Lesson 1,
Topic 1
In Progress
Feedback and performance
What Happens at Tuckman’s Forming Stage?
In the beginning, when a new team forms, individuals will be unsure of the team’s purpose, how they fit in, and whether they’ll work well with one another. They may be anxious, curious, or excited to get going. However, they feel theyâll look to the team leader for direction.
This may take some time, as people get to know their new colleagues and one another’s ways of working.
What Did Tuckman Mean by Storming?
In the storming stage, people start to push against the established boundaries. Conflict or friction can also arise between team members as their actual characters and preferred ways of working surface and clash with other people.
Team members may challenge your authority, management style, or even the team’s mission at this stage. Left unchecked, this can lead to face-to-face confrontations or simmering online tensions.
If roles and responsibilities aren’t yet clear, individuals might feel overwhelmed by their workload or frustrated at a lack of progress.
How Do I Recognize the Norming Stage?
Gradually, the team moves into the norming stage. People start to resolve their differences, appreciate one another’s strengths, and respect your authority as a leader.
Now that they know one another better, your team members will feel more comfortable asking for help and offering constructive feedback. They’ll share a more substantial commitment to the team’s goals and should make good progress toward them.
What Does the Performing Stage Look Like?
Now your team is in flow and performing to its full potential. With hard work and structured processes, the team will likely achieve its goals efficiently.
Judith Stein, from MIT’s HR department, says of this stage, “Roles on the team may have become more fluid, with members taking on various roles and responsibilities as needed. Differences among members are appreciated and used to enhance the team’s performance.”
