> For the complete documentation index, see [llms.txt](https://isubasinghe.gitbook.io/isithas-wiki/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://isubasinghe.gitbook.io/isithas-wiki/software_engineering/management/individuals_and_motivation/teams_forming_and_performing.md).

# How teams form & perform - Tuckman's team development model

## Basic idea

Tuckman (1965) proposed that teams pass through 4 (later 5) stages on their way to effectiveness. The point is that "storming" is *normal*, not a sign of failure — and "adjourning" deserves attention too.

## Key facts

* Stages: **Forming** → **Storming** → **Norming** → **Performing** → **Adjourning** (added later).
* Positive signs: clear comms, brainstorming, consensus, shared problem-solving, timely hand-offs.
* Negative signs: silos, "thrown over the wall" work, blame culture, frequent absence.
* First proposed by Bruce Tuckman in 1965
* 4 stages - Forming, Storming, Norming, Performing --> Adjourning (added later)

## Is the team effective or not

### Positive signs

* Clear comms
* Regular brainstorming
* Concensus among team members
* Problem solving done by the group
* Commitment to the project outcomes and the other team members
* Regular team meatings are effective and inclusive
* Timely hand off from team members to others or early advise if this wont happen
* Positive supporting relationships

### Negative signs

* Lack of comms
* No clear roles or responsibilities
* Work is thrown over a wall
* Team members work alone
* Blame others when things go wrong, no one accepts responsibility
* Lack of support for others
* Frequently absent impacting time and creating additional work for others