The Tuckman Model of Team Development
.jpg "Tuckman Theory")
First introduced by American psychological researcher Bruce Tuckman, this theory covers and explains each step that needs to be fulfilled to achieve group success.
Originally proposed by American psychologist Bruce Tuckman, this classic theory breaks down each step needed for team success.
Developed in the mid-1960s, Tuckman’s teamwork model centers on group development, suggesting that every team project follows four key stages. Progressing through these steps is a lot smoother when there’s a strong group dynamic and clear task objectives. Here, we’ll walk you through each stage and show how they can be applied to your own work.
Tuckman model theory is similar to teamwork theories such as Maslow’s Hierarchy of Needs, Myers Briggs Personality Types, Belbin Team Roles, Fisher's Theory and Henry Ford.
A basic diagram that shows the Four Stages of Tuckman's Theory
What Are the Four Stages of Tuckman’s Theory?
As mentioned, Tuckman devised four main stages of the group development process. Whether it is completing daily routine tasks or taking on an entirely new project, the formula that Tuckman associates with success is as follows:
1. Forming
The start of the process. This is where the workgroup is formed, and introductions take place. During this stage, participants learn about the task at hand, including what obstacles are present and what opportunities may come up to overcome them. Workers are likely to be focused and engaged yet still focused on their thoughts and ideas at this stage.
2. Storming
Once the task has been assigned and the workgroup has formed, it’ll be time to brainstorm ideas, appropriately known as the “storming” phase. At this point, participants need to be open to challenging and accepting ideas from the rest of the group. This is also the stage where any conflict and tension amongst the group is resolved.
3. Norming
By this stage, the group will have (hopefully) worked through their differences, whether those differences be ideas about the direction of the project or personality clashes. At this point, individuals will focus more on their roles and how they contribute to the final product. In simple terms, a sense of “team spirit” is formed, as well as the “norms” that the group has come to accept.
4. Performing
Known as the “empowerment” stage, roles and responsibilities have been firmly established, and individuals are all working towards a common goal. By the end of this stage, providing that the previous stages have been followed, workgroups are likely to achieve “unexpectedly high results”, according to Tuckman.
How can Tuckman's Theory be Implemented in the Workplace?
You can bring Tuckman's Theory into your workplace by grasping each stage and taking the right steps to support your team.
For example, during the forming stage, it's important to establish clear goals, roles, and expectations to help team members understand what's expected of them.
During the storming stage, managing conflicts and supporting team members as they work through challenges is important.
During the norming stage, it's important to reinforce positive behaviours and ensure everyone is aligned and committed to achieving the team's goals.
Finally, during the performing stage, it's important to maintain open communication and monitor progress towards achieving the team's goals. By understanding and applying Tuckman's Theory, teams can work through each stage more effectively, which leads to better team performance and outcomes.
Plan your Team Day
We organise 100's of team building events each year
