9.2: Small Group Development

Learning Objectives

• Explain the process of group development.
• Discuss the characteristics of each stage of group development.

Small groups have to start somewhere. Even established groups go through changes as members come and go, as tasks are started and completed, and as relationships change. In this section, we will learn about the stages of group development, which are forming, storming, norming, performing, and adjourning (Tuckman & Jensen, 1977). As with most models of communication phenomena, although we order the stages and discuss them separately, they are not always experienced in a linear fashion. Additionally, some groups don’t experience all five stages, may experience stages multiple times, or may experience more than one stage at a time.

Figure 9.2.1 Getting to know you

Forming

The forming stage is when group members first get to know each other and begin to understand the group’s purpose. There’s usually uncertainty as people figure out roles, goals, and group norms. Cohesion—how connected and committed members feel—starts to develop here. Every time a group’s membership changes, it goes through a mini-forming stage. Voluntary groups may start with excitement, while assigned groups can have reluctant members, which may hurt group unity. Still, positive members can help steer the group forward. Personality, skills, group size, and how the group was formed all influence this stage. Dominant members might take charge early, especially in larger groups, which can lead to cliques or conflict later. Groups given clear goals and roles from outside may have less uncertainty, but too much control can cause frustration. A bit of uncertainty allows members to connect and shape their own group dynamic.

Storming

In the storming stage, group members start to take on roles, express opinions, and figure out where they fit. As the group's purpose and rules become clearer, conflict often arises—especially if people are unhappy with their roles or decisions being made. Some may resist a new or emerging leader, leading to tension. While conflict can seem negative, it can actually help the group grow, improve ideas, and make better decisions. However, if a group gets stuck in this stage, progress can stall. Pre-existing personal conflicts can also make this stage more difficult and distract from productive teamwork.

Norming

In the norming stage, group expectations and routines become clear, creating more stability and teamwork. Group norms—unstated but understood behaviors—guide how members act, such as being polite or arriving on time. These often mirror everyday social norms. When norms work well, the group runs smoothly. But if norms aren’t helpful, they may need to be challenged, which can cause conflict and return the group to earlier stages. By now, roles and leadership are more accepted, and the group begins to form a stronger identity. This stage helps the group function effectively and move toward accomplishing its goals. However, too much pressure to conform can make members feel excluded. Some groups also follow explicit rules, such as dress codes or performance standards, shared through policies or handbooks. Breaking rules usually has clear consequences, while breaking norms may not.

Performing

During the performing stage of group development, group members work relatively smoothly toward the completion of a task or achievement of a purpose. Although interactions in the performing stage are task focused, the relational aspects of group interaction provide an underlying support for the group members. Socialization outside of official group time can serve as a needed relief from the group’s task. During task-related interactions, group members ideally begin to develop a synergy that results from the pooling of skills, ideas, experiences, and resources. Synergy is positive in that it can lead group members to exceed their expectations and perform better than they could individually. Glitches in the group’s performance can lead the group back to previous stages of group development. Changes in membership, member roles, or norms can necessitate a revisiting of aspects of the forming, storming, or norming stages. One way to continue to build group cohesion during the performing stage is to set short-term attainable group goals. Accomplishing something, even if it’s small, can boost group morale, which in turn boosts cohesion and productivity.

Adjourning

The adjourning stage happens when a group ends—either because it finished its task, lost members or support, or faced other challenges. Some groups never reach this stage and continue on, while others may end early due to conflict. For groups with strong bonds, adjourning can be emotional. While some relationships continue afterward, many fade naturally once the group disbands. In contrast, groups with negative experiences may feel relief when ending. To close a group well, it helps to reflect on the experience. Celebrations or discussions can highlight lessons learned, even if the group didn’t meet its goals. Members often leave with new skills or perspectives they can use in future groups or relationships.