Lec-19-2.pdf The Five-Stage Model of Group Development

The Five-Stage Model of Group Development

1. Presented By: NimraRasheed

2. The five –stage model of group
development
The model of group development was first proposed by
Bruce Tuckmanin 1965.He maintained that these phases are
all necessary and inevitable(impossible to avoid) in order
for:
the team to grow
to face up to challenges
to tackle problems
to find solutions
to plan work
and to deliver results.

3. Forming
1
st
Stage :Team forming
whenever a new team is in forming process, members having
confusion and doubt about...
Team's purpose?
How they will fit in?
whether they'll work well with one another?
They may be anxious, curious, or excited to get going looking to
the team leader for direction.
This may take some time, as people get to know their new
colleagues and one another’s ways of working.
This stage is complete when members have begun to think of
themselves as partof a group

4. Storming
2nd Stage :Team Conflict
Members start to communicate their feelings but view themselves
as individuals rather than part of a team
Members start to push against the established boundaries.
Conflict can arise between team members as their way of
working is different while Completing for desired assignments &
outcomes.
Roles and responsibilities aren't yet clear.
May Feel workload and frustration due to lack of progress.
When this stage is complete, there will be a relatively clear
hierarchy of leadership within the group.

5. Norming
3rd Stage: Team Settlement
Members feel part of team, appreciate each other and exchange
ideas to achieve goal
They start to resolve their differences
Started giving respect to authority as a leader
Now they know each other better, feel more comfortable asking
for help and offering constructive feedback.
Having stronger commitment to the team's goals
This norming stage is complete when the group structure
solidifies and the group has assimilated a common set of
expectations of what defines correct member behavior.

6. Performing
4th Stage: Team Performance
Team is in flow and performing to its full potential.
Team is doing hard work, continuous development with structured
processes to become effective & achieve its goals efficiently
Members taking on various roles and responsibilities as needed
Demonstrate collectively
Differences among members are appreciated and used to enhance the
team's performance.
For permanent work groups, performing is the last stage in
development. However, for temporary committees, teams, task forces,
and similar groups that have a limited task to perform, the adjourning
stage is for wrapping up activities and preparing to disband.

7. Adjourning
5th Stage: Dissolution of group
Teams enter this stage after they have successfully completed
their projects or goals
It is a natural part of the team lifecycle, indicating the end of a
project.
After successful completion of projects, recognizing members
contributions
Teams are dispersed and people redeployed.
People who like routine, or who have developed close working
relationships with colleagues, may find this time difficult.