Research dating back to the 1970s has identified that groups go through four distinct stages of development when working together. The most well-known model is Tuckman and Jensen’s framework, which includes Forming, Storming, Norming, and Performing. An additional stage, Adjourning, has since been added to represent the natural conclusion of a group’s work. These stages can be likened to human development: infancy, childhood, adolescence, adulthood, and old age.

As a facilitator, one of your key roles is to assist the group in its growth and development. In cases where the group is together for a short duration, your aim will be to guide them to a productive stage as efficiently as possible.

Consider how you felt when you learned you would be attending this workshop. While it may not perfectly illustrate the stages of team development, you can see similarities in how new group members might feel.

Stage One: Forming

At this initial stage:

• Group members may feel anxious, adopt a wait-and-see attitude, or behave formally.
• There is often uncertainty regarding goals and expectations.
• Members need to familiarize themselves with one another.
• Many may not fully understand the purpose of their gathering.

A facilitator can assist by:

• Planning introductions and providing orientation.
• Using icebreakers to foster connection.
• Establishing ground rules for interaction.
• Defining decision-making processes.

Stage Two: Storming

During this stage:

• Team members may be eager to progress and can become impatient with delays.
• Conflicts may emerge as different ideas about achieving goals surface.
• Individuals often focus on differences rather than similarities.
• Some members may disengage, either mentally or physically.

A facilitator can help by:

• Modeling appropriate behaviors for conflict resolution.
• Distinguishing between the issues at hand and the individuals involved.
• Enforcing established ground rules and maintaining control of the process.
• Recognizing that conflict can be a healthy component of development.

To advance to the next stage, participants must prioritize the needs of the group over personal interests.

Stage Three: Norming

At this stage:

• Members begin to identify commonalities.
• There’s a growing sense of teamwork and camaraderie.
• Social interactions increase, but the team may risk losing focus on their objectives in favor of enjoyment.

Many groups struggle to reach this stage, which is characterized by greater cooperation and understanding. A facilitator should:

• Observe and encourage positive group dynamics.
• Promote the expression of differences in a constructive manner.
• Help the team maintain focus on their goals.

Stage Four: Performing

In this phase, team members:

• Exhibit maturity and a clear understanding of their roles and responsibilities.
• Seek more input in processes and are self-motivated.
• Display high levels of trust among one another.

While this stage signifies progress, teams can be vulnerable to “groupthink.” Therefore, a facilitator should remain observant, ensuring that individual ideas are acknowledged. Intervention is necessary only if the group becomes stuck or regresses, leading to conflict.

Stage Five: Adjourning

At this final stage, team members:

• Begin to wind down and say their goodbyes.
• Set goals for future work, either independently or within new groups.

Groups may adjourn after completing a project, due to a lack of challenges, or as new members join, altering the group dynamics.

Facilitators can support the group during this phase by:

• Celebrating participation and contributions.
• Providing reflections on the group’s journey.
• Encouraging input from all members as the group concludes.
• Promoting continued productivity beyond the current group’s efforts.