Leading a New Team: Navigating the Stages of Team Development

By Seagram W. Porter, MPA, CSM(ret)

In 2005, I stepped into my first leadership role as a First Sergeant, leading 80 soldiers. At the time, I didn’t realize that my team and I would evolve through a journey of team development.  

Stepping into a new leadership role can definitely be an exciting time, whether transitioning from an individual contributor to now being responsible for a team, or perhaps you are an experienced leader taking on a new role with a new team.  Leading new teams and navigating your team development stages is imperative. Recognizing that your team will evolve through different phases is essential, as you will need to address each stage as it arises. Each stage presents unique challenges and opportunities for growth, and how you, as the new leader, respond can set the tone for long-term success.

In this article, the Tuckman’s Model of team development will be explored. Additionally, the characteristics of the classic stages of team development and best practices for leaders to effectively guide their teams through each phase, including strategies for addressing team members who resist or adopt change at different speeds, will be shared.

1️. The Forming Stage: Setting the Stage

The forming stage sets the stage for what is to come. As a new leader of a team, setting the stage to guide the team on what is important to you as a leader, the vision for the team, and their role in reaching the team’s goals.

You must remember that the team is getting to know you. There may be both excitement and uncertainty from your team members. Your team most likely looks to you for direction as they are now accustomed to your leadership style.

Leader’s Role & Best Practices:

✅ Provide clear expectations, structure, and direction.

✅ Foster an inclusive and welcoming environment.

✅ Facilitate introductions and team-building activities.

✅ Be accessible and approachable to answer questions and ease concerns.

2️. The Storming Stage: Navigating Conflicts and Resistance

During my first leadership assignment, I faced a situation that taught me a lot about navigating the storming stage. I quickly noted that I had team members who got on board quickly and those who took every opportunity to resist and push back. A platoon sergeant was having a difficult time coming to terms with new decisions and outright disrespected me as a leader, refusing to follow orders. As the leader, I had to make a decision. After 90 days, this individual was not showing any effort in getting onboard. He was relieved from his duties and transferred to another area.

Change is hard at any stage. Expect for team members to resist change, as they may feel unsure about the new ways of doing things at work. Conflict and resistance may arise as team members begin to assert their ideas about what their role should entail. Frustration can emerge as changes are occurring, power struggles between team members, between informal leaders, and you, the new leader. Ineffective communication can also cause misunderstandings.

Additionally, within your team you will notice that your team may adopt change at different speeds.

• Early Adopters: These are your team members who are enthusiastic, eager to jump in, and experiment.

• Majority: These team members are more likely to be willing to try once they see evidence and social proof.

• Laggards / Resistant Members: These are team members who are hesitant or outright resistant to change.

Leader’s Role & Best Practices:

✅ Leverage early adopters as champions, invite them to help you communicate the benefits of the change, and share success stories.

✅ Support the majority by offering small wins, clear benefits, and reassurance.

✅ For the laggards or resistant members:

• Understand their perspective. Fear, confusion, or past experiences might be driving the resistance.

• Communicate the “why” and show how it aligns with the team’s goals.

• Offer coaching, clarity, and gentle accountability.

• If resistance persists despite your best efforts, set clear expectations and potential consequences while maintaining empathy and professionalism.

✅ Acknowledge and normalize that conflict and resistance are natural parts of team development.

✅ Listen to concerns and validate them—people want to feel heard, even if you can’t meet every need.

✅ Address resistance head-on: Have one-on-one conversations to understand the root cause.

✅ Clarify the “why” behind changes and decisions to create buy-in.

✅ Encourage open dialogue and active listening within the team.

✅ Model and reinforce respectful communication and conflict resolution.

3️. The Norming Stage: Finding Rhythm and Unity

Once you and your team have successfully survived the storming stage, you now enter the norming stage. This is the stage where team members begin to trust one another, as their working norms are now established. The team is now cohesive and collaborating.  

Leader’s Role & Best Practices:

✅ Continue to clarify goals and celebrate small wins.

✅ Foster collaboration and reinforce shared values.

✅ Support the development of team norms and hold the team accountable to them.

✅ Encourage feedback and ongoing improvement.

4️. The Performing Stage: Reaching High Performance

Congratulations, you now have a well-functioning team. Just like a well-oiled machine. The team is now highly productive, innovative, and self-sufficient. High-performing team members can work seamlessly and confidently tackle challenges.

Leader’s Role & Best Practices:

✅ Delegate effectively and trust the team to deliver.

✅ Challenge the team with new opportunities and projects.

✅ Recognize and reward team and individual contributions.

✅ Be a coach and mentor, guiding growth without micromanaging.

5. The Adjourning Stage: Wrapping Up and Moving On

This stage is for temporary teams or project-based teams. This stage enables closure and provides an opportunity for the team to reflect on what they have accomplished during their time together.

Final Thoughts for Leaders

Leading a new team means embracing diverse personalities and mindsets. Not everyone will jump on the bus at the same time, but with empathy, clarity, and consistent communication, you can bring your team together and harness their collective strengths.

Ready to take your leadership to the next level? At MP Insight Solutions, I work with leaders to navigate team challenges, build trust, and create high-performing cultures. Let’s connect, I’d love to help you and your team thrive!

What strategies have worked for you in leading teams through these stages? Share your tips and experiences below—I’d love to hear them!