Dell’s neurodiversity-inclusive teams likely experience some of Tuckman’s stages in unique ways due to their intentional support structures. During the Forming stage, Dell provides an “accommodated skill-based interview process,” suggesting that Dell is thinking about integration even before team formation.

The Storming stage might be more structured and supported than in traditional teams, with career coaches helping to navigate early communication challenges and interpersonal dynamics. As one employee mentions, they felt like “part of the team” from day one, indicating that Dell actively manages potential storming conflicts.

The Norming stage appears to be facilitated through explicit accommodation and understanding that “everyone’s different, learns differently, and delivers differently.” Rather than leaving teams to figure out their own norms, Dell provides guidance and support to establish inclusive practices.

Finally, the Performing stage seems to be achieved through continued support and recognition of individual contributions. As one employee notes, they can “contribute meaningfully to a project” while understanding how their work fits into the overall picture. This structured progression through Tuckman’s stages, with built-in support systems, helps teams develop more smoothly.