The 5 stages of team development
Sally Dillon • June 9, 2022
Leading a team of people can be challenging. If you are confused about why sometimes your team are rockstars and other times struggling, or driving you crazy, then you need to understand Tuckman’s model of effective teams.
In 1965, the US Navy engaged a psychologist named Bruce Tuckman to develop a model that represented effective teams. Tuckman, came up with his model and the memorable phrase "forming, storming, norming, and performing" in his 1965 paper, "Developmental Sequence in Small Groups." He later added a fifth stage, "adjourning" (also known as "mourning") to mark the end of a team's journey.
The secret to forming a high performing team is understanding your teams behaviour, how to guide them through various stages of behaviour and to help them grow! An overview of Tuckman’s five stages of team development are:
- Forming – the team is a set of individuals and there is uncertainty about roles. The team will seek to establish ground rules.
- Storming – the team starts getting real but there is often resistance and jostling for position.
- Norming – The team develops a set of norms, start communicating better and become more accepting of each other.
- Performing – The team is cohesive, competent and focused on getting the job done.
- Adjourning (or Mourning) – The team celebrates achieving goals and may also dissolve or have significant changes in the team. This stage is about reflection and closure.
This model is fantastic for understanding and predicting behaviour and it’s a bonus that most of the stages rhyme, making them easier to remember! The strength of the Tuckman model is also that it provides a framework of expectation, and actions.
I find Tuckman’s model helpful to view on the Kubler Ross change curve. The combined Tuckman and Ross model’s are a great visual reminder of the process of change which includes team development.
Where can Tuckman’s model be used effectively?
- The creation of a new team – whether it’s for a project, after a change in structure, fusing of multiple teams, change in a team’s duties or responsibilities, or the need to create a new team due to business growth.
- New Manager or Leadership Training/Coaching - for some leadership is instinctive, for others, having a model to refer to, or use in their first days of being a leader will help them with the transition to their new role.
- Leadership training, linking the Tuckman model with Hersey and Blanchard’s “Situational Leadership model - Can assist with targeted coaching conversations and adaptive leadership.
Sharing the Tuckman’s model with your team members can help the team to understand that feelings and frustrations are the normal outcomes of team formation, and it can also help during one-on-one sessions with team members.
We unpack this model in more detail and give leaders the tools and knowledge to understand the impacts of behaviour and how you can lead through change during the 5 stages of team development in our
Leadership Unbound coaching programs and we can also run team workshops to help support changes.
Contact us now for more information on individual or group training options.
Can ChatGPT Replace HR? The Risks of AI-Generated HR Advice
AI tools like ChatGPT are revolutionizing the workplace, but can they handle complex HR decisions, employee issues, or legal compliance? The short answer—not safely.
Businesses that rely on AI for terminations, pay rates, workplace investigations, or employment contracts risk costly legal mistakes, financial penalties, and reputational damage. HR isn’t just about policies—it’s about human behavior, legal nuance, and ethical decision-making—things AI simply doesn’t understand.
In this article, we explore real-world examples of AI-generated HR blunders and the hidden risks of trusting ChatGPT for critical people management decisions. Plus, we share insights on where AI can help—and where it absolutely shouldn’t.
Read on to protect your business from HR disasters.
Introduction HR is one of the most misunderstood roles in business. Some believe HR exists to protect employees. Others think HR’s sole job is to defend the company. Both are wrong. And this misunderstanding is costing businesses money, trust, and talent. For over two decades, I’ve seen organisations sideline HR - treating them as a policy enforcer or an afterthought. The result? 🚨 Employees don’t trust HR. 🚨 Leaders fail to leverage HR strategically. 🚨 Businesses struggle with culture, retention, and performance. But here’s the truth: HR isn’t about sides. It’s about solutions. Great HR drives business outcomes by balancing people and performance. The question is: Are you using HR to its full potential? HR as a Strategic Powerhouse, Not Just a Policy Enforcer The best businesses don’t just "have" an HR department. They embed HR into leadership decisions. HR isn’t just about hiring, firing, and compliance - it’s about: ✅ Shaping culture and engagement (which directly impacts performance). ✅ Developing leadership capabilities (to create stronger teams). ✅ Driving strategic workforce planning (so you have the right people, in the right roles, at the right time). ✅ Maximising financial impact - because people are both your biggest cost and your greatest asset. If your HR function isn’t influencing leadership, growth, and profitability , you're leaving money on the table. HR as a Key Voice on Your Leadership Team Many leadership teams still treat HR as a support function rather than a core business driver. That’s a mistake. Your Chief People Officer (CPO) or HR Director should have the same level of influence as your CFO, COO, or Head of Sales. Why? Because your people strategy IS your business strategy. 🔹 You wouldn’t make financial decisions without consulting your CFO. 🔹 You wouldn’t make operational changes without your COO’s input. 🔹 So why make leadership and talent decisions without HR at the table ? And yet, in many businesses, HR reports to finance, operations, or admin - departments that have their own agenda when it comes to assessing people needs, budgets, and workforce requirements. HR should report directly to the CEO, or Business Owner to ensure people strategy is aligned with business strategy - not just budget constraints or operational efficiency. Because when HR is filtered through another department’s lens, critical workforce decisions become secondary to financial targets, logistical priorities, or admin processes. If your HR leader doesn’t report directly to the top, you may be unknowingly limiting their ability to drive real business outcomes. Are You Using HR to Its Full Potential? Take a moment and ask yourself: ❓ If you have an in-house HR team, are you using their skills and expertise across all areas of your business? Or are they stuck in admin-heavy tasks, when they could be driving strategic initiatives? ❓ If you’re a small or medium business and don’t have in-house HR, why haven’t you partnered with an external consultant? What’s stopping you from leveraging the expertise that could transform your business? In larger businesses, HR should go beyond just ‘HR.’ Under an expanded People & Culture framework, HR should oversee: ✔ Training & Development – ensuring leaders and employees are constantly upskilling. ✔ Work Health & Safety – making compliance, risk management, and employee wellbeing a priority. ✔ Recruitment & Talent Strategy – not just filling roles but attracting and retaining top performers. ✔ Major Projects & Change Management – ensuring workforce alignment with organisational shifts. In smaller businesses , these functions can be outsourced or strategically managed by an external HR consultant working directly with the business owner. This ensures a strong, aligned people strategy, while certain operational roles (finance, admin, or operations) may take on specific HR tasks - as long as they receive the right training, support, and strategic direction. HR isn’t just a department - it’s an investment in your business’s future. Whether in-house or external, make sure your HR function is working at a strategic level, not just buried in paperwork. HR’s Impact on the Bottom Line People aren’t just a cost centre - they are a profit driver. 📊 Labour is often one of the largest expenses in a business - so managing it strategically impacts profitability. 📊 Engaged employees are 23% more profitable , according to Gallup. 📊 Turnover costs 50-200% of an employee’s salary - losing top talent is expensive. When HR has a strategic voice in leadership , businesses see: ✔ Stronger alignment between business goals and people strategy. ✔ Faster, smarter hiring that supports growth. ✔ Better leadership development , reducing costly turnover. ✔ More effective workforce planning , so salaries, training, and hiring are investments—not wasted costs. Final Thought: HR is Not a Department - It’s a Business Growth Lever If your HR function feels like a compliance department , you’re doing it wrong. HR should be a leadership asset , helping your business make smarter, people-focused decisions. So, here’s my challenge to you: 📌 If you’re a CEO or MD - bring HR into the strategy conversation early and often. 📌 If you’re a leader - use HR as a coaching and development resource, not just a policy checker or problem fixer. 📌 If you’re in HR - push for a strategic role in leadership, not just operational support. Because when HR and leadership align , businesses don’t just succeed. They thrive. Want to Develop Stronger, More Strategic Leaders? If you’re serious about building leadership capability in your business, let’s talk. My Leadership Dynamics Accellerator Program helps CEOs, Business Owners, Leaders and HR teams create high-performing leaders who know how to balance people and performance. 📅 Book a free leadership triage call to see how we can help here . 🚀 Save your spot in our next Leadership Dynamics Accelerator Program here . 📩 Send us an email for more information here . Let’s build something stronger - together.
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