Tuckman Ladder Model is one of the models used to describe the process or different stages of team development. These four stages are “Forming, Storming, Norming, Performing, and Adjourning”.

Important Points – Tuckman Ladder Model

• Usually, the stages occur in order. But teams can get stuck in a particular stage or regress to an earlier stage. 
• Projects with team members who worked together in the past might skip a stage. 
• The duration of a particular stage depends upon team dynamics, team size, and team leadership. 
• Project managers should have a good understanding of team dynamics in order to move their team members through all stages in an effective manner. 
• Project managers need to adapt their leadership styles according to the stage of team development. 
• The stages are situational and do not follow in sequence; for example, the team goes back to the forming stage when a new team member joins.

Forming Stage (Tuckman Ladder Model – uncertainty, nervousness, curiosity, and enthusiasm)

• As the name “Forming” suggests, this stage represents the formation of the team. Individuals are not clear on what they’re supposed to do.
• A group of people is first brought together as a team in this stage. The mission isn’t owned by the group.
• Team members meet each other for the first time in this stage and have no trust.
• They learn about the project and their formal roles and responsibilities.
• Team members are not open to one another and tend to be independent in this stage.
• Strategies for management of the team in the Forming stage – 
  • Create ground rules, set a mission, and set goals.
  • Figure ways to build trust, define a reward structure, and take risk.
  • Communicate roles and responsibilities to the team members clearly
  • Ensure that there is no ambiguity in roles and responsibilities.
  • Assert power & a leader must be directive.
  • Bring the group together periodically to work on common tasks.

Impact of the pandemic

This is especially important when bringing on young new hires to an organization. Individuals starting their careers during the pandemic are especially vulnerable to feeling left out and lost. If they don’t feel part of the team early, you may have permanently lost the opportunity to integrate them.   

Storming Stage (Tuckman Ladder Model – frustration, conflict, and competition)

• The name “Storming”, rightly suggests storms or turbulence. It is a stage where the team may face a lot of turbulence.
• Roles and responsibilities are articulated. People push for position and power and competition is high.
• The team starts to do project work – technical discussions, management approach discussions, etc.
• There are high chances that disagreements may arise between team members in this phase.
• We can say that this is a stage where team members still view themselves as individuals rather than part of the team. They resist control by group leaders.
• The storming stage is marked by a lack of participation, resistance, conflicts, disagreements, and high emotions among the team members. The level of participation by members is at its highest (for some) and its lowest (for some).
• Strategies for management of the team in the Storming stage – 
  • The team leader should actively support and reinforce team behavior, facilitate constructive decision-making through open dialogue between team members so that group wins, and create a positive environment.
  • Continuous communication with team members, outbound activities for better bonding among team members, encouraging leadership, etc.

Impact of the pandemic

Individuals are under an unprecedented amount of stress right now – and the virtual environment makes some feel more enabled to lash out and makes it easier for other individuals to withdraw. Leaders need to find a balance and look for signs that external stress is impacting the team.

Norming Stage (Tuckman Ladder Model – cooperation, supportiveness, and problem-solving)

• The name “Norming” suggests normalization or things cooling down. The project environment starts to get normal after the turbulence it faces in the storming stage.
• In this phase, the team has all the resources for doing the job and they begin to work together. They tend to collaborate with the team members by adjusting their behaviors and work habits to support the team.
• It can be said that this is the stage where the team members learn to trust each other, and starts developing good working relationships along with appreciation.
• Norming stage is marked by traits such as reconciliation, reduced anxiety and emotions, development of trust, and collaboration among the team members.
• Feedback is high, well received, and objective. Team gains commitment from all members on direction and goals.
• Strategies for management of the team in Norming stage – 
  • Recognizing and rewarding individual and team efforts.
  • Team bonding activities, providing more learning opportunities, giving honest feedback, etc.

Impact of the pandemic

There is a lot of research being done on remote-work productivity. The evidence points to more productivity when it comes to completing tasks, at the expense of spontaneous collaboration. Find ways to encourage that collaboration – use your Slack or MS Teams channels in a very deliberate way. When you see a spark of creativity, connect the right people and throw them into a brainstorming opportunity. Be the facilitator of the interactions – and then step back and watch. 

Performing Stage (Tuckman Ladder Model – creativity, innovation, and delivery)

• The name “performing”, suggests that the team performing well. Team members feel very motivated, with little waste and very efficient team operations.
• This is the stage when the team evolves into a well-organized cohesive unit.
• The team is efficient, objective outlook, and works together effectively. Individuals take pleasure in the success of the team – big wins.
• The team members are more interdependent and perform their work efficiently and work through any issues smoothly and effectively.
• In this stage, the Project Manager can give his most attention to developing individual team members.
• Strategies for management of the team in the Performing stage – 
  • Minimal Intervention, if feasible help the team to evolve into a self-organizing team, 
  • Give honest and constructive feedback whenever required etc.

Impact of the pandemic

As restrictions ease and move us into a more hybrid model of work, it will make less of a difference where people are working. How people are working will be the focus. 

Adjourning Stage (reflection, accomplishment, and disbanding)

• The name “Adjourning” rightly suggests ending or stopping.
• This is the stage when the project work is completed by the team, and the team is released from the project.
• This occurs in the Close Project or phase process.
• Strategies for management of the team in Adjourning stage – 
  • Rewarding and recognizing at both individual and team levels.
  • Providing support and counseling on career and opportunities to team members, Celebrating.

Impact of the pandemic

Individuals are not only under an unprecedented amount of stress right now, but also extreme loneliness. It may be helpful to your learners that during these stages you provide a means of communication so that they can keep in touch, but also invite them into conversations when the project is completed. Chatting about things beyond the classroom and work also helps this stage’s impact to be lessened.

Summary

An effective Project Manager successfully balances and blends the qualities of a manager and a leader. Management qualities will help you assign and complete tasks, and leadership qualities will help you motivate and influence your team members to work efficiently. Your management style may not change, but your leadership may change according to the stages of team formation. Leadership style will vary in different stages of team formation; however, the objective will be the same: to lead the team to achieve the project’s objectives.