We often celebrate "great teams" for their chemistry, creativity, or impact. But behind every high-performing team is a less visible reality: they didn’t get there by accident.
In our class last week, we explored how teams develop through 5 key phases, and why recognising these stages can make the difference between stalling and thriving.
Here’s a closer look at the Tuckman Model and how it shows up in real sustainability work:
1. Forming
This is the honeymoon stage. People are polite, excited, and a little unsure. Roles aren't clear yet, and team members often rely on direction.
In sustainability projects, this is where stakeholders align loosely around values but may not fully understand each other's motivations or language.
What helps?
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Clear purpose
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Shared expectations
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Space for introduction and curiosity
2. Storming
Now the edges show. Differences emerge, conflict, resistance, or frustration. People question processes, roles, or leadership. This is often where teams fall apart if not supported.
In climate or circular economy work, this might look like tension between technical teams and community stakeholders, or disagreement over priorities.
What helps?
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Acknowledging conflict openly
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Establishing safety for disagreement
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Clear facilitation, not control
3. Norming
The team starts to find rhythm. Roles are clarified. Conflict becomes collaboration. There’s a stronger sense of “us.”
In sustainability terms, this is when diverse players align around a shared strategy, often after tension has clarified purpose.
What helps?
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Codifying norms: how we meet, how we decide
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Celebrating early wins
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Giving everyone a voice
4. Performing
Now the team is flowing. Trust is high. People challenge and support each other with a purpose. Leadership is often shared, and outcomes become visible.
In a long-term partnership between NGOs, governments, or corporations, this is the golden phase where alignment turns into meaningful impact.
What helps?
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Autonomy with accountability
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Keeping purpose visible
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Staying adaptive, not rigid
5. Adjourning (also known as "Mourning")
Every group ends. Sometimes this is planned (a project closes), sometimes not. Letting go can bring pride, but also loss.
High-performing teams don’t skip this phase. They pause to reflect, harvest learning, and honour what they built.
What helps?
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Closing rituals or reviews
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Capturing lessons
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Staying connected post-project
Why This Model Matters
In sustainability work, teams are often assembled quickly, with urgency and complexity built in. Understanding these phases helps us:
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Stay patient during conflict
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Invest in team culture, not just deliverables
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Recognise when we need to regroup or realign
Great teams aren’t perfect; they’re aware, intentional, and willing to grow together.
Final Thought
If your team is stuck in storming... or quietly slipping into silence, don’t panic. It’s part of the process. The key isn’t to avoid conflict, but to move through it with purpose.
Every performing team was once a forming one. What sets them apart is what they did in between.
— Morena
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