What Is Tuckman’s Model of Group Development

 What Is Tuckman’s Model of Group Development

An American organizational psychologist Bruce Tuckman presented a robust model in 1965, the four-stage map of group evolution, which is the forming, storming, norming, and performing model. After that, Tuckman replenishes the model by adding a fifth stage, the adjourning phase.

In the forming stage, the members come together for the first time and the reasons why they come together are a mixture. Group members are full of uncertainty. They are not sure what is going to happen next. Therefore, they tend to be polite, conflict-avoidant, and observant. In this stage, these members probably work together only for a common goal or for the same reason. I think some of the members tend to know each other and understand who they are working with while some of them tend to do jobs they are allocated to do. If this happens, it may result in many subgroups within the group. It will lower its performance and effectiveness of communication.

Once group members are adequately included, the next stage is the storming phase. During this phase, the members change their behaviors from guard up to relatively authentic and argumentative. They probably begin to explore their power and influence. Therefore, the differences in their background, culture, and value, are starting to mess up and causing disputes about how tasks should be done and who is assigned to them. The leadership here is also important since members may question and resist orders from the managers.

Next, move on to the norming stage, group members usually feel less stressed at this point, and they are much more committed to each other and the group’s goal. Moreover, they feel more confident since they already know how to handle the tough stuff that did not familiar with before. During this period of time, the order can be temporary if managers think their mission has competed and become lazy. When the rule is clear enough, more decisions are made by the team since they are able to take more responsibility. However, it does not absolutely come with openness and respect. Therefore, the leader should become more of a facilitator by stepping back and letting the group assume more responsibility for its goal at this point. A team-building event might be helpful but be sure to respect different cultures.

After we can even our own strategy of playing a game, the group is now ready to play with greater equipment. At the performing stage, participants are not only getting the work done, but they also pay greater attention to how they are doing it. From how to do it, to how to do better, the members now trying to operate procedures best support productivity and quality assurance. However, the leaders still have to stand as their coach to help the team grow even more. Tip, provide the incentives to stimulus creative ways to do their jobs better.

Eventually, we are now at the adjourning stage. Just like a life train, someone has to get off and someone has to get on. Many groups or teams formed in a business context are project-oriented and therefore are temporary in nature. Group leaders and members must be sensitive to handling these endings respectfully and compassionately. 

The Students in The Course To Be A Group

I believe that as we are reaching the midpoint of the term, we are in the performing stage. We understand the roles and are much more committed to each other and the group’s goal. We know how to handle tough assignments that did not familiar with before. Moreover, we are now trying to do our assignments and quizzes better.

Reference

Tuckman, B. (1965). Developmental sequence in small groups. Psychological Bulletin, 63, 384–399.