Stages of Group Development
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American organizational psychologist Bruce Tuckman presented a robust model for group behavior in 1965 that is still widely used today. The model proposes a five stage map of group evolution:  Forming In this stage, the group comes together for the first time. There is a level of formality, some anxiety and a degree of guardedness as informal rules of behavior and social norms are established. Because of the large amounts of uncertainty, members tend to be polite, avoid conflict, and can be reserved. Taks-oriented individuals may become frustrated in this stage, as progress on specific tasks is usually limited. Storming Once group members feel sufficiently safe and included, they tend to enter the Storming phase. Participants feel less guarded and are more authentic and argumentative. Often they will explore their power and influence within the group, and roles will be established. It is not unusual for group members to become defensive, competitive or jealous. In large groups, members may take sides or form cliques. Alot of energy for accomplishing tasks becomes available in this stage, but it takes a skilled leader to direct this energy in a productive way and to shepherd the group into the Norming stage. Often groups will break apart or establish disfunctional patterns if this stage is not managed well. Norming Feeling energized and committed to each other, the Norming stage is typically very productive. Groups will be able to make big decisions, form subgroups to handle smaller tasks/decisions, and ideally, members may begin to form friendships. Performing This is the high gear for the group. Tasks are accomplished and output is at its peak. Members are more interdependent while individuality is respected. Not only are particpants getting work done in this stage, they also pay greater attention to how they are doing it. Group leaders can move into coaching roles and help other members grow in skill and leadership. Adjourning Just as groups form, eventually they must end. Some groups are project-oriented, and therefore are temporary by definition. Alternatively, a working group may dissolve because of restructuring or member turnover. For members who like routine and bond closely with fellow members, this can be a challenging stage. Group leaders must be sensitive to handling these endings respectfully and compassionately. The above image is made available through: CreativeCommons.org  Derivative by Athivia College (2010), Original materials: Erdogan, Berrin., Bauer, Talya., and Carpenter, Mason., Principles of Management. Retrieved Apr 15, 2010 from http://www.flatworldknowledge.com/node/28982. Erdogan, Berrin, Bauer, Talya, , and Mason Carpenter. Principles of Management. 1969 . Flat World Knowledge. 15 Apr, 2010. |
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