Tuckman model: Stages of team development - Deepstash
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Developing teams with Tuckman’s model

Developing teams with Tuckman’s model

Tuckman’s model explains the different stages that teams go through until they transform into high-performance teams.

The model helps you understand your teams and have a better knowledge of how to help and support them.


192 reads

Comparing Tuckman’s model to the periods of human development

  • Childhood. Children need lots of accompaniment and support.
  • Adolescence is a period of change and conflict in the physical area as well as attitude and behaviour. The need to find an identity is also highlighted.
  • Young adulthood. Young adults work to become independent from their parents. They take responsibility for themselves and make their own decisions.
  • Middle adulthood. People have gained experience and are better prepared to handle the stresses of life.
  • Late adulthood. It’s a stage of acceptance of a more leisurely and relaxed life.


80 reads

Tuckmna's stages of team development

Tuckmna's stages of team development

  1. Forming stage. It is similar to the childhood stage. Teams just formed and don't know each other, not have an understanding of the purpose of the team.
  2. Storming. This stage is similar to the adolescence stage. Teams will consolidate interpersonal relationships.
  3. Norming is similar to young adulthood. Understanding and cohesion form.
  4. Performing is similar to the stage of middle adulthood. This is when the team are high-performing.
  5. Adjourning, compared to late adulthood, is the stage when high-performance teams reached their missions and must disband.


41 reads

First Stage: Forming

First Stage: Forming

The team is just formed, so the team members don't know each other and don't have a clear understanding of the purpose and vision of the team.

The Role of the Leader in the Forming Stage

The key is to guide the team, develop working agreements, and set the direction to follow.

Management 3.0 comes in during the forming stage

  • Personal Maps: Increase trust and connections with the team.
  • Work profile: Think about job titles not as a specific role but as the value they add.
  • Identity symbols: Give a sense of belonging to the team by defining their name and image.


30 reads

Second Stage: Storming

Different members start losing shyness and begin to express their characteristics and points of view. Conflicts are healthy, but the team need to work on them.

The Role of the Leader

The leader will coach the team, encouraging the participation of the different workers but within the boundaries of a climate of dialogue and assertiveness.

Management 3.0

  • Diversity Index: Understands the importance of diversity.
  • Feedback Wrap: Creates a healthy culture through constructive feedback.
  • Happiness Door: A tool for teams to express their opinions.
  • Value Stories: Guides the team to find team values.


36 reads

Third Stage: Norming

Third Stage: Norming

Conflict gives way to understanding and cohesion.

The Role of the Leader

Good harmony allows the leader to take a step back and act as a facilitator.

Management 3.0 practices

  • Celebration Grid: Talk about the different experiments and what the team learned about them.
  • Moving Motivators: Understand individual and team intrinsic motivators.
  • Team Competency Matrix: Find the competency gaps the team needs to reach their goals.
  • Team Decision Matrix: Help the team consider how they will make their daily decisions.
  • Steps to Happiness: Connects the work with the team's happiness.


30 reads

Fourth Stage: Performing

Fourth Stage: Performing

This a high-performance team, capable of carrying out their tasks with a great degree of autonomy and an excellent level of effectiveness

The Role of the Leader

Delegating tasks and responsibilities, and transferring trust and respect.

Management 3.0 practices

  • Change Management Game: How the team will face the changes they are involved in.
  • Delegation Poker: Agree with the team on how tasks and responsibilities will be delegated.
  • Kudos: Congratulate and recognize everyone’s good job.
  • Niko-Niko Calendar: Visualize how everyone is and their mood.


36 reads

Fifth Stage: Adjourning

Fifth Stage: Adjourning

High-performance teams must disband because they have fully fulfilled their mission.

The Role of the Leader

Celebrate the team’s achievements to reinforce the professionals’ sense of pride and satisfaction and instil motivation for future assignments.

Management 3.0 tools

Kudos: Take a moment to recognize and thank the different team members for their actions.


32 reads



Dilbert cartoons and the Office are way too accurate.


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