According to Tuckman, in what stage of the team development model are team members likely to want to test and challenge assumptions?

Comprehensive and Detailed In-Depth

Tuckman’s model (Forming, Storming, Norming, Performing, Adjourning) in the APMG Change

Management Foundation describes team evolution. The question focuses on challenging

assumptions. Let’s explore each stage exhaustively:

•

Forming: Members are polite, cautious, and focused on understanding roles. Assumptions

exist but aren’t tested—people avoid conflict. For example, a new change team might accept a plan

without question initially.

•

Storming: Correct answer. This stage involves conflict as members assert ideas and challenge

norms. Testing assumptions (e.g., “Is this the best approach?”) is natural as roles clarify and tensions

rise. The APMG notes Storming’s messiness drives growth, like a team debating a change timeline’s

feasibility.

•

Performing: The team collaborates effectively, having resolved conflicts. Assumptions are

aligned, not challenged, as focus shifts to results.

•

Adjourning: Closure dominates, with reflection on achievements, not testing assumptions.

•

Why B: Storming’s friction is where assumptions are questioned, shaping team dynamics,

per Tuckman and APMG.

Reference: APMG Change Management Foundation, Chapter 6 – People and Change, Tuckman’s

Model section.