In case you do not know what Prof Tuckman said

A relationship goes through a journey. When it is new, it’s all shiny, exciting. Next, flaws and irritating habits come in the way. Personalities clash. Power struggle starts. Then, people choose to ignore imperfections and start appreciating strengths. Harmony is created. Later, they start working together like a well-oiled machine and can achieve impossible as a group.

Let’s talk about one of the most important relationships in anyone’s career; it is Team. It can make life dull or exciting. It can bring lots of recognition and appreciation or it can make career mediocre.

Every team goes through four stages; forming, storming, norming, performing. That’s what Prof. Bruce Tuckman said in 1965. The stages start when a project starts and ends when the project gets over. Every stage brings the team one step closer to become a high functioning team. As a leader and manager, your role is important. Your guidance can make or break the team.
And for all the team members, I would like to give you a quote by Jean-Francois Cope

“I invite everyone to choose forgiveness rather than division, teamwork over personal ambition.”

Forming
The first stage is when a team has just been created. People are formal and pleasant to each other. They will stick to safe topics. The discussions are around project scope, individual roles, project ground rules, team members’ skills, background, and interests. Roles and responsibilities begin to form. There will be confusion about the purpose; there will be questioning. It’s a phase focused on people and it’s the time to develop relationships. The team is not productive yet. Team members are excited to start something new. Novelty has not worn off yet.

It is a must to provide strong guidance and direction to the team. It is a good time to find the strength and weaknesses of an individual. The team is looking at managers to make decisions.

Storming
“You don’t really know a person until you live with him, travel with him or do business with him” -Khattab

This is the second stage where novelty starts to wear off. The reality of a situation hits and there is a weight on team member’s shoulders to complete the task at hand. Guess what, there is no time to remain polite. Personalities will clash. There may be a complaint that few members are not pulling their weight. The team may not like how a task is getting handled; how tasks are getting prioritized. The team can question leadership guidance, management style. There will be a power struggle; to have an upper hand over a few. Emotions will run high, the different ideas will compete. At the same time, the purpose will be clearer. Team members still seeing themselves as individuals so they resist control.

This is the time to explain to the team that disagreements are ok. Common understanding needs to be formed and discussions need to be facilitated. Coaching is required and leadership needs to be encouraged. Remember that disagreements can make members strong, versatile and effective. Some teams try to avoid conflicts at all costs and go for the norming stage. Avoidance can blow up and can cause failures.

Norming
“Coming together is a beginning. Keeping together is progress. Working together is success. ” -Henry Ford

The team starts noticing and admiring the team members’ strengths. Everyone is pulling their weight and is working cohesively towards a goal. The team is more open to honest communications and is more accepting of feedback. The team settles in a routine; cliches are established. Team honors code of conduct. In the case of disagreement, there is a sincere attempt to reach over a consensus.

The Team is taking decisions together. Management has less influence on decision making. Leaders need to listen, participate and collaborate in this stage.

Performing
“Talent wins games, but teamwork and intelligence win championships.” -Michael Jordan

This is the most coveted stage where teams start doing wonders. The team is confident, motivated and there is little need for supervision. Everyone is on the same page and they are familiar with the project as well. The team is proud of their accomplishments. The team develops accountability and becomes creative with problem-solving.

Management is in delegation and observation mode. Leaders do goal settings but communication frequency with the team decreases.

Prof. Tuckman added another stage in 1977. It is called Adjourning.

Adjourning
When the project ends, the team disbands. Emotions run high. It’s time to recognize achievements and learn from the mistakes. Sometimes team members try to increase the scope of the tasks; so that completion date can be extended. There are uncertainties going into the mind of team members about their future projects.

Leaders need to support and provide guidance. They can help to find the next project for the team members and make their transition smooth.

So, now you know a bit about the different stages a team goes through. There is lots of material available about this. As a leader and as a team member, evaluate where your team is. Overcome obstacles and take your team forward.

“The strength of the team is each individual member. The strength of each member is the team.” -Phil Jackson