Stages of Team Development: A Practical Guide for High-Performing Teams
Ever wonder why some teams just click, while others stall, clash, or crumble under pressure? It’s not luck. Its development.
Behind every high-performing team is a journey—a path from polite introductions to productive flow, with a few bumps (and maybe blowups) along the way. Whether you’re leading a fresh project management initiative, scaling a startup team, or managing remote collaborators across time zones, understanding how teams evolve is the key to guiding them toward success.
In this guide, we’ll walk you through the five essential stages of team development—what to expect, how to lead through them, and how to unlock your team’s effectiveness, no matter where they are on the journey.
Table of Content
Overview of the 5 Stages of Team Development
In 1965, American psychologist Bruce Tuckman introduced a simple yet powerful framework to describe the progression of team dynamics: the Five Stages of Team Development. Tuckman’s model was originally based on research into stages of group development and aimed to help educators, managers, and psychologists understand how people collaborate over time.
His work was groundbreaking because it gave language to the unspoken but deeply human process of team formation. Tuckman’s original model included four stages—Forming, Storming, Norming, and Performing—which described the path teams take from initial meeting to becoming fully functional, goal-oriented units. Later, in 1977, he and colleague Mary Ann Jensen added a fifth stage—Adjourning—to acknowledge the emotional and organizational impact of disbanding a team after a project concludes.
This model has become a staple in development processes across management, HR, education, and psychology fields. Despite being introduced over five decades ago, it remains deeply relevant, especially in today’s world of agile development, cross-functional squads, and remote collaboration.
Here’s a snapshot of the five stages:
- Forming
- Storming
- Norming
- Performing
- Adjourning
By understanding these different stages of team development, leaders can better anticipate roadblocks, encourage cohesion, and create the conditions for long-term success. Tuckman’s work reminds us that individual members must learn to work together effectively, and that the developmental stage of a team greatly influences its ability to perform.
Stage 1: Forming – Building Foundations
The first stage of group development marks the beginning of the team’s journey. Individuals come together—often as strangers—to create a team with shared goals. There’s excitement and optimism, but also uncertainty.
Roles on the team are still undefined, and expectations for the team are forming. Team members are polite, cautious, and focused on making good first impressions. Most communication is surface-level, and conflict is avoided. Team leaders are relied on heavily to set direction.
From a psychological perspective, this stage is all about orientation and team building. Members need time to understand one another’s skills, personalities, and how to work together effectively.
What team leads should focus on:
- Set the tone
- Define the mission
- Clarify roles on the team
- Encourage interaction
Signs your new team is in the Forming stage:
- Questions about purpose and priorities
- Hesitant participation in team meetings
- High dependency on leadership
- Avoidance of difficult conversations
Every strong team development process begins here, with trust and structure laying the groundwork for future growth.
Stage 2: Storming – Facing Friction
As the group begins team tasks, the honeymoon ends and the Storming stage begins. This is often the most difficult developmental stage, where differences in goals, work styles, or communication methods emerge.
Team members test boundaries, challenge the leader, or form cliques. Conflict arises not because of failure, but because people are figuring out how to work together effectively.
This stage is essential for team progress, as it encourages honesty, alignment, and accountability.
What team leads should focus on:
- Normalize conflict
- Facilitate open dialogue
- Clarify decision-making
- Reinforce shared goals
Signs your team is in the Storming stage:
- Friction among team members
- Resistance to roles or directives
- Storm of misunderstandings
- Drop in motivation
Though uncomfortable, this stage is where teams begin shaping their identity and laying the groundwork for more effective collaboration.
Stage 3: Norming – Creating Team Harmony
In the next stage, harmony begins to take root. The Norming phase is where relationships deepen, processes stabilize, and the team dynamics start to feel natural. Members begin to trust, share openly, and support each other.
This stage transforms the team from a collection of individuals into a unit with shared purpose and mutual respect.
What team leads should focus on:
- Reinforce norms
- Support collaboration
- Celebrate small wins
- Delegate more ownership
Signs your team is in the Norming stage:
- Collaboration replaces conflict
- Constructive feedback flows freely
- Less dependence on leadership
- Team energy rises
Norming signals a breakthrough in the development process, with alignment taking center stage.
Stage 4: Performing – Achieving Peak Productivity
The Performing stage is when the team to work becomes truly autonomous and high-performing. Trust is high, communication is fluid, and goals are achieved with minimal oversight.
This stage is often seen in well-established teams that have invested in each earlier phase.
What team leads should focus on:
- Empower members
- Support ongoing development
- Sustain performance
- Recognize achievements
Signs your team is in the Performing stage:
- High trust and creativity
- Proactive solutions
- Strong accountability
- Shared pride in outcomes
This is the reward of good team building—a group of individual members who function seamlessly together.
Stage 5: Adjourning – Wrapping Up the Journey
The final phase, Adjourning, happens when a project ends and the team formation dissolves. It’s a time of reflection, closure, and emotion.
Whether wrapping up a short-term project or long-standing partnership, this stage emphasizes the importance of finishing well.
What team leads should focus on:
- Facilitate reflection
- Celebrate outcomes
- Support transitions
- Preserve knowledge
Signs your team is in the Adjourning stage:
- Closure activities
- Emotional goodbyes
- Handover and documentation
- Winding down of team tasks
By recognizing the emotional weight of this stage of team development, leaders can foster continuity and long-term engagement.
Remote & Hybrid Teams: Does the Model Still Work?
Yes—and it’s more necessary than ever. Remote teams still experience the five stages of team development, but they unfold differently due to digital communication and distance.
Each developmental stage requires more intentionality when people aren’t sharing a room. For example, passive conflict during Storming might show up as disengaged messages or lack of response. Team bonding in Norming may require virtual rituals instead of office camaraderie.
To support team effectiveness in virtual settings:
- Over-communicate expectations
- Use video thoughtfully
- Build rituals into remote workflows
- Acknowledge emotional cues
- Celebrate wins, even if virtual
Remote teams still move through all four stages (plus Adjourning), but success comes from adapting how we lead and connect.
Summing Up
Stages of development aren’t just theory—they’re a real roadmap for creating healthy, high-performing teams. Whether you’re managing a remote project, leading a startup, or building a new department, understanding these stages helps you guide your team through the ups and downs of collaboration.
When you can identify where your team is—and what it needs—you unlock the power to help your people grow, connect, and perform. Because strong teams aren’t born, they’re built, one stage at a time.
FAQ
While stages tend to follow a pattern, teams can move through them quickly or even cycle backward, especially if a new team member joins or leadership shifts. For instance, a high-functioning team might revisit Storming if roles become unclear. The goal is not to skip stages, but to address what your team needs, wherever they are.
There’s no universal timeline. The first stage of group development may last days or week,s depending on team size, urgency of deliverables, and team culture. Likewise, Storming might be brief or prolonged depending on how the conflict is handled. Observing team meetings, interpersonal dynamics, and team progress can guide you better than a calendar.
A team stuck in Storming likely has unresolved issues—lack of trust, unclear roles on the team, or poor communication. Leaders should create safe spaces for feedback, revisit expectations for the team, and model respectful interaction. Sometimes, outside facilitation or realignment of team tasks can help move the team forward toward Norming and Performing.
TurnKey Staffing provides information for general guidance only and does not offer legal, tax, or accounting advice. We encourage you to consult with professional advisors before making any decision or taking any action that may affect your business or legal rights.
Tailor made solutions built around your needs
Get handpicked, hyper talented developers that are always a perfect fit.
Let’s talkPlease rate this article to help our team improve our content.
Here are recent articles about other exciting tech topics!
