Bruce Tuckman developed a 5 stage model of group development: forming, storming, norming, performing, and adjourning. The model describes how groups change and develop tasks over time. At each stage, the document outlines typical group behaviors and the role of the trainer in facilitating the group's progression through the stages.

1. TRAIN THE TRAINER
Group Dynamics
Tuckman's 5 Stage Model

2. Group dynamics describes how people in
groups act and react to changing
circumstances.

3. Bruce Wayne
Tuckman
Developed 5
Stage Model of
Group
Development.
Model is relevant
for trainers and
training groups

4. Stages of Group Development
Forming
Adjourning
Performing
Storming
Norming
Trainers monitor how groups move through different stages.

5. Forming
Adjourni
ng
Forming
Performi
ng
Stormin
g
Norming

6. Forming Behaviours
 Desire to be accepted by others
 Very dependent on leader
 Nothing much gets done
 Taking in information
 Forming impressions of each other
 Roles and responsibilities are unclear

7. Forming
Adjourni
ng
Forming - Trainer Role
1.
2.
3.
4.
5.
Provide information
Allow time for introductions
Encourage questions
Outline goals or objectives
Provide backup or support materials
Performi
ng
Stormin
g
Norming

8. Storming

9. Storming Behaviours
 Making demands on other group members
 Potential leaders may emerge
 Cliques may form
 May be some conflict or disagreement
 Testing boundaries and limits
 Focus on small details to evade real issues
 Competing voices and opinions

10. Storming- Trainer Role
1.
2.
3.
4.
5.
6.
Expect some disagreement
Watch for formation of cliques
Encourage sharing of opinions
Acknowledge differences
Focus on facilitation within the parameters
of the training
Identify real issues

11. Norming

12. Norming Behaviours
 Group members support each other
 Compromises and agreements
 Resistance to change in rules or agreements
 Discussion on group processes and style
 Formation of sub groups to accomplish tasks
 Group engage in social activities
 Shared understanding of goals

13. Norming- Trainer Role
1.
2.
3.
4.
5.
Clarify your expectations of the group
Use a coaching style to develop group’s
potential
Provide opportunities for leadership
Give and receive feedback on progress
Watch for group reverting to Storming

14. Performing

15. Performing Behaviours
 Group members trust each other
 Energy of group is focussed on achievement
of task or goal
 Little conflict
 Working without external supervision
 Different opinions are permitted & expected
 Group decision making

16. Trainer Role
1.
2.
3.
4.
Facilitator rather than director
Provide opportunities for growth
Provide feedback on progress
Delegate responsibility and tasks

17. Adjourning

18. Adjourning behaviours
 Commenting on end of relationships
 May be some stress or anxiety regarding
termination of group
 Maturity regarding group processes
 Fear of leaving the safety of the group

19. Adjourning – Trainer Role
1.
2.
3.
4.
5.
Recognise what has been achieved
Codify or capture learning
Ensure transfer of learning
Prepare for group sense of loss
Facilitate opportunity to say goodbye and
exchange contact information

20. Importance of Model for Trainers
 Helpful starting point for managing groups
 May identify which stage the group is at
 Trainer can consider what needs to be done at
each stage
 Allocate sufficient time for each stage
 Communicate progress
 Reflect on own role and leadership style

21. Guidance for Trainers
 Don’t tolerate bad behaviour in storming
stage
 Avoid using model as self fulfilling prophecy
 There will be overlap in different stages
 Discuss model with group
 Investigate other models

22. A Really Useful Guide
@Really_Useful