Bruce W. Tuckman introduced his small group development model in 1965 and revised it in 1977 with Mary Ann Conover Jensen. The model outlines forming, storming, norming, performing, and adjourning stages. It has been important to understand group dynamics in both HRD practice and academic research (Bonebright, 2009).

Initially used by HRD practitioners, Tuckman’s model became popular in academic literature due to its relevance in addressing the increasing importance of teams in the workplace. During the 1960s and 1970s, there was a significant lack of practical research on group dynamics, which Tuckman’s model effectively addressed (Bonebright, 2009).

Stages of Group Development

Forming: Groups come together and begin to understand their objectives and roles.

Storming: Members experience conflicts as they assert their ideas and compete for positions.

Norming: Conflicts resolved, and the group establishes norms and cohesion.

Performing: The group reaches optimal functioning, working effectively towards goals.

Adjourning: The group disbands after achieving its objectives (Bonebright, 2009).

Tuckman’s model is used a lot in workplace training and academic studies. It helps in understanding how groups develop and become effective over time, reflecting its era’s social and organizational trends (Bonebright, 2009).

This model remains an important part of the study of group dynamics, highlighting its historical significance and ongoing relevance in practical and academic settings.

References

Bonebright, D. A. (2009). 40 years of storming: a historical review of Tuckman’s model of small group development. *University of Minnesota, St Paul, MN 55117, USA*.