5 Stages of Group Development

stages of group development

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5 Stages of Group Development

stages of group development

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preetimutiaray

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5 Stages of Group Development

Stage 1: Forming
In the Forming stage, personal relations are characterized by dependence. Group members rely on safe,
patterned behavior and look to the group leader for guidance and direction. Group members have a desire
for acceptance by the group and a need to know that the group is safe. They set about gathering
impressions and data about the similarities and differences among them and forming preferences for
future subgrouping. Rules of behavior seem to be to keep things simple and to avoid controversy. Serious
topics and feelings are avoided.
The major task functions also concern orientation. Members attempt to become oriented to the tasks as
wellas to one another. Discussion centers around defining the scope of the task, how to approach it, and
similar concerns. To grow from this stage to the next, each member must relinquish the comfort of nonthreatening topics and risk the possibility of conflict.
Stage 2: Storming
The next stage, which Tuckman calls Storming, is characterized by competition and conflict in the
personalrelations dimension an organization in the task-functions dimension. As the group members
attempt to organize for the task, conflict inevitably results in their personal relations. Individuals have to
bend and mold
their feelings, ideas, attitudes, and beliefs to suit the group organization. Because of "fear of exposure" or
"fear of failure," there will be an increased desire for structural clarification and commitment. Although
conflicts may or may not surface as group issues, they do exist. Questions will arise about who is going to
be
responsible for what, what the rules are, what the reward system is, and what criteria for evaluation are.
These reflect conflicts over leadership, structure, power, and authority. There may be wide swings in
members behavior based on emerging issues of competition and hostilities. Because of the discomfort
generated during this stage, some members may remain completely silent while others attempt to
dominate.
In order to progress to the next stage, group members must move from a "testing and proving" mentality
to a
problem-solving mentality. The most important trait in helping groups to move on to the next stage seems
to
be the ability to listen.
Stage 3: Norming
In Tuckmans Norming stage, interpersonal relations are characterized by cohesion. Group members are
engaged in active acknowledgment of all members contributions, community building and maintenance,
and
solving of group issues. Members are willing to change their preconceived ideas or opinions on the basis
of
facts presented by other members, and they actively ask questions of one another. Leadership is shared,
and
cliques dissolve. When members begin to know-and identify with-one another, the level of trust in their
personal relations contributes to the development of group cohesion. It is during this stage of
development
(assuming the group gets this far) that people begin to experience a sense of group belonging and a
feeling of
relief as a result of resolving interpersonal conflicts.
The major task function of stage three is the data flow between group members: They share feelings and

ideas, solicit and give feedback to one another, and explore actions related to the task. Creativity is high.
If
this stage of data flow and cohesion is attained by the group members, their interactions are characterized
by
openness and sharing of information on both a personal and task level. They feel good about being part of
an
effective group.

5 stages of group development .doc

The major drawback of the norming stage is that members may begin to fear the inevitable future breakup
of
the group; they may resist change of any sort.
Stage 4: Performing
The Performing stage is not reached by all groups. If group members are able to evolve to stage four,
their
capacity, range, and depth of personal relations expand to true interdependence. In this stage, people can
work independently, in subgroups, or as a total unit with equal facility. Their roles and authorities
dynamically adjust to the changing needs of the group and individuals. Stage four is marked by
interdependence in personal relations and problem solving in the realm of task functions. By now, the
group
should be most productive. Individual members have become self-assuring, and the need for group
approval
is past. Members are both highly task oriented and highly people oriented. There is unity: group identity
is
complete, group morale is high, and group loyalty is intense. The task function becomes genuine problem
solving, leading toward optimal solutions and optimum group development. There is support for
experimentation in solving problems and an emphasis on achievement. The overall goal is productivity
through problem solving and work.
Stage 5: Adjourning
Tuckmans final stage, Adjourning, involves the termination of task behaviors and disengagement from
relationships. A planned conclusion usually includes recognition for participation and achievement and an
opportunity for members to say personal goodbyes. Concluding a group can create some apprehension in
effect, a minor crisis. The termination of the group is a regressive movement from giving up control to
giving
up inclusion in the group. The most effective interventions in this stage are those that facilitate task
termination and the disengagement process.
Adapted from:
Tuckman, B. (1965) Developmental Sequence in Small Groups. Psychological Bulletin, 63, 384-399.
Tuckman, B. & Jensen, M. (1977) Stages of Small Group Development. Group and Organizational
Studies,
2, 419-427.
For a group to develop properly through the stages of group development, it needs to do the
following.
1. Rotate the responsibility of group facilitation.
2. The purpose/mission of the group must be clear to all members and the purpose/mission
should be periodically revisited.
3. Ground rules should be established and monitored.
4. Help group understand that conflict (conflict in a positive way) is a normal and perhaps
necessary part of group development.
5. Group must be reminded to listen to each other.

6. Wrap-up at the end of each session should be comprised of meaningful and constructive
comments relative to group process.
7. Everyone must contribute and work to make the group a learning team.