Getting to know each other, being polite
A sense of anticipation
Some members may have feelings of anxiety
Trust is still being established
There may be awkward silences

The novelty starts to wear off
Members may disagree
Some may become frustrated with time it takes to learn something new or the inconvenience & inefficiency of not being told
Self directed learning and collective knowledge construction is challenging
Disagreements occur about the best way
One member often takes the lead and may be challenged
Some groups just get on with things and try and ignore the underlying issues
It is important to understand that STORMING is an essential part of the group process

Deadlines loom and groups just get on with things
Groups start to develop group norms and ways of doing things - behavior, communication, accountability
Figure out how to get things done
Start to understand the strengths of team members and begin to work as a team

Move from congeniality to collegiality
Conversations focus on group goals
Messy conversations, deep learning and inquiry are the norm
Commitment to team goals
Collaboration is established
Team has become efficient and productive

Tuckman model explained
http://www.youtube.com/watch?v=MNgzjYb02JM&feature=youtube_gdata_player

Tuckman model Avenger's style
http://www.youtube.com/watch?v=sYlzSymbjwA&feature=youtube_gdata_player

Tuckman model in plain english
http://www.youtube.com/watch?v=FbrGCiQIyN4&feature=youtube_gdata_player

Images used:

Storming http://www.flickr.com/photos/tambako/7460999402/

Norming http://www.flickr.com/photos/vtserves/4089468925/