"Supervisors of the team during this phase may be more accessible, but tend to remain directive in their guidance of decision-making and professional behavior. The team members will therefore resolve their differences and members will be able to participate with one another more comfortably" (Four (five) stages of group development, 2014, Washington University: 1).
During the third stage of norming "the team manages to have one goal and come to a mutual plan for the team at this stage" (Four (five) stages of group development, 2014, Washington University: 2). This may come at some 'cost' to certain team members, as they may have to give up their desire to lead the group or sacrifice certain positions that are no longer tenable. However, the critical difference of this stage is that the group can function more autonomously from the leader because members want the group to succeed, not just themselves. They understand the purpose of their team and their roles.
During the...
Having a strong sense of purpose is vital for group functionality. "High-performing teams are able to function as a unit as they find ways to get the job done smoothly and effectively without inappropriate conflict or the need for external supervision" Four (five) stages of group development, 2014, Washington University: 2). Many teams never reach this high-performing stage because the leader lacks clarity about the group's overall purpose.
References
Forsyth, D.R. (2014). Group dynamics. Cengage.
Four (five) stages of group development. (2014). Washington University. Retrieved from;
http://depts.washington.edu/oei/resources/changeModels/mc_team_development.pdf
Jacobs, E. (2012). Group counseling: Strategies and skills. Thomson Brooks/Cole.
