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History has known many famous teams. Be it Pierre and Marie Curie who changed physics almost 100 years ago, a bunch of daredevil friends who shared cigarettes in the trenches of the great wars of the last century (while maybe later going together to Norway to blow up Nazi bunkers), the A-Team who helped those in need of help while being chased by the military police, up to present day football teams like the FC Barcelona, gangs of corporate lawyer vultures and adventurers like Team Zissou from “The Life Aquatic”, which I will use as an example throughout this article.

Team Zissou hunting for the tiger shark

Whenever we see a team that works well we might wish to be a part of it, as they seem to be combining a bunch of very positive virtues: a common goal, determination, fun at the workplace and effectivity.

But all that did not just happen by accident. And the more I think about it, the more I want to tell you about what is called the “Forming-Storming-Norming-Performing” teambuilding model that was first drafted up by Bruce Wayne Tuckman, am American psychologist, in the late 1960s.

The model describes the phases or stages a team of individuals that is assembled to solve a particular task goes through by means of the team’s productivty. Depending on the stage the challenges vary and the productivity can range from very high to catastrophically low. I shall quickly go into the four stages as means to give a general overview. Keep in mind that those stages are generally cycled through and no stage is skipped. (Of course a team that has been working together for a long time will go through them more quickly than a team of people that just met each other, assuming the task is new.)

Team performance during the teambuilding stages

1. The Forming Phase

In this phase (”honeymoon stage”) a bunch of individuals meet at try to establish a group identity. The main goal is to identify the tasks and needs and to analyze the skills and requirements with regards to the team members. The individuals get to know each other at this stage and only exchange inconsequential information. Initial roles (”graphic designer”, “team leader”, “coffee and beverages specialist”) may be assigned. Although high expectations may exists, decisions (that could potentially lead to controversy) are avoided.

In “The Life Aquatic” at this stage Steves long lost son Ned joined the team and although nobody was really happy about it, they kept quiet, which of course led to much bigger problems later.

2. The Storming Phase

Here it gets interesting. After getting to know each other the team members start to realize that personal values, expectations and egos differ. Stereotypes come to mind and the individuals start judging each other, re-evaluating the problem solving approach, doubting and misunderstanding each other. The roles and assignments may no longer be clear and at this point some members of the team may withdraw from participation completely. This can be fatal for the group.

At this point in the movie Ned was sleeping with the pregnant reporter while neglecting his watch duties on the ship. This way pirates could board and abduct the team lawyer. After Steve shot one of the pirates in the neck a mutiny almost broke loose. Mostly the interns were unhappy with the situation.

3. The Norming Phase

In this phase the competition between team members gives way to collaboration. Team members start to value each others skills and qualities and learn to deal with the tension in order to reach a productive “team temperature”. Roles and goals are usually clearly defined and the transition of “group of individuals” to “team” has truly happened. Diversity at this stage is valued and discussions are more fruitful. A high level of trust amongst the team members is established.

Ned finally got accepted on board and made peace with 1st officer Klaus. Team Zissou was able to rescue the lawyer from the pirate island and the pregnant reporter decided to write a piece about the expedition.

4. The Performing Phase

In this stage the productivity is reaching maximum levels. Each member’s skills are fully utilized, tools at hand are optimally used. The team appears to the outside like an entity with one purpose. Milestones are getting reached and innovative ideas are being presented. Exceedingly high loyalty is present within the team, problems are discussed openly and expectations are being exceeded.

Team Zissou managed to find the tiger shark during an underwater expedition in the submarine and the footage of it was great. Steve could not even kill the shark to avenge his dead friend that died on the previous expedition. Such good was the mood on board.

5. Re-Forming Phase / Adjourning phase (optional)

It is possible that the team changes (either by someone leaving or someone new coming in) during a productive stage. That can be emotional and will almost certainly mess up the team dynamics forcing the team to go back to previous stages of storming and norming. This is okay, as those stages are usually passing quickly and the performing stage is reached faster than the first time. Also it is possible that the goal has been reached in which case the team ceases to exist. This can lead to emotional breakups.

Unfortunately - spoiler alert - Ned dies in a helicopter crash and the expedition ends on a sad note. But much has been accomplished.

To wrap this topic up I simply want to direct you to the Wikipedia-article on the subject where you can find links to (at least 2) research papers and more information on the subject. Also I want to say that since I’ve been aware of this I have observed those group dynamics a couple of times and it was very fascinating, because we really went through these stages.

Human behavior never gets boring.