Tuckman development stages

Question 1

forming

Answer 1

• members first come together and are introduced to eachother
• nervous therefore little conflict
• behaviours driven by desire to be accepted
• members learn about each other, nature of the task and purpose of team

Question 2

storming

Answer 2

• members ready to establish themselves
• disputes and power struggles arise
• views are more openly expressed
• uncomfortable stage
• group conflict, criticism and open questioning of the groups goals occurs

Question 3

norming

Answer 3

• conflicts are resolved
• tasks and responsibilities are divided amongst members
• shared sense of expectations
• mutual support and co-operation increase

Question 4

performing

Answer 4

• boundaries have been set so the group can get onto the actual task
• members work together as a cohesive group
• people respected enough to get on with their task
• commitment to success and individuals are valued by colleagues
• collaboration increases group productivity and decision making
• group identity, loyalty and morale are all high

Question 5

adjourning

Answer 5

• completion and disengagement of task and group
• where the group breaks up or changes - members may leave or management may disband the team (mourning)
• mourning may result in a dip in effectiveness until new norms are established
• task is accomplished and goals are achieved

Question 6

strategy to support forming

Answer 6

• encourage the team to get to know one another - team building activities and ice breakers
• create a relaxed and friendly environment
• give guidance to the group

Question 7

strategy to support storming

Answer 7

• mentor team through problems and encourage constructive criticism
• promote an open dialogue
• promote team goals
• concentrate on issues about the task not the memebers

Question 8

strategies to support norming

Answer 8

• encourage group discussion
• confirm boundaries and group roles
• maintain good communication

Question 9

strategies to support performing

Answer 9

• intervene only when necessary (eg. conditions change)
• positive praise is encouraged
• set realistic targets
• liaise with all team members to ensure they feel supported

Question 10

strategies to support adjourning

Answer 10

• play a more external role
• recognise team and individual success a give feedback through staff/peer appraisal
• distribute awards (eg. employee of the month)