The five stages of team development
Most team development experts agree that teams will go through five different stages. How quickly a team progresses through each stage will depend on the team members, their individual skills, the work they are expected to do, and the type of leadership available to the team.
Bruce Tuckman considered the four main stages of team development in order as Form, Storm, Normalize, and Execute. Later, when self-managed teams became common in business, he added a fifth stage of Closure/Transformation. Thomas Quick called the five stages of teams: Search, Define, Identify, Process, and Assimilate/Reform. Whatever term is used for the stages, teams will go through all five during their development and work processes.
Level 1 – The first stage is when the team is formed and the members meet. They learn what the team’s opportunities and challenges will be. Individual members may be confused about their role or not understand the need for the team. Members will agree on goals and assign actions for work, often working independently. Ground rules or team guidelines are established. Initially, the team leader may be a group member, a supervisor, a manager, or a consultant who will facilitate the team-building process. Leadership will help the team define its processes. At this stage, the leader must be directive and understand the training requirements of the team to advance through each stage.
Stage 2 – During the second stage, individual expression of ideas occurs and there is open conflict between members. Members tend to focus on details rather than problems and compete for influence. Low trust among team members is an obvious indicator of this stage. The team must select the desired leadership style and decision methodology. The team leader can help by emphasizing tolerance and patience among members. The leader must guide the team process toward clear goals, defined roles, acceptable team behavior, and a mutual feedback process for team communication.
Stage 3 – In the third stage, the team develops work habits that support the norms and values of the group. They use established tools and methods; exhibit good behaviors; increases mutual trust, motivation and open communication; positive teamwork and group focus are evident. Team relationships grow and individual characteristics are properly understood and utilized. The team leader continues to encourage participation and professionalism among team members.
Stage 4 – The fourth stage shows high levels of loyalty, participation, motivation and group decision making. Increase knowledge sharing, cross-training, and interdependence. The team directs itself in developing plans and strategies to achieve its goals and get the job done. Personal growth and sharing are encouraged throughout membership. The leader becomes a facilitator who helps the team in the communication processes and helps if they go back to an earlier stage.
Stage 5 – For project teams, temporary committees or working groups that come to an end, there will be a final stage in which they celebrate and recognize the achievements of the group. Then a bit of mourning the dissolution of the team relationship and beginning to plan for the change in individual job requirements. During this stage, leadership should emphasize organizational gratitude and individual and team recognition. For ongoing work teams, there may be a higher level of performance as they develop and transform as individuals and reform into revised teams. It is important to note that ongoing work teams can revert to earlier stages when new people are added to the team.
It takes time and effort to progress through the various stages of team development. Each team will go through all the stages. However, the timeline for each stage may be different for each team based on individual members and their skill levels, the work the team is expected to do, and team leadership during each stage.