FUNDAMENTALS OF

GROUP WORK
Topic 3
Stages Of Group
Development

"The way a team plays as a whole

determines its success. You may have
the greatest bunch of individual stars
in the world, but if they don't play
together, the club won't be worth a
dime."
-Babe Ruth

Differentiation of stages according

to different authors
Corey & Corey

Schultz

Garland, Jones &

Kolodny

Tuckman &
Gladding

Pre-group Initial

Inclusion

Pre-affiliation

Forming

Transition

Control

Power & Control

Intimacy

Storming
Norming

Working

Affection

Differentiation

Performing

Final/Termination

Termination

Separation

Adjourning

Bruce Tuckmans
Group Development Model
Forming
Storming
Norming
Performing
Adjourning

Tuckmans Stages of Group

Development
The Five-Stage Model:
Adjourning/Mourning
Completion, ending or evolution

Performing
Achieving the purpose
Norming
Agreeing purpose and conduct

Storming
Resolving differences
Forming
Initial meeting together

Tuckmans Stages of Group

Development

Bruce Tuckmans
Group Development Model Stages

1) Forming

High dependence on leader for

guidance
Little agreement on team goals except
those put forth by the leader
Individual roles are unclear
Leader must be prepared for lots of
questions about the teams purpose,
objectives and relationships
Members test tolerance of system and
leader
Leader directs

2) Storming
Decisions are more difficult to make
Team members vie for position as the
attempt to establish themselves in
relation to the other team
members and the leader
Cliques and factions form
Power struggles occur
Team needs to be focused on its goals
to avoid becoming distracted by
relationships and emotional
issues
Compromises may be required to
enable progress
Leaders are coaches

3) Norming
Agreement and consensus is formed
amongst the team
Responding well to facilitation from the leader
Roles and responsibilities are clear and
accepted
Big decisions are made by group agreement
Smaller decisions may be delegated to
individuals or small teams with the group
Commitment and unity are strong
Team may engage in fun and social
activities
General respect for the leader and some of the
leadership is more shared by the team
Leader facilitates and enables

4) Performing
The team is more strategically aware
Team has shared vision and is able to stand on its
own feet with no interference or participation from
the leader
The team makes decisions based on criteria
agreed with the leader
Team members ask for assistance from the
leader with personal or interpersonal development
Leader oversees and delegates

5) Adjourning
This represents the conclusion of the project
and the disengagement of the team.
Adjourning can be a difficult but rewarding
stage.
It may represent a sense of loss for those
that have established bonds with other
members of the team.
Members will reflect on the progress that the
team made from the beginning to the end.
It is important that the team and the leader
recognize each member for their individual
accomplishments, in addition to celebrating
the teams success.

Overall view

Types of questions members can ask

themselves:
What stage is our group currently in?
Which tasks and processes can we focus on to
progress to the next stage?
What tasks do we need to complete in order to
achieve our goals?
What tasks are we not focussing on that we need to?
What group processes are occurring that are
blocking us?
What group processes can we engage in to become
more effective?
How is my own behaviour influencing the group?

Discussion & Activity