Comprehensive and Detailed In-Depth Explanation:
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., ________________________________________]