A commonly used model for the stages teams go through is Tuckman and Jensen's (1977) framework. This stage model is an observation by the authors of the typical life cycle of teams. They suggest that teams often don't perform well unless sufficient time is devoted to each stage. Team members need to become comfortable with each other, they need to establish the nature of the task and the norms guiding behaviour.
- Stage 1 - Forming. The first things newly formed team members do include getting acquainted, sensing the position of others, testing boundaries and defining goals. Feelings are often suppressed in these initial stages, and usually there is no real hostility displayed.
- Stage 2 - Storming. In this stage promotion of the self begins. Conflicts may emerge and battles for power and influence may arise. Some people may withdraw and suppress conflict where others may be more open with it. Overcoming the difficulties of this stage and managing the potential conflict is important for the future success of the team.
- Stage 3 - Norming. Codes of behaviour emerge, what is and is not acceptable, roles are clarified, and task-related behaviours evolve. Cooperation can override competition in this stage.
- Stage 4 - Performing. If the previous stages have been successfully worked through, the final stage is marked by team members sharing honest communication and establishing trust. Personal animosities are minimal and balance occurs across the roles of the team. The team is able to focus on the task and performs effectively in the pursuit of goals and objectives.