PHASES OF TEAM DEVELOPMENT (TUCKMAN MODEL)

Formation, Storming, Normalization and Execution

Teams are not born cohesive; they evolve through predictable stages described by Bruce Tuckman's model.

The first phase is Formation, where individuals become familiar, polite but cautious, and assess their opportunities and potential status by comparing themselves to others.

This is followed by Storming, a critical stage where resistance to leadership and interpersonal friction emerge as they struggle for roles and recognition.

If it is overcome, Normalization is reached, where hostility gives way to solidarity and cooperation.

Finally, Performing is characterized by the channeling of all energies toward team success with clearly defined and stabilized roles.

Consider a national basketball team that gathers for a summer tournament.

In the first week (Formation), the players are friendly, but study each other to see who will start.

In the second week (Conflict), intense arguments can arise during training if two stars compete for the same small forward position, even questioning the coach's decisions.

Only when hierarchies are accepted and these tensions are resolved (Normalization), can the team begin to execute complex defense and offense systems smoothly and automatically (Execution).

Internal conflict management and status struggle

The conflict or "storm" phase is inevitable and necessary. During this period, members may become dissatisfied with group dynamics or their level of participation, leading to the formation of subgroups or cliques.

It is a testing time where authority is challenged and social positions within the locker room are renegotiated.

Some members may choose to leave the group if they cannot tolerate this tension or if they perceive that their needs will not be met. An example is a soccer club that signs several star reinforcements.

Veteran players may feel their status threatened, generating friction and "hazing" or isolation towards the new players.

If management handles this transition well, allowing the conflict to be aired and roles to be redefined based on current merit rather than seniority, the initial hostility will be transformed into a productive alliance.

If ignored, however,