The 5 Stages of Team Development, With Examples

Key takeaways:

• Tuckman's five stages (forming, storming, norming, performing, adjourning) describe how teams grow and adapt over time
• Each stage requires a different leadership style — from directive guidance early on from mentors to supportive facilitation later
• Conflict is normal during the storming phase and can actually strengthen collaboration within the entire team when handled constructively
• Team-building activities and open communication accelerate movement from forming to performing
• Understanding these stages can help leaders build trust, boost employee engagement, develop leadership skills, and achieve sustained team success

Every high-performing team starts as a group of strangers with different ideas, goals, and working styles. Turning those individuals into a unified team that collaborates seamlessly takes time, structure, and intentional leadership.

That's where Tuckman's theory on the stages of team development come in. Developed by psychologist Bruce Tuckman, this framework outlines how groups naturally progress from forming connections to achieving shared success. 

The model — still widely used by managers, educators, and project leaders today — offers a clear roadmap for understanding group dynamics and accelerating team growth.

Now 60 years after its introduction, Tuckman's model remains essential in modern workplaces, from agile software teams to hybrid creative departments. 

This article breaks down each of the five stages of team development, explains what success looks like in each phase, and shares real-world examples and activities you can apply to your own team today.

What is Tuckman's model of team development?

Tuckman's model of team development recognizes that groups don't form spontaneously or immediately. 

They develop through clearly defined stages, eventually transitioning from strangers with singular ambitions to a dynamic group of collaborators with a like-minded focus.

Tuckman — an educational psychologist — originally came up with his team-building theory in 1965 when his research revealed that groups of all kinds followed a common four-step pattern when forming into teams. 

Twelve years later, in collaboration with Mary Ann Jensen, he expanded the theory to include a fifth stage, which took into account the team's disbanding once it reached its goals.

For over 50 years, managers and team leaders across many industries, including health and social care, the military, and software development, have leveraged Tuckman's stages model to reach their desired results. 

Let's explore the stages and offer some ideas for group activities to help your team reach its full potential.

What are the 5 stages of team development?

The five stages of team development are:

1. Forming
2. Storming
3. Norming
4. Performing
5. Adjourning

This team development framework, according to Tuckman, progresses naturally and fluidly, each stage building on the one that preceded it and sometimes reverting to a previous stage before moving forward. We'll explain each stage in detail.

1. Forming stage

Goal of this stage: Create a shared foundation where every member understands why the team exists, what success looks like, and how they'll work together to achieve it.

The forming stage marks the beginning of a new team's journey, when members meet for the first time and start to understand the project's purpose.

It's an exciting but uncertain phase where enthusiasm mixes with nerves as people learn how they'll fit into the group.

This is what happens during the forming stage:

• Team members are polite, curious, and cautious as they get to know one another
• Roles, goals, and expectations are still undefined
• Everyone looks to the leader for guidance and structure
• Trust hasn't yet formed, so communication tends to be formal and reserved

And, the leader has priorities at this stage as well:

• Clarify the mission. Clearly explain the project's purpose and desired outcomes.
• Define team roles. Outline each person's responsibilities and how they contribute to the bigger goal.
• Establish norms. Set ground rules for effective communication, collaboration, and accountability.
• Encourage introductions. Create icebreaker activities to build familiarity and comfort.
• Set expectations. Discuss milestones, meeting cadences, and how decisions will be made.

How to be successful in the forming stage

In the forming stage, most new team members are eager to have the team leader's guidance. While everyone likely has plenty of questions, some team members may still be nervous about speaking up in front of the group.

A successful leader will use this to their advantage, taking charge and laying the foundations for team success. 

During these earlier stages of team building, being a successful leader is largely about providing clarification and a shared team vision. Leadership strategies in the forming stage include:

• Facilitating introductions. The typical team consists of members of a diverse range of skill sets and personalities. The forming stage is an excellent time to facilitate ice-breaking exercises to foster trust and a sense of belonging.
• Defining the team's goals. Now is the time to get everyone on the same page about what the team needs to accomplish and why. Establish a shared vision and describe the process the team will follow to work toward success.
• Clarifying team roles. A productive team needs structure and clearly defined roles. This is the time to establish a decision-making hierarchy and explain how each team member will be expected to contribute.
• Outlining project management expectations. Introduce any project management tools or strategies you intend to use to keep the team on track toward deadlines. Create a schedule for regular team meetings and check-ins.‍
• Fostering open dialogue. A great leader is also a great listener. Encourage team members to share any questions or concerns up front to foster mutual trust and respect.

2. Storming stage

Goal of this stage: Transform conflict into collaboration. A team that learns to debate constructively and resolve tension here will lay the groundwork for lasting trust and performance in the stages ahead.

The storming stage of team development is when early politeness fades, and real personalities, work styles, and priorities begin to surface. 

This phase often brings friction — but it's a crucial step toward long-term team cohesion.

Here's what usually happens during the storming stage:

• Differences in opinions and work approaches start to appear
• Team members challenge ideas, processes, or leadership decisions
• Power dynamics shift, and small cliques may form
• Productivity can temporarily dip as the team works through disagreements

Conflict isn't failure — it's feedback. The storming phase allows underlying issues to surface so they can be resolved. Teams that navigate this stage constructively build stronger trust and communication for the long term.

Leader priorities at this stage include:

• Refocus on shared goals. Reiterate the team's mission and what success looks like.
• Clarify roles and expectations. Prevent confusion by making sure each member knows their responsibilities.
• Encourage open dialogue. Create space for respectful debate and diverse perspectives.
• Mediate early conflicts. Step in when disagreements stall progress, but guide rather than dominate the discussion.
• Recognize progress. Acknowledge even small steps forward to sustain motivation.
• Model emotional intelligence. Demonstrate calm, active listening, and fairness when tensions rise.

How to be successful in the storming stage

The ability to anticipate the storming stage can be a major asset for team leaders. Don't get sucked into any team-wide discouragement that may set in — instead, preserve morale by serving as a mediator.

Help your team move through this turbulent stage by:

• Turning conflicts into opportunities. Acknowledging that complications are natural at this stage can help put your team at ease. Encourage team members to focus less on problems and more on solutions.
• Establishing boundaries. Set ground rules to foster mutual respect. For instance, keep outspoken team members from dominating the conversation so everyone can express their viewpoints without interruption.
• Practicing active listening. Conflict mediation is often less about providing answers and more about guiding team members to their own solutions. Practicing active listening will help you steer the conversation in the right direction.‍
• Remaining objective. Resist the urge to take sides when mediating conflicts over clashing opinions. Focus on offering healthy conflict resolution strategies to bring your team closer together.

3. Norming stage

Goal of this stage: Build lasting cohesion. The team should begin to operate with mutual trust, shared accountability, and a sense of collective ownership over results.

The norming stage marks the shift from tension to teamwork. After navigating early conflicts, the team begins to find its rhythm — trust deepens, communication improves, and collaboration becomes more natural.

Here's what often happens during the norming stage:

• The team starts to agree on shared goals and priorities
• Roles and responsibilities feel clearer and more balanced
• Group norms, values, and workflows begin to solidify
• Constructive feedback replaces conflict, and morale improves
• Members feel more comfortable sharing ideas and taking initiative

Leader priorities at this stage include:

• Reinforce collaboration. Highlight how teamwork drives progress and celebrate examples of effective cooperation.
• Encourage feedback. Create space for open discussions on what's working and what needs improvement.
• Support stability. Avoid micromanaging — intervene only when needed so the team can become self-sufficient.
• Celebrate small wins. Recognize milestones to maintain motivation and confidence.
• Promote reflection. Encourage the team to evaluate its processes and make small adjustments for efficiency.

How to be successful in the norming stage

As a team enters the norming stage, team leaders can lay the groundwork for the high-performing stage that's soon to come. 

While a lesser degree of conflict mediation may still be necessary, fostering teamwork and motivation remains equally important.

These are some hallmarks of a successful leader during the norming stage:

• Celebrating wins. The norming stage often ushers in a wave of productivity as the group dynamics and norms become established. This can be an excellent time to boost motivation by celebrating the contributions of various team members and the team as a whole
• Encouraging team building. Seek opportunities to capitalize on the growing trust between group members. This can provide your team with valuable chances to solidify growing bonds and enhance feelings of inclusion.
• Collecting group feedback. Now is also a great time to evaluate team progress as a group. Provide opportunities to address challenges and develop collaborative solutions.
• Providing individual support. Not all team members may feel comfortable addressing individual challenges in a group setting. Emphasize that your doors are always open if anyone needs individual coaching.

4. Performing stage

Goal of this stage: Sustain momentum while nurturing a culture of trust and accountability. Teams in the performing stage should feel confident, motivated, and capable of achieving results without constant oversight.

The performing stage is when a team reaches peak effectiveness. 

At this point, members understand one another's strengths, communicate openly, and collaborate with minimal friction. The focus shifts from managing relationships to achieving results.

Here's what can happen during the performing stage:

• Team members work independently and efficiently toward shared goals
• Creative problem-solving and innovation thrive as trust deepens
• Roles and responsibilities are clear, allowing smoother collaboration
• Productivity and morale are both at their highest levels
• The team adapts quickly to new challenges or changes in direction

This is the payoff for all the groundwork laid in earlier stages. The performing phase represents true synergy, where individual strengths compound into collective success. It's when teams deliver consistent, high-quality results and begin to exceed expectations.

Leader priorities at this stage include:

• Empower autonomy. Give team members ownership of their work and trust them to deliver.
• Encourage innovation. Support experimentation and new ideas that push the project forward.
• Recognize achievements. Celebrate milestone achievement and individual contributions to maintain motivation.
• Monitor workload balance. Prevent burnout by ensuring productivity doesn't come at the cost of well-being.
• Provide strategic direction. Shift from day-to-day management to long-term planning and optimization.

How to be successful in the performing stage

In the performing stage, a team leader can become more of a facilitator as each group member embraces their individual role and responsibility.

While the occasional conflict may still arise, demonstrating great leadership in the performing stage often comes down to providing encouragement and strategic direction by:

• Continuing to offer coaching and support. By this stage, you'll ideally have earned the trust and respect of each group member. Offer assistance in helping team members address any challenges that may arise.
• Encouraging shared leadership. Shared leadership among various group members will naturally arise throughout the development process. Celebrate this process as a win and encourage collaborative efforts.
• Acknowledging contributions. Some team members will naturally have more dynamic personalities than others. Make sure even the most reserved team members' contributions are noted.
• Fostering work-life balance. While the performing stage is where the magic happens, beware of the dangers of burnout. Insist on maintaining a healthy work-life balance to keep your team performing at its best.

5. Adjourning stage

Goal of this stage: End the project on a positive note by honoring achievements, reinforcing shared learning, and leaving every team member with a sense of closure and pride in what they accomplished together.

The adjourning stage marks the conclusion of a team's journey. After completing its objectives, the group begins to disband, often with mixed emotions. 

Members may feel pride in what they've accomplished, but also sadness about saying goodbye or uncertainty about what comes next.

These things often happen during the adjourning stage:

• Team members complete final deliverables and documentation
• Workload shifts from execution to closure and reporting
• Individuals reflect on achievements and lessons learned
• Some members start preparing for their next project or role
• Emotional reactions vary, ranging from satisfaction to nostalgia

How a team closes out its work can influence future collaboration and morale. A thoughtful, well-managed conclusion provides closure, reinforces accomplishments, and preserves relationships for future projects.

Leader priorities during adjourning include:

• Celebrating success. Recognizing both team and individual contributions publicly.
• Acknowledging emotions. Validating that endings can be both rewarding and bittersweet.
• Facilitating reflection. Holding a final meeting to discuss lessons learned and key takeaways.
• Ensuring smooth transitions. Helping team members move confidently to new assignments.
• Documenting insights. Capturing best practices and recommendations for future teams.

How to be successful in the adjourning stage

Team leaders are crucial to helping a team navigate the emotions that often arise during the adjourning stage. 

Effective leadership in this stage of a group project involves equal parts support and planning.

Here are some ways to stick the landing in this final stage:

• Recognize achievements. Celebrating individual and team success can be a great way to boost motivation as the project ends.
• Address uncertainty. The end of a team project often brings up anxiety as group members wonder what the future holds. Providing any support or resources available may help team members navigate the transition.‍
• Practice active listening. A listening ear and emotional validation can be more effective than simply telling team members to "look on the bright side."‍
• Complete practical considerations. Ensure all final tasks and deliverables are finished and prepare any additional information required for other stakeholders.

Group activities for each stage of team development

As your newly formed team starts its journey together, nurture team members through each phase of team development through team-building activities.

For example, let's say you're heading up a group in your marketing department dedicated to the launch of a food product for a new client. 

The campaign will last six months. About half of your creative team members are full-time workers who know each other well and have been with the company for years. The other half are remote independent talent hired for this specific campaign.

This is the first time anyone in the group of independent talent has worked with anyone from the company. 

Because you're managing a distributed team, focus on boosting collaboration between employees and freelancers.

We outline some activities to bolster camaraderie among members on your creative team.‍

Stage 1: Forming activities

Forming is all about getting acquainted with the company and team members. The following activities — which everyone can participate in over video conferencing — can be helpful icebreakers:

• Introductions. Match up each full-time or existing team member with a new team member. Each will tell the other their name, their job on the team, and two fun facts about themselves. Each person will then introduce the other to the group.
• Client trivia. If the client you'll be working for is new to the company, everyone might have limited knowledge about them and their product or service. Divide your group into two teams. Give one team 30 minutes to research the client and the other team 30 minutes to research their product or service. Each team will then have one hour to create a 15-minute presentation about what they learned.
• Pet pictures. Nothing brings people together like their pets. Have everyone change their online avatar to a picture of their pet for the day. Encourage people who don't have pets to take a picture of something (or someone) else in their home they are fond of, like a favorite plant.

Stage 2: Storming activities

Storming stage activities usually center around conflict resolution and the easing of tensions. Examples include:

• Using video whenever possible. Since your full-time and remote independent workers are still learning to work together, encourage them to communicate via video, especially to resolve issues. Workers will be much more likely to empathize and work toward a resolution when they see each other's expressions and body language.
• Giving compliments. A great storming stage activity is to help remind people that everyone on the team is there because they have something valuable to contribute. As the new kids on the block, the temporary participants may feel insecure about how the team evaluates their work. Encourage full-time team members to compliment and thank the independent talent for their contributions when appropriate.
• Looking at how far the team has come. Map out a visual representation — like an infographic or a slide deck — of the team's progress so far. This reminds everyone that they're working toward a common goal. Consider noting accomplishments like creating new workflows or doing research, then visualizing them in a slideshow presentation.

Stage 3: Norming activities

You want to give the team a wide berth during the norming stage as they move toward the performing stage. It's not unusual for some group members to propel the team back, at least temporarily, into storming.

Try hosting a virtual happy hour or find some other lighthearted way for independent creatives and full-time team members to meet for reasons other than work.

Stage 4: Performing activities

The performing stage is where teamwork peaks and productivity thrives. At this point, your group has built trust, developed efficient workflows, and is aligned around shared goals. 

The focus now is to sustain momentum, spark innovation, and prepare for the project's conclusion without losing energy.

These activities can keep your team performing at its best:

• Thinking about the future. Encourage the team to visualize success a few months ahead and use this exercise to reinforce purpose. Digital vision boards made with tools like Canva can help capture goals and milestones.
• Asking key questions. Hold regular feedback check-ins and use prompts like what's working, what isn't, and what can we improve to support honest reflection and problem-solving.
• Seeing what sticks. Run a quick brainstorming session to collect creative ideas for the final phase. For hybrid or remote teams, schedule a video call so everyone can share in real time.

Stage 5: Adjourning activities

The adjourning stage marks both an ending and a new beginning. As the project concludes, successful team members shift their focus to closure, reflection, and future opportunities. 

It's a time to celebrate accomplishments, acknowledge challenges, and capture lessons learned before everyone moves on to their next endeavor.

Activities to wrap up the project successfully include:

• Hosting a team reflection session. Gather the group to review highlights and hurdles, and have each person share a takeaway, a proud moment, and a challenge they overcame.
• Revisiting your future vision boards. Compare early goals with actual outcomes, celebrate the milestones hit, and note new aspirations for upcoming projects.
• Capturing lessons learned. Run a concise postmortem to identify what worked and what didn't, then document insights in a shared location for future reference.
• Recognizing and celebrating contributions. Acknowledge each person's role, send personalized thanks, and spotlight team wins across the organization to close on a positive note.

Tools and resources to help the team through each stage

The right tools make it easier for leaders to guide teams through the five stages of development. 

These tools and resources include:

• Team transparency tools. Platforms like Slack, Asana, Trello, and Gatheround help keep everyone aligned through communication channels, project boards, meeting rooms, prompts, and real-time analytics.
• Team-building games. Options such as 400 Conversation Cards for Coworkers, 52 Essential Relationship Skills, and Office Madness encourage participation, build empathy, and strengthen bonds across all stages.
• Personality and work-style assessments. Tools like Myers-Briggs, the Enneagram, DiSC, and the Keirsey temperament test help team members better understand one another's strengths and communication styles.
• Productivity enhancers. Ensure all contributors have awareness of personal productivity methods and access to productivity tools that will help them contribute optimally to the team.
• Conflict resolution resources. The Conflict Resolution Network offers podcasts, training materials, and templates to help leaders navigate disagreements more effectively.
• Feedback tools. Anonymous survey platforms like SurveyMonkey and SurveyHero make it easier for team members to share honest input, especially during the norming and performing stages.
• Achievement recognition tools. Platforms like Bonusly support peer-to-peer recognition, milestone celebrations, and reward systems that reinforce a positive team culture.
• Work-life balance resources. For remote or hybrid teams, services like Confetti offer hosted virtual events that help prevent burnout and create opportunities for connection.

Start developing an effective team today

Guiding a group through the five stages of team development requires a great deal of skill and effort. If you're a team leader who could use some advice on bringing out the best in your team through mentorship, reach out to one of the skilled independent team-building professionals on Upwork.

Whether you need guidance designing a group activity or creating a positive work culture, we'd be delighted to connect you with an expert who can help. 

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Upwork is not affiliated with and does not sponsor or endorse any of the tools or services discussed in this article. These tools and services are provided only as potential options, and each reader and company should take the time needed to adequately analyze and determine the tools or services that would best fit their specific needs and situation.

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