Understanding stages of group development

Many of us, as enablers of change, work with groups. We’re thinking about peer-to-peer farmer groups such as action groups, discussion groups, and catchment groups. If we’re focused on shared learning and success for those groups, then being able to guide them through the ups and downs of working together is important. To do that well, we need to understand the different stages that groups move through. So let’s explore a framework for that—Tuckman’s stages of group development.

This work goes back to 1965 when Bruce Tuckman, an American psychological researcher, published a theory outlining the phases groups typically go through. He outlined four stages for groups: forming, storming, norming and performing. He later added a fifth stage, adjourning. Understanding these stages can be incredibly useful for anyone facilitating farmer groups, as it helps you anticipate challenges and support the group’s progress.

Tuckman’s stages of group development. Modified from Kati, 2023. 

Let’s go through these stages and see what’s important in each. The first stage is the forming stage. You can think of the forming stage as the honeymoon phase of group development. Everyone is polite, excited, and maybe a bit anxious. People are figuring out their roles and looking to the leader or facilitator (that’s often us!) for guidance. In this stage, we need to support the group to set clear objectives, and articulate the goals and expectations of the group. We can also encourage questions and discussions to help everyone get comfortable and help build relationships. This means making time for icebreakers and getting-to-know-each-other activities.

The next stage is the storming stage. This is the reality check, where the honeymoon ends, and reality sets in. Conflicts might arise as people start to express their individual opinions and challenge each other. It can be a bit chaotic, but it’s a natural and necessary part of group development. In this stage we need to remember that conflict is normal and can be constructive.

As facilitators of the group we need to guide discussions to ensure that conflicts are resolved in a healthy way. We also need to reinforce goals by reminding the group of their objectives and why they decided to be a group to start with. This helps them stay focused.

The third stage is the norming stage where the group is starting to feel normal and comfortable. In this stage the group starts to find its rhythm. Roles are clearer, and there’s a sense of camaraderie. People are more willing to collaborate and support each other. In this stage, we need to keep encouraging collaboration by ensuring we support members to work together (teamwork makes the dreamwork!) and helping the group to problem solve together. We also need to remember to help the group celebrate progress. We can remind them of milestones and successes to boost morale. We also need to make sure the group norms and procedures are helping the group function smoothly.

The fourth stage is the performing stage where groups are hitting their stride. This is the stage where the magic happens! The group is now working efficiently towards its goals. There’s a high level of trust, and everyone is contributing their best. It’s a well-oiled machine! In this stage we’re standing back a little, giving them the autonomy to make decisions and take ownership of their work. We are helping maintain momentum by keeping the energy up and addressing any emerging issues promptly.

The final stage is the adjourning stage. This is a natural part of a group process, although we often ignore it or pretend it’s not happening, because this is about wrapping it up. And we don’t always like this, because often the group has been fun! They’ve done some great work. But we need to acknowledge when the group’s work is done, and it’s time to disband. This can be a bittersweet moment, as people reflect on their accomplishments and the relationships they’ve built. In this stage it’s important to celebrate achievements. We should consider holding a closing event to celebrate the group’s successes, where we encourage reflection and get the group members to share their experiences and learnings. The goal is to ensure that everyone feels a sense of closure and knows what’s next for them.

Understanding Tuckman’s stages can really enhance your effectiveness as an enabler of change. By recognising what stage a group is in, you can tailor your approach to meet their needs and support them to achieve their goals. Remember though that every group is unique and may move through these stages at different paces. We need to be patient, stay adaptable, and help create an environment where the group can work together well. Good facilitation really is the key!

Well, you’ve read our thoughts, now we’d like to hear yours! Add a comment below and tell us about your experiences with understanding group stages, including any tips and further ideas about this. We don’t want this to be just a one-way conversation—join in by sharing your thoughts and ideas with us! 

Resources

Tuckman, B. W. (1965). Developmental sequence in small groups. Psychological bulletin, 63(6), 384. Available online 

Tuckman, B. W., & Jensen, M. A. C. (1977). Stages of small-group development revisited. Group & organization studies, 2(4), 419-427. Available online 

West Chester University have a great resource on the group stages, available here