Regular brainstorming
Concensus among team members
Problem solving done by the group
Commitment to the project outcomes and the other team members
Regular team meatings are effective and inclusive
Timely hand off from team members to others or early advise if this wont happen
Positive supporting relationships

Negative signs

Lack of comms
No clear roles or responsibilities
Work is thrown over a wall
Team members work alone
Blame others when things go wrong, no one accepts responsibility
Lack of support for others
Frequently absent impacting time and creating additional work for others

Siblings