Cooperation cannot be forced and group members cannot escape from each other, so there is a common and natural tendency to avoid conflict or issues which might activate conflict. A focus on what everybody agrees about gets nowhere.
Achievement is the property of the group as a whole, so it can be difficult to avoid free-riders who get credit (or claim it) despite having done little.
Consensus, even in the most productive groups, can be time-consuming and you may miss opportunities or have to settle for mediocre, lowest-common-denominator results.
Win-win in distributing work and rewards may produce dissatisfaction, because no-one ever feels they get enough, or that their efforts are appreciated enough. You may end up with a stalemate.
Being of service and providing individual attention to group members has the potential to drain energy and diffuse effort, while often making people more unhappy.
Accepting people as they are can be an exercise in frustration and you end up desperate for a better bunch.
Maintaining morale can be draining and time-consuming.
If you are naturally community-centred, you can build a career here.
Otherwise, note the emergent ability to focus on the organization.
Review the transition requirements for Stage-5.
Then go to Stage-5: creating genuine loyalty to an organization.
Originally posted: July 2009