The Tuckman Model for team development & the importance of the forming stage

In the mid-1990s, after graduating from engineering school, I began my career as an Automation Engineer for Intel’s Technology Manufacturing Group under the leadership of Andy Grove, the company's CEO at the time.  Andy was many things, but first and foremost, Andy was a visionary in leadership and technology management.  To achieve Intel’s business goals, he recognized the importance of fostering a strong and cohesive team culture.  He believed that a culture of trust, collaboration, and open communication was essential for driving innovation and maintaining Intel's competitive edge.  So he championed a movement to move away from leadership through policy to leadership through culture.  A culture that encouraged employees to challenge the status quo.  A culture of transparency and accountability.  And a culture that emphasized the value of learning and continuous improvement.  

My introduction to this culture started during my first week in a class titled “Working at Intel.” A class that introduced employees to the key tenets of Intel’s culture, one of which was “Team Development.”  It was based on the Tuckman Model for team development, a widely recognized framework that delineates the five sequential stages that teams typically go through as they progress and mature. If you haven’t heard of Dr. Bruce Tuckman, you have undoubtedly heard of his five stages: forming, storming, norming, performing, and adjourning.  While I never had the honor of meeting Dr. Tuckman, his contributions to improved efficiency and innovation are incalculable.  

The first stage of the Tuckman Model, forming, is the starting point of any team and most importantly, it sets the foundation for the team's future dynamics and effectiveness. During this stage, team members are introduced to one another, and the team's goals and objectives are defined. Team members also begin the process of establishing their individual roles and responsibilities within the team structure.  

But it has been my experience that leaders must be very careful during this stage.  While leaders may help define roles and responsibilities, in a culture of true teamwork, the actual team members are the ones that TRULY establish their roles.  Each team is different because each team member brings a unique set of skills and passions.  So a certain amount of latitude must be given to the team to flex the roles to the unique team members abilities.

The importance of the forming stage cannot be overstated, as it lays the groundwork for the team's future development. The data shows that teams that are great at navigating the forming stage are more likely to progress smoothly through the subsequent stages and emerge as cohesive and high-performing units.

It’s been my experience that a few key strategies will help ensure the successful formation of a team:

1. Foster a Safe and Trusting Environment: It is crucial to create a safe and welcoming space where team members feel comfortable sharing their ideas, opinions, and concerns. Trust is a fundamental element in any successful team, and it begins to develop during the forming stage. Open communication and active listening are critical to building a strong foundation of trust and rapport.
2. Define Clear Goals and Expectations: I find this part is where leaders should focus their time and energy.  As a leader, if you set clear and specific goals, you will have a much higher likelihood of success as it provides a shared sense of purpose and direction.  Leadership should also establish high-level expectations regarding roles, responsibilities, and individual contributions. Clearly defined goals and expectations help team members understand what is expected of them and how they contribute to the team's overall success.
3. Promote Communication and Collaboration: Effective communication and collaboration are vital during the forming stage. Leaders must encourage team members to actively engage in discussions, share their diverse and valuable perspectives, and seek input from others. This fosters a collaborative environment where team members can learn from one another and develop a shared understanding of the team's goals and objectives.
4. Exercise Patience and Understanding: Most importantly, the forming stage can present challenges as team members adjust to working together and may have different expectations or communication styles. It is important to exercise patience and understanding during this phase. Leaders must provide support and guidance to team members as they work through their differences and develop a common understanding of the team's goals and how to achieve them.  But leaders should also try to avoid the temptation to solve their problems for them.  We hire knowledge workers for a reason, let them solve problems themselves.

So these have been some of my learnings, but I would love to hear from each of you on your experiences forming teams. What worked and what didn’t?