Complete the questionnaire
Be honest. There are no right or wrong answers, just a clearer picture of your team.
Opens in a new tab. Free, no account needed, and your report is emailed to you.
Why the stage matters
Most teams cannot name the stage they are in. They just know something feels off, or that things are running better than they were six months ago.
Naming it gives you somewhere to start. A forming team needs direction. A storming team needs you to hold the line on standards. A norming team needs room. A performing team needs you to step back and coach.
This is a self-check, so it reflects your read of the team rather than theirs. That is still useful, and comparing the two is often the fastest way to find the gap.
The four stages
Teams rarely march through these in a straight line. A new starter, a reorganisation or a hard quarter can send a performing team back a stage.
Polite, cautious and looking to you for direction. Nobody quite knows the rules yet.
Friction shows up as roles and expectations get tested. Uncomfortable, and necessary.
Ways of working settle. Standards are shared rather than imposed, and trust starts to build.
The team runs on trust and takes ownership. Your job shifts from directing to coaching.
What you get
Where your team sits right now, across the four Tuckman stages.
What is working and what is not, based on your own answers rather than a hunch.
The growth opportunities that matter most at this stage.
