Tuckman's Stages

Tuckman's Stages
In 1965, soon after leaving Princeton University, Bruce Tuckman developed a theory of group development that has gained a great deal of popularity. The theory contained four distinct stages and he suggested that for a group to achieve maximum effectiveness, it needed to move through all four stages (Chimaera Consulting Limited, 1999, para. 2). I found it not only to be a useful model for understanding how my work team is evolving but also for understanding what needs to happen for the most effective team results.
The Tuckman theory consists of four primary stages of development. These stages are named "forming," "storming," "norming," and "performing." In 1977, he added a fifth stage named "adjourning" and also referred to
This is probably the most uncomfortable stage because many people tend to avoid conflict, but it is an important one. Emotions often run high as arguments over important ideas, concepts, and solutions are explored. The individual members attempt to carve out their place and responsibilities during this stage and power struggles may develop. The group is beginning to develop clarity of purpose, but the leader needs to work toward keeping the groups attention on team goals rather than the distractions of various relationship issues.
The third stage, the norming stage, is a comfortable stage. Conflicts are resolved and the group becomes a more cohesive unit. Each members skills, strengths, weakness, and experiences are understood by the group. Each members place is recognized and respected. Member support and appreciation are evident and effective listening is realized. The leader should now strive for a role of facilitator and steer the team to group consensus on larger matters as well as leadership duties on smaller matters should be delegated to others. Facilitation and enabling are the leader's goals during this
I am a member of an Information Technology work team. There were six of us and we were located in four states: Ohio, West Virginia, Michigan, and North Carolina. Upon reflection, I am able to recognize the various phases that Tuckman's theory addresses. We had a very able leader and he worked us through the various stages. He held regular quarterly meetings, with each plant taking turns hosting them. We got to know each other in both a professional setting at work and a social setting at a restaurant after hours. In addition, we also held regular phone conference meetings at least monthly. We created a team mission statement and charter during the forming stage. We tested each others abilities and knowledge during the storming stage. We began feeling comfortable with each other and began seeing real accomplishments during the norming stage. However, before we were able to enter into the performing stage, our leader