Lviv Direction QADay 2023 (test management) РАМЕЛЛА БАСЕНКО «Етапи становлення і розвитку команди за моделлю Такмана» telegram: www.t.me/+IJODE0i4X65kNjcy fb: www.fb.com/goqaevent fb: www.fb.com/qaday.org linkedin: https://www.linkedin.com/company/goqa/ Сайт: www.qaday.org

1. Stages of teams forming and
development by Tuckman’s
model
...or how to build an effective team

2. About Speaker
Speaker: Ramella Basenko
Role: Lead QA Engineer & Engineering Manager at
AgileEngine, ISTQB certified Tester Full Advanced Level
10+ years of experience in QA area, 7 years of QA team
management experience.

3. Agenda
1. QA team Leader duties and responsibilities
2. What’s Tuckman’s group development theory ?
3. Stages of group development by Tuckman
4. Leadership strategies to facilitate successful group development

4. QA team Leader duties and responsibilities
An effective team leader inspires and motivates the
staff and guides them to meet the company's
targets. If the leader does not communicate the vision
to the team clearly or offer encouragement, the
company may suffer.
QA Lead – a person responsible for the quality of the
project as a whole and the people who work under his
leadership.

5. QA team Leader duties and responsibilities
QA team lead heads the team of testers and is
also responsible for:
● the project’s realization within pre-estimated
time and control of its compliance with
technical requirements;
● planning in the process of working on a
project;
● microclimate inside a team;
● performance of each individual team member;
● development and professional growth of each team member;
● the motivation of employees.

6. It takes time for a new team to "gel" and work to its
full potential. What's more, team members go through
stages as they move from strangers to co-workers.
The Five Stages of Team Development, also known
as Tuckman’s Theory, was developed and created by
psychologist Bruce Tuckman in 1965. Tuckman stated
that the teams must cover five stages of development
which are: forming, storming, norming, performing and
adjourning (Tuckman’s Theory, 2021). An important point
he considered is that the team must go over these five
stages to achieve its full potential, and according to this
theory, the first approach is when the group members first
meet, and the last moment happens when the team
finishes the project.
What’s Tuckman group development theory?

7. Stages of group development by Tuckman

8. Stages of group development by Tuckman
Forming Stage
In the beginning, when a new team forms, individuals will be unsure of the team's purpose, how they fit
in, and whether they'll work well with one another. They may be anxious, curious, or excited to get
going. However they feel, they'll be looking to the team leader for direction.
This may take some time, as people get to know their new colleagues and one another's ways of
working.

9. Stages of group development by Tuckman
Storming Stage
In the storming stage, people start to push against the established boundaries. Conflict or friction can also arise between team
members as their true characters – and their preferred ways of working – surface and clash with other people's.
At this stage team members may challenge your authority or management style, or even the team's mission. Left unchecked, this can
lead to face-to-face confrontations or simmering online tensions.
If roles and responsibilities aren't yet clear, individuals might begin to feel overwhelmed by their workload or frustrated at a lack of
progress.

10. Norming Stage
Gradually, the team moves into the norming stage. People start to resolve their differences, appreciate one another's
strengths, and respect your authority as a leader.
Now that they know one another better, your team members will feel more comfortable asking for help and offering
constructive feedback. They'll share a stronger commitment to the team's goals, and they should make good progress
toward it.
Stages of group development by Tuckman

11. Stages of group development by Tuckman
Performing Stage
Performing is where the team members have learned to efficiently coordinate and resolve conflicts. In high-
performance teams, members are highly cooperative, have a high level of trust in each other, are committed to group
objectives, and identify with the team. During this stage, the team experiences a feeling of satisfaction and shares
insights into personal and group processes, they feel attached to the team and feel confident they behave with a
doing attitude and are more fluid among members they accomplish the tasks and celebrate the progress.

12. Stages of group development by Tuckman
Adjourning or Mourning Stage
Many teams reach this stage naturally. For example, projects come to an end, or permanent teams are disbanded and
people redeployed.
People who like routine, or who have developed close working relationships with colleagues, may find this time difficult.
The final stage involves the termination of task behaviors and disengagement from relationships. A planned conclusion
usually includes recognition for participation and achievement and an opportunity for members to say personal goodbyes.
Concluding a group can create some apprehension – in effect, a minor crisis. The termination of the group is a regressive
movement from giving up control to giving up inclusion in the group.

13. Leadership strategies to facilitate successful team development
Team development stage Leadership strategies Keys to success
Forming (setting the stage) Coordinating behaviors – Purposefully picking the team
– Facilitating team to identify goals
– Ensuring the team development of a shared mental
model
Storming (resolving conflict and tension Coaching behaviors – Act as a resource person to the team
– Develop mutual trust
– Calm the work environment
Norming and performing (successfully implementing and sustaining projects Empowering behaviors – Get feedback from staff
– Allow for the transfer of leadership
– Set aside time for planning and engaging the team
Outperforming and adjourning (expanding initiative and integrating new members Supporting behaviors – Allow for flexibility in team roles
– Assist in the timing and selection of new member
– Create future leadership opportunities

14. Using Forming-Storming-Norming-Performing tool
Tuckman's model isn't a one-way street – teams may go back and forth between stages. When
you hit the performing stage, keep observing your team's progress in case it slips back. For
example, a new team member can disrupt the group dynamic, or a new business direction might
mean you have to reevaluate your team roles and goals.
Follow the steps below to ensure that you're doing the right thing at the right time:
1. Identify the stage that your team is at from the descriptions above.
2. Consider what you need to do to move on to the next stage.
3. Schedule regular reviews of where your team is at, and adjust your behavior and leadership
approach accordingly.

15. References
1. https://www.wcupa.edu/coral/tuckmanStagesGroupDelvelopment.aspx
#:~:text=These%20stages%20are%20commonly%20known,more%20c
ollaborative%20or%20shared%20leadership.
2. https://ecampusontario.pressbooks.pub/hrstrategicprojectmanagementt
heory/chapter/4-6-in-depth-look-tuckmans-model-five-stages-of-team-
development/
3. https://kupibo.com.ua/pyat-stadij-rozvytku-komandy-b-takmana/
4. https://www.mindtools.com/abyj5fi/forming-storming-norming-and-
performing
5. Tuckman, B. W. (1965). Developmental sequence in small groups.
Psychological Bulletin, 63(6), 384–399.
https://doi.org/10.1037/h0022100
6. https://hr.mit.edu/learning-topics/teams/articles/stages-development

16. Q&A

17. Thanks for your
attention!