Key Takeaways
Every successful team progresses through five distinct stages: forming, storming, norming, performing, and adjourning—understanding these stages helps leaders anticipate challenges and guide teams 30% more effectively
The forming stage requires clear structure and early wins, while the storming stage involves necessary conflict that strengthens relationships when managed with proven conflict resolution techniques
Teams in norming develop stronger bonds and establish workflows that increase productivity by 25%, while performing teams demonstrate high autonomy and exceptional results
Team regression is normal—triggered by organizational changes, new members, or shifting priorities—but can be resolved in weeks with the right recovery tactics
Remote and hybrid teams face unique challenges requiring specialized strategies to progress through development stages 40% faster than traditional approaches
Why 67% of Teams Never Reach Peak Performance (And How Yours Can)
Picture this: You've assembled a talented team, but three months later, they're still struggling with basic collaboration. Meetings feel tense. Decisions drag on forever. Productivity is nowhere near what you expected.
Here's the reality: Without understanding team development stages, 67% of teams never reach their full potential. They remain stuck in conflict or superficial harmony, wasting thousands of dollars in lost productivity.
But it doesn't have to be this way.
In 1965, psychologist Bruce W. Tuckman introduced his groundbreaking four-stage model of team development: forming, storming, norming, and performing. Twelve years later in 1977, he added a fifth stage—adjourning—to account for the reality that most teams eventually disband or transition. Today, this five-stage model is recognized as the definitive framework for understanding team dynamics.
Data shows that leaders who master team development stages:
- Reduce team conflicts by 30%
- Increase productivity by 25%
- Improve retention rates by 35%
- Achieve performing stage 40% faster
The best part? You can accelerate your team through these stages in as little as 90 days using the strategies in this guide.
The 5 Stages of Team Development: Tuckman's Complete Model Explained
While many people refer to “Tuckman's four stages” (the original 1965 model), the complete and current framework includes five stages. The fifth stage—adjourning—was added in 1977 and is essential for understanding the full lifecycle of team development, particularly for project-based teams.
Let's explore each stage in depth:
Stage 1: Forming – Building Your Foundation (2-4 Weeks)
What is the forming stage? The forming stage of group development marks when your team first comes together. Team members are polite, reserved, and focused on making good impressions while figuring out their roles and expectations.
Key Behaviors in the Forming Stage
- Heavy reliance on team leadership for direction
- Surface-level conversations and cautious optimism
- Minimal disagreement or challenging of ideas
- Questions like “What's my role?” and “What are we trying to achieve?”
Think of forming as the honeymoon phase—everyone's on their best behavior, but trust hasn't formed yet.
5 Proven Strategies for the Forming Stage
1. Provide Crystal-Clear Structure Create and document specific goals, roles, and expectations in shared spaces. Ambiguity kills momentum during team formation.
2. Design Meaningful Introductions Skip the boring name-and-title roundtable. Use structured activities that reveal:
- Working styles and communication preferences
- Key strengths and areas of expertise
- Professional backgrounds and relevant experiences
3. Establish Communication Norms Early Define how your team will communicate:
- Which platform for quick questions (Slack/Teams)?
- When to use email vs. instant messaging?
- Meeting frequency and expected participation?
4. Create Early Wins Design 2-3 small, achievable objectives your team can accomplish in the first 2 weeks. These victories build confidence and establish team identity.
5. Model Vulnerability Appropriately Share relevant experiences, including past challenges. This creates psychological safety and shows that perfection isn't expected.
Common Forming Stage Mistakes
Rushing to results before building relationships – This costs you 3-6 months later as teams lack the foundation for effective collaboration
Failing to address role ambiguity – Wastes approximately 30% of team energy as members spend time figuring out boundaries rather than executing
Providing too little feedback – Slows confidence-building by 50% as new team members remain uncertain about their performance
Learn how sustainable value creation principles accelerate the forming stage →
Stage 2: Storming – Turning Conflict Into Growth (4-12 Weeks)
What is the storming stage? The storming phase emerges as team members become comfortable expressing true opinions, questioning approaches, and pushing back. The polite veneer cracks as different working styles and personalities clash.
Critical insight: Storming isn't failure—it's progress. Teams that suppress this stage remain perpetually underperforming.
How to Recognize Team Storming
Behavioral Red Flags:
- Increased open disagreements during meetings
- Subgroups forming around similar viewpoints
- Questioning the team's overall direction or purpose
- More animated body language and interruptions
- In virtual settings: stronger language in chats, immediate unmuting to respond
The Reality Check: This is where 40% of teams falter without proper leadership. But constructive conflict resolution transforms this stage into your biggest growth opportunity.
See our Inspired Leadership Training
4 Tactics to Turn Conflict Into Collaboration
1. Normalize the Conflict “We're experiencing exactly what successful teams go through. This tension means we care about getting it right.” This simple reframing reduces anxiety by 50%.
2. Use Structured Conflict Resolution Frameworks When tensions rise, refocus with questions:
- “What problem are we really trying to solve?”
- “What would success look like for everyone?”
- “What's at stake for you in this decision?”
3. Teach Conflict Resolution Vocabulary Help team members express core concerns:
- “I need” vs. “I want”
- “Help me understand your thinking”
- “What information are you working with?”
4. Know When to Intervene vs. Step Back
Let the team work through:
- Disagreements about approaches or processes
- Debates about work products or decisions
- Functional conflicts that build collaboration muscles
Always intervene immediately with:
- Personal attacks or exclusionary behavior
- Anything undermining psychological safety
- Unresolved conflicts after good-faith efforts
Master successful business relationship strategies that defuse tension and build trust →
Stage 3: Norming – Building Cohesion and Trust (2-3 Months)
What is the norming stage? After successfully navigating storming, teams enter norming—characterized by increased harmony, clearer expectations, and stronger relationships built through shared experiences.
Signs Your Team Has Reached Norming
- Communication flows easily and feels natural
- Team members build on each other's ideas
- Decision-making accelerates by 40%
- Informal interactions increase (jokes, spontaneous collaboration)
- Appreciation for diverse strengths emerges
The Alignment Phase: Norms are established, roles become clear, and mutual respect grows. The team starts functioning as a cohesive unit.
Creating Team Agreements That Stick
Norming is the ideal time to formalize working agreements. Unlike rigid rules, effective agreements emerge from actual team experiences.
3-Step Process:
- Facilitate a discussion: “What's working well? What would make collaboration even better?”
- Address specific friction points from the storming stage
- Document and review quarterly—treat as living documents
Example Team Agreement Areas:
- Meeting participation expectations
- Decision-making criteria (when to use consensus vs. individual decisions)
- Communication response times
- Conflict resolution processes
Strengthening Team Identity During Norming
Strategy 1: Revisit Your Mission Ask: “Given what we've learned about our strengths, how do we articulate our unique contribution?”
Strategy 2: Celebrate the Journey Create simple rituals:
- Start meetings with quick appreciations
- Keep a shared “wins” document
- Acknowledge milestones publicly
Strategy 3: Encourage Boundary Spanning Have team members represent the team to other departments. This strengthens both individual commitment and collective identity.
Discover evidence-based decision-making strategies that accelerate norming →
Stage 4: Performing – Achieving Peak Effectiveness (3-6 Months+)
What is the performing stage? The performing phase represents peak team development—high autonomy, mutual accountability, and exceptional productivity. Only 33% of teams reach this stage, but those that do achieve 50% higher engagement and 35% better retention.
What High-Performing Teams Do Differently
Remarkable Flexibility: Adapt quickly to changes without drama or resistance
Distributed Decision-Making: Members make decisions within their expertise without constant approval
Real-Time Feedback: Address concerns directly and constructively without waiting for formal reviews
Synergy and Innovation: Tackle complex problems with peak productivity
The High-Performance Zone: Trust is strong, communication is open, and the team delivers high-quality results consistently.
3 Strategies to Maintain Performing Stage Momentum
1. Create Appropriate Challenges Raise performance standards periodically. Find the sweet spot between comfort and overwhelm—challenging enough to engage, not so difficult that it discourages.
2. Infuse Fresh Perspectives
- Invite experts from other departments
- Attend conferences together as a team
- Dedicate time to learning about industry innovations
3. Connect Work to Purpose Share specific examples of how the team's work positively affects:
- Customers and end-users
- The organization's strategic goals
- Other stakeholders and departments
How to Know You've Reached True Performing
- Consistent delivery of superior results without burnout
- Work feels challenging but sustainable
- Disagreements are valued and explored, not avoided
- Team maintains high standards even when leaders aren't present
- Progress accelerates when you step away
Biggest Risk: Complacency. Even performing teams need continuous cultivation to avoid stagnation.
Learn how continuous improvement strategies sustain peak performance →
Stage 5: Adjourning – The Farewell Phase (Variable Timeline)
What is the adjourning stage? Originally added by Tuckman in 1977, adjourning (sometimes called “mourning”) acknowledges the emotional and logistical process when teams disband after achieving their goals.
Key Behaviors in Adjourning
- Mix of pride, relief, and sadness
- Reflection on accomplishments
- Recognition and celebration
- Transition planning for what's next
Like Graduation Day—celebrating the journey, saying goodbyes, and preparing for new opportunities.
Leading Teams Through Adjourning
1. Facilitate Reflection Host a retrospective focused on:
- What we accomplished together
- What we learned about collaboration
- How we grew as individuals and as a team
2. Celebrate Success Recognize contributions publicly and meaningfully. This honors the team's work and provides closure.
3. Support Transition Help team members:
- Document lessons learned
- Connect with new opportunities
- Maintain valuable relationships
Note: While primarily relevant for project teams, all teams benefit from intentional closure during major transitions (reorganizations, significant membership changes, mission shifts).
When Teams Move Backward: Preventing and Recovering From Regression
Reality check: Team development isn't linear. Even high-performing teams can regress to earlier stages when facing changes.
3 Common Regression Triggers
1. Membership Changes (60% of regressions)
- Adding new team members
- Losing established members (especially key contributors)
- Leadership transitions
2. Organizational Changes (25% of regressions)
- Restructuring or strategy shifts
- New leadership or reporting structures
- Resource constraints or budget changes
3. Performance Pressure (15% of regressions)
- Intense scrutiny on individual performance
- Resource constraints during high-stakes periods
- Unclear decision rights during transitions
Quick Recovery Tactics (Get Back on Track in 2-3 Weeks)
Step 1: Acknowledge the Regression “It seems we're revisiting some storming behaviors, which makes sense given [recent change]. This is normal, not failure.”
Step 2: Temporarily Increase Structure
- More frequent check-ins (daily 15-minute standups)
- Restate goals and priorities explicitly
- Revisit team agreements
Step 3: Rebuild Connection Schedule time for authentic relationship-building:
- Structured team activities
- Candid discussions about supporting each other
- Informal social time (virtual or in-person)
Explore proven strategies for successful business relationships to accelerate recovery →
Special Strategies for Remote and Hybrid Teams
Remote teams follow the same fundamental stages but face unique challenges that extend timelines by 40% without proper strategies.
Virtual Forming: Building Connection at Distance
Challenge: Reduced informal interaction and nonverbal cues slow relationship-building.
Solutions:
- Schedule virtual coffee chats (15-20 minutes, no work agenda)
- Use video always during forming stage (builds trust 3x faster)
- Create digital team spaces (Mural, Microsoft Teams channels with photos and team artifacts)
- Assign onboarding partners to new remote team members
Digital Tools by Development Stage
Forming & Early Storming:
- Structured communication platforms (Asana, Monday.com)
- Video conferencing with equal participation features
- Well-organized Slack/Teams channels
Norming & Performing:
- Digital whiteboarding (Miro, Mural)
- Asynchronous video tools (Loom, Vidyard)
- Project management with workflow automation
Key Principle: Different stages need different tools. Don't apply one-size-fits-all solutions.
Accelerating Remote Team Development
- Over-communicate expectations (3x more than in-office teams)
- Create “how we work” documentation covering explicit and implicit norms
- Schedule regular check-ins focused on team dynamics, not just task updates
- Celebrate wins publicly in team channels to build team identity
Master technology for business relationship management in remote teams →
How to Fast-Track Your Team Through the Stages (90-Day Blueprint)
You can't skip stages (that leads to fragile teams), but you can move through them 40% faster with strategic leadership.
Week 1-3: Accelerated Forming
- Day 1: Structured introductions revealing work styles and preferences
- Day 3: Document clear goals, roles, and communication norms
- Week 1: Schedule first “early win” achievement
- Week 2: Conduct individual check-ins with each team member
- Week 3: Host retrospective on what's working and what needs adjustment
Week 4-8: Constructive Storming
- Normalize conflict: “This tension means we're making progress”
- Implement structured conflict resolution frameworks
- Weekly retrospectives using “Start/Stop/Continue” format
- Teach conflict vocabulary and active listening techniques
- Document emerging team agreements based on resolved conflicts
Week 9-12: Solidifying Norming
- Formalize team agreements collaboratively
- Celebrate team journey and early successes
- Assign boundary-spanning roles to strengthen identity
- Establish quarterly agreement review process
- Connect daily work to meaningful team purpose
Week 13+: Reaching and Maintaining Performing
- Create appropriate challenges to maintain engagement
- Infuse fresh perspectives (experts, conferences, learning time)
- Distribute decision-making authority appropriately
- Implement continuous feedback loops
- Monitor for complacency and adjust accordingly
Download our free 90-Day Team Development Action Plan with stage-specific strategies →
Team Development Stage Assessment Tool
Rate your team 1-5 for each statement (1 = Rarely true | 3 = Sometimes true | 5 = Consistently true)
- Team members openly express differing opinions without fear
- The team makes decisions efficiently without excessive debate
- Members provide support to each other without being asked
- The team adapts quickly to changing priorities or conditions
- Everyone understands their role and others' expectations
- Conflicts are addressed directly and resolved constructively
- The team celebrates successes and learns from failures together
- Members take initiative without waiting for direction
Your Score:
- 8-16 points: Forming Stage – Focus on structure, clarity, and early wins
- 17-24 points: Storming Stage – Implement conflict resolution frameworks
- 25-32 points: Norming Stage – Formalize agreements and strengthen identity
- 33-40 points: Performing Stage – Maintain momentum and prevent complacency
Identify your team's personality and develop individualized Purpose Statement
Management System Analogies for Understanding Team Development
Traffic Light System
- Forming: Green light – everyone's eager but unsure of the road
- Storming: Yellow light – caution! Conflicts may arise
- Norming: Back to green – smoother flow as rules are understood
- Performing: Cruise control – efficient movement with minimal intervention
Puzzle Assembly
- Forming: Dumping pieces on the table – present but disconnected
- Storming: Forcing pieces together – tension figuring out fit
- Norming: Edges and patterns emerge – collaboration improves
- Performing: Full picture in view – working in sync
Construction Site
- Forming: Laying the foundation – plans drawn, roles assigned
- Storming: Hammering out issues – disagreements on execution
- Norming: Building upward – coordination improves
- Performing: Final touches – delivering polished results
Orchestra Analogy
- Forming: Musicians tuning – getting ready, not yet in harmony
- Storming: Clashing notes – early rehearsals reveal friction
- Norming: Following the conductor – roles clear, coordination improves
- Performing: A symphony – seamless, high-impact performance
Graduation Day (Adjourning)
Like students parting after shared growth, team members celebrate their journey, say goodbyes, and prepare for what's next.
Frequently Asked Questions About Team Development Stages
How long does each stage of team development typically last?
Duration varies based on team size, meeting frequency, and task complexity:
- Forming: 2-4 weeks for regularly meeting teams
- Storming: Several weeks to months (may recur periodically)
- Norming: 1-3 months of consistent work together
- Performing: Begins around 3-6 months
Reality: Your team may differ significantly based on circumstances and leadership approach. Remote teams typically take 40% longer without specialized strategies.
Can a team skip the storming stage of group development?
Short answer: No, and you shouldn't try.
Teams that appear to skip storming are actually suppressing conflict, which leads to:
- Limited trust and superficial harmony
- Breakdown under pressure
- Inability to handle future conflicts productively
Instead: Focus on moving through storming efficiently using constructive conflict resolution frameworks.
What should I do if my team is stuck in the storming stage?
Persistent storming usually indicates unresolved issues:
1. Check role and goal clarity – Ambiguity fuels ongoing conflict
2. Assess conflict resolution skills – Provide training if needed
3. Evaluate your leadership style – Are you avoiding or overcontrolling?
4. Address organizational factors – Resource competition or recognition systems creating win-lose dynamics
Timeline: With proper intervention, teams can exit prolonged storming in 3-4 weeks.
How do I know which stage my team is currently in?
Observe behavioral patterns, not isolated incidents:
- How are decisions made?
- How are conflicts addressed?
- How does the team respond to challenges?
- How do members interact when you're not present?
Use the assessment tool above for a quantified evaluation. Consider anonymous feedback from team members for the most accurate picture.
Note: Teams may show characteristics of multiple stages during transitions. Look for predominant patterns.
Is the adjourning stage necessary for all teams?
For project teams: Yes, absolutely. Proper closure honors accomplishments and captures learning.
For ongoing operational teams: Relevant during significant transitions:
- Major membership changes
- Reorganizations
- Shifts in mission or strategy
Key principle: Treat endings as importantly as beginnings to maintain team health and morale.
What's the difference between Tuckman's four-stage and five-stage model?
The four-stage model (1965) included only forming, storming, norming, and performing. This was Tuckman's original framework.
The five-stage model (1977) added “adjourning” as a fifth stage after Tuckman recognized that team endings are a significant developmental phase that deserves attention.
Which one is correct? Both are valid, but the five-stage model is more complete:
- Most researched (over 60 years of validation across both versions)
- Most comprehensive (addresses the full team lifecycle including endings)
- Most widely adopted (used by 80% of Fortune 500 companies in its complete form)
When to use which version:
- Use the four-stage model when discussing ongoing operational teams with no defined endpoint
- Use the five-stage model when discussing project teams, task forces, or any team with a defined lifecycle
Other models (Drexler-Sibbet, Katzenbach & Smith) offer different perspectives, but Tuckman's framework remains the foundational model for team development.
How do you handle team development with constantly changing team members?
Challenge: Membership changes trigger regression to earlier stages.
Solutions:
- Maintain core stability – Keep 60-70% of team consistent
- Robust onboarding – Accelerate integration of new members
- Document team norms – Make implicit knowledge explicit
- Assign integration partners – Help new members navigate faster
- Regular mini-formations – Brief forming activities when members join
Timeline: With proper processes, teams can re-norm within 2-3 weeks vs. 6-8 weeks without support.
Your Next Steps: From Understanding to Action
You now understand the 5 stages of team development and proven strategies for each phase. Here's how to put this knowledge into practice:
Action Step 1: Assess Your Current Stage
Use the assessment tool above to honestly evaluate where your team is operating. Don't focus on where you wish they were—focus on behavioral evidence.
Action Step 2: Implement Stage-Specific Strategies
Choose 2-3 strategies from your current stage section and implement them this week. Remember: leadership behaviors that work in one stage may be counterproductive in another.
Action Step 3: Document Your Journey
Track key transitions, challenges overcome, and effective practices. This record:
- Helps you reflect and learn
- Provides context when new members join
- Demonstrates progress to stakeholders
Action Step 4: Schedule Regular Development Check-Ins
Add monthly 15-minute assessments to your calendar. Ask:
- What stage are we primarily operating in?
- What's preventing us from advancing?
- What specific actions will help us progress?
Related Resources to Accelerate Your Team
Continue your team development journey with these complementary guides:
Building Strong Foundations
- Sustainable Value Creation for Leaders: Complete 2024 Guide – Learn how to create lasting value while developing high-performing teams
- Evidence-Based Decision Making: Boost Team Performance – Master data-driven approaches that accelerate team development
Navigating Conflict Productively
- Successful Business Relationships: 10 Proven Strategies – Turn storming stage conflicts into breakthrough collaboration and build the trust foundation that performing teams require
Leading Through Change
- The Executive Blueprint for Continuous Improvement – Maintain performing stage momentum and prevent regression
- Technology for Business Relationship Management Guide – Choose and implement tools that support each development stage
Supporting Your Team
- ISO 9001 Quality Management Training for Long-Term Excellence – Establish systems that support consistent team performance
- Integrate Climate Risk in Supply Chain Strategy – Help teams navigate external changes without regression
The Bottom Line on Team Development Stages
Every team progresses through forming, storming, norming, performing, and adjourning stages. The question isn't whether your team will go through these phases—it's how quickly and effectively they'll navigate them.
Teams that understand these stages:
- Reduce conflicts by 30%
- Increase productivity by 25%
- Achieve performing stage 40% faster
- Maintain peak performance long-term
Teams that don't:
- Remain stuck in unproductive patterns
- Experience unnecessary turnover (35% higher)
- Never reach their full potential
- Waste thousands in lost productivity
The choice is yours. Will you guide your team through a strategic development process or leave them to figure it out through trial and error?
