Stages of Team Growth*
A self-directed team
or
A team at war with itself?
*Content taken from: Scholtes, P. The Team Handbook: How to use
teams to improve quality. Joiner Assoc. Madison, WI. 1988.
Teams must go through several stages
before being able to function productively.
Unfortunately, many give up before the
“productive” stage is reached. Here are
the 4 stages of team growth.*
*(Scholtes acknowledges this comes from: Bruce Tuckman’s
“Development Sequence in Small Groups. Psychological Bulletin, 1955)
Stage 1: Forming
• Includes feelings of excitement, pride in being
chosen; optimism; some anxiety about the work.
• Behaviors are aimed at attempting to define the
task and decide how it will be accomplished;
define group behavior (positive and negative);
decide data needed; initial discussions can be
lofty or off the mark; team may accomplish very
little toward the goal of the team.
• This is normal!! The team members are getting
to know each other and decide on roles,
strengths, etc.
Stage 2. Storming
• Includes feelings of frustration because the task may be
bigger than they thought; some members may want to
do the work “their” way; impatience may lead to rushing
and not being attentive to details; resistance to the task
and to QI in general.
• Behaviors may include arguing even when they really
agree on the real issue; defensiveness and competition;
questioning the wisdom of selecting this project; increase
tension.
• This is normal!! The team members are beginning to
understand one another, even in what seems like a
dysfunctional way.
Stage 3: Norming
• If the group can get storming behind them, the members
will begin to reconcile competing loyalties and
responsibilities.
• Includes feelings of acceptance and ability to express
criticism constructively; willingness to be part of the
team; relief that progress is being made toward the goal.
• Behaviors may include more of an attempt to achieve
harmony and avoid conflict; more friendliness and
sharing of personal and professional issues; establishing
and maintaining ground rules (the norms).
• This is normal!! As team learn to work together, less
energy is devoted to individual differences and more to
the project at hand.
Stage 4: Performing
• The team has settled its’ relationship and expectations.
• Includes feelings of not only acceptance but having
insights into personal and group processes; they
understand each others’ strengths and weaknesses and
use these for the good of the group’s goal.
• Behaviors may include constructive self-image; ability to
prevent or work through group problems; close
attachment to the group.
• The team is now effective and can more quickly through
the tasks.
The duration and intensity of
these stages vary from team to
team. Sometimes Stage 4
(performing) is achieved in a
meeting or two; others may take
months.
However, with a leader and/or
facilitator who has good
meetings skills and a template to
keep the meeting on track, the
group will be productive much
quicker and avert serious
conflicts.