COUN 512 Gladding Chapter 5-8

Nominal-group technique (NGT)

Another helpful procedure for getting the group to work. This process has up to six steps.

Commitment

Another main, task-related goal of the norming stage. This applies to the group as a whole and its rules as well as to individual goals. The group and its members begin to operate on a higher level when commitment is a central part of the group.

Processing

Another strategy for helping groups maximize their resources in the working stage. It can be defined as capitalizing on significant happenings in the here-and-now interactions of the group to help members reflect on the meaning of their experience; better understand their own thoughts, feelings, and actions; and generalize what is learned to their life outside the group.

Rating sheet

Another way of closing a group and obtaining an accurate picture of how the group assessed the session. The leader distributes a _______ to members to fill out including: involvement, risk taking, goals, emotional involvement, feedback, and productivity.

Synectics theory

Applies to the integration of diverse individuals into "a problem-stating, problem-solving group." It follows the general pattern of group discussions-problem statement, discussion, solution generation, and decision.

Boundaries

Are physical and psychological parameters under which a group operates such as beginning and ending on time or sitting in a certain configuration such as a circle.

African Americans

Are quite diverse, and within-group differences are great. Yet, collectively, most share a common bond that is the result of the legacy of slavery and bondage that prevailed in the United States from 1619-1865.

Written projections

Are yet another means to help a group during the working stages. Members are asked to see themselves or their groups in the future having been successful and to describe what the experience was like. Members are able to play with their fantasies at times as well as be realistic.

Culture

May be defined broadly and may include such factors as demographic variables, status variables, and affiliations. Thus there is a fine line between too narrow and too broad a definition.

Empathizing

Means putting oneself in another's place in regard to subjective perception and emotion while keeping one's objectivity.

Role playing

Members are given a chance to assume an identity that differs widely from their present behavior. It is a tool for bringing patterns of behavior and their consequences into focus "by allowing participants to experience the situations concretely... gain insight into their behavior, and practice the skills required to manage the situation constructively."

Cognitively restructure

Members begin to think of and perceive themselves differently. They see that although change is difficult, they are not helpless and the situation is not necessarily hopeless.

Pat on the back

Members draw the outline of their hand on a piece of white paper that is then taped on their back. Other members write closing comments on the hand outline or the paper itself that are positive and constructive about the person.

Assessing members' growth and change

The emphasis is on individuals' memories of themselves at the beginning of the group and now. The idea is to have members share significant gains with themselves and others.

Open quadrant

The first quadrant, contains information that is generally known to self and others.

Group processing

refers to the dynamics that naturally occur in the group, or the nature of the relationship between interacting individuals.

Conflict resolution

"Is based on the underlying notion that conflict is essentially negative and destructive." Primary focus is on ending a specific conflict.

7 ways of indirect resistance

1. Intellectualization 2. Questioning 3. Advice giving 4. Band-Aiding 5. Dependency 6. Monopolizing 7. Attack of the group leader

Steps to soften or alleviate a premature ending

1. Inform the group asap about their departure 2. Discuss thoroughly the ramifications of such a move with the member and the group in a safe, protected atmosphere 3. Members should be helped to realize what they have gained from the group and positive steps to take.

Group leaders must make 3 modifications in working with groups:

1. Must understand what culture is 2. Group theory & technique must be modified & applied to different cultures 3. Group theory & techniques must be developed that acknowledge, explore, and use group member differences to facilitate change & growth

Regardless of theory, closing entails 4 steps:

1. Orientation 2. Summarization 3. Discussion of goals 4. Follow-up

Important capping skills for groups to employ are:

1. Reviewing and summarizing the group experience 2. Assessing members' growth, change (or achievement) 3. Finishing business 4. Applying change to everyday life (implementing decisions) 5. Providing feedback 6. Handling good-byes 7. Planning for continued problem resolution

A leader may employ group exercises for at least 7 reasons

1. To increase the comfort level 2. To provide the leader with useful information 3. To generate discussion and focus the group 4. To shift the focus 5. To deepen the focus 6. To provide the opportunity for experiential learning 7. To provide fun and relaxation

Multicultural groups have 3 common goals (according to DeLucia-Waack, 1996):

1. To understand the situation that brought the person to the group from a cultural perspective 2. To approach all events and behavior in the group from a functional perspective 3. Help members make sense of "new behaviors, beliefs, and skills within a cultural context"

5 conflict management orientations

1. competing 2. accommodating 3. collaborating 4. avoiding 5. compromising

6 other factors that either contribute to or distract from the development of teams

1. leadership style 2. member maturity and motivation 3. group task or purpose characteristics 4. membership stability and group size 5. time availability 6. organizational, institutional, cultural, and societal expectations

4 Myths of multicultural groups

1.Discussion of racial or cultural differences will offend group members 2. Groups can be truly homogeneous 3. Group members differences do not affect the process and outcome of task and psycho-educational groups 4. Group work theory is appropriate for all clients

Incorporation

A final dimension that must be considered in the working stage of the group. A personal awareness and appreciation of what the group has accomplished on both an individual and a collective level.

Feedback

A final global way of dealing with the storming part of transition. Members discuss how they are doing and what they think needs to be done. This process can take place in a formal or an informal way.

Modeling

A method is used to teach group members complex behaviors in a relatively short time by copying or imitating. This method depends on timing, reinforcement, the amount of positive feedback received, the view of the group leader, the degree of trust, and the amount of motivation for imitation.

Synectics

A novel way of helping groups in the working stage become more productive. The word in Greek means the joining together of different and apparently irrelevant elements.

Excursions

A very refreshing and stimulating part of synectics. In these activities, members actually take a break- a vacation-from problem solving and engage in exercises involving fantasy, metaphor, and analogy.

Brainstorming

A way to stimulate divergent thinking, requires an initial generating of ideas in a nonjudgmental manner. The premise of this approach is that critical evaluation of ideas and actions often holds back creativity and member participation.

Therapeutic fairy tale

An example of projection. Within 6-10 minutes, members are to write their story beginning with "Once upon a time" and including: a) a problem or predicament b) a solution, even if it appears outlandish c) a positive, pleasing ending. The time limit helps members focus on the task and prevents resistance

Primary tension

Awkwardness about being in a strange situation

Working stage

Begins after a group makes the transition from forming to resolving conflicts and norming. This stage focuses on the achievement of individual and group goals and the movement of the group itself into a more unified and productive system. This stage is often regarded as the most productive stage in group development and is characterized by its constructive nature and the achievement of results.

Rehearsal

Can be done in the group setting with members showing others how they plan to act in particular situations.

Groupthink

Closedness, and the conformity promoted by it, may lead to a destructive process that is regressive in nature. In this phenomenon, there is a "deterioration of mental efficiency, reality testing, and moral judgment that results from in-group pressures."

European Americans

Descended from European ancestors comprise the largest number of people in the USA, make up what is known as the majority culture. Most obvious similarities is their white skin color, but may lead to some insensitivity about self or others. Time conscious and view nature as something to be conquered. Future-time oriented, competitive, individualistic, rational thinkers, democratic, driven by a strong work ethic, and generally live in nuclear families.

Capping

Easing out of emotional interaction and into cognitive reflection.

Devil's advocate procedure

Entails asking one or more members in the group decisions with a firm skepticism before the group reaches a conclusion.

Saying good-bye

Expressing farewells allows the group to wrap up, at least on an effective/cognitive level. Members are encouraged to own their feelings and express their thoughts at this time, especially in regard to what others in the group have meant to them.

Arab Americans

Fast-growing and mosaic group coming from 22 countries. There are more than 3.5 million in the USA. Emphasize social stability and the collective over the individual. The family is the most significant element, with the individual's life dominated by family and family relations. Education is valued, approx. 4 in 10 have earned a bachelor's degree or higher. Sharp delineation of gender roles in such families.

Reviewing and summarizing the group experience

First way to ask members to cap the group. This procedure involves having members recall and share special moments they remember from the group.

Written reactions

Frequently used at the end of group sessions. It is an aid to promoting reflection because of the time and structure group members have to devote to it. Furthermore it can demystify the group process, encourage deeper participation, validate members' feelings about group experiences, and increase cohesiveness among members of the group.

Native Americans

Generally share some common values, such as an emphasis on cooperation, health, holism, sharing, spirituality, healing, and an extended-family orientation. Approx. 50% of the population resides in urban areas, so it is important to consider the degree of traditionalism versus acculturation.

Collaboration

Goes hand in glove with cooperation. Members who think they can work in a harmonious, cooperative manner are likely to share facts and feelings about themselves and other matters with the group.

Projecting the future

Group member are asked to imagine the changes they would like to make in the short and long term. This planning process is more concrete and may involve the use of a written contract between the group member and the group that spells out in a realistic way how the member will implement the plan.

Farewell-party syndrome

Group members emphasize only the positive aspects of what has occurred in the group instead of what they have learned. This type of focus tends to avoid the pain of closure.

Dependency

Group members who display this behavior encourage advice givers and band-aiders. They present themselves as helpless and incapable but refuse to listen to feedback. They are "help-rejecting complainers"

Accommodating

Happens when individuals neglect their own concerns to satisfy the concern of others.

Gays, lesbians, bisexuals, and transgenders (GLBTs)

Have become increasingly visible in American society. as a group, approx. 10-15% of the overall population. Regardless of visibility still discriminated against in many ways both in the public domain and in other settings. Have distinct concerns related to their lifestyles in particular and life problems in general. Concerns, such as sexism, homophobia, career, life development, and social justice issues.

Existential variables

Immediate feelings and interactions such as conflict, withdrawal, support, dominance, and change all need to be acknowledged as they occur. Group leaders and members can link the present with the past trends, but it is crucial that behaviors and emotions be recognized and worked on when they arise.

Recycling

In which the individual can go through a similar group experience again and learn lessons missed the first time.

Asian & Asian Pacific Americans

Includes more than 40 disparate cultural groups. Each has its own distinct historical and sociopolitical backgrounds, languages, identity, issues, cultures, and challenges. Reluctance to display strong emotion in front of strangers, and unwillingness to disclose personal problems.

Culturally encapsulated

Individuals who hold stereotyped views and act accordingly and behave in a rigid and stereotyped manner.

Secondary tension

Intra-group conflict

Exercises

Involve less direct showing and more an experiential integration. "The term is used among group leaders to refer to activities that the group does for a specific purpose."

Group collusion

Involves cooperating with others unconsciously or consciously "to reinforce prevailing attitudes, values, behaviors, or norms." The purpose of such behavior is self-protection. Its effect is to maintain the status quo in the group.

Band-aiding

Involves the misuse of support. It is the process of preventing others from fully expressing their emotional pain through ventilating their feelings (catharsis). Members who do this soothe wounds and alleviate feelings when just the opposite would be more appropriate.

Facilitating

Involves using clear and direct communication channels among individuals. It is an activity usually assumed by a group leader, although members of the group may engage in this process at times.

Power

Is "the capacity to bring about certain intended consequences in the behavior of others."

Identification

Is a "normal" developmental process in which individuals see themselves as being similar to one another.

Intellectualization

Is a behavior characterized by an emphasis on abstraction with a minimal amount of effect or emotion. The person uses thoughts and a sophisticated vocabulary to avoid dealing with personal feelings.

Multiculturalism

Is a movement that has been defined traditionally in terms of culture, ethnic, and racial differences. An emphasis is placed specifically on the collective history of a people as an identified group as well as individual differences among members.

Leveling

Is a process in which members are encouraged to interact freely and evenly. The leader draws out group members who are under-participating, and those who are excessively active are helped to understand the impact of their actions through group feedback.

Storming

Is a time of conflict and anxiety when the group moves from primary tension to secondary tension.

Denial

Is acting as if an experience, such as a group, will never end. It can be expressed in a group on a limited or mass level. Usually the denial of termination is an individual matter; although some groups at times act as if the group experience will continue indefinitely.

Corrective emotional experience

Is another benefit that can come in the working stage of the group. Yalom and Leszcz (2005) describe this experience as the hallmark of the working phase of therapy groups.

Influential power

Is based on the idea of persuasion and manipulation of others through convincing them that a certain course of action is correct.

Unfinished business

Is basically "when someone hurts another, or is hurt by someone, and fails to resolve the problems with the relevant person." May develop in groups because of their fast pace and lack of time to process all of the material that arose.

Resistance

Is best defined as any behavior that moves the group away from areas of discomfort, conflict, or potential growth. It appears to increase especially during the early part of the storming stage.

Providing Feedback

Is crucial to the closure of a group and is an integrating experience. It provides an opportunity for leaders and members to reinforce each other for the progress they have made as well as to deal with their thoughts and feelings about making meaningful changes.

Compromising

Is in effect when individuals attempt to find an expedient, mutually acceptable solution that partially satisfies both parties.

Authoritative power

Is predicated on social position or responsibility in an organization. This power means such as "pulling rank," may be employed to try to influence members of groups that include individuals of unequal status, such as those in task/work groups.

Conflict Management

Is premised on the "basis that conflict can be positive". Thus the focus is on directing conflict toward a constructive dialogue.

Informational power

Is premised on the idea that people who know more are able to exert control over situations, including those involving people.

Attack on the group leader

Is probably the most direct form of resistance that causes groups difficulty. Many theories view an attack on the leader as an opportunity to shape new norms and enhance group movement.

Avoiding

Is seen when individuals do not immediately pursue their concerns or those of other persons.

Formal feedback

Is structured. It may be set up, for example, through the use of what is known as rounds.

Supporting

Is the act of encouraging and reinforcing others. Its aim is to convey to persons that they are perceived as adequate, capable, and trustworthy. Through this act, group members feel affirmed and are able to risk new behaviors because they sense a backing from the group.

Transference

Is the displacement of effect from one person to another. It has many sources but basically operates on an unconscious level and is manifest most directly when individuals attempt to relate to other persons in ways inappropriate for the situation.

Group norming

Is the feeling of "We-ness," identity, groupness, or cohesiveness that comes when individuals feel they belong to an association or organization larger than themselves.

Follow-up

Is the procedure of reconnecting with group members after they have had enough time to process what they experienced in the group and work on their goals or objectives. Usually is planned 3-6 months after a group ends, either with the group as a whole or with the leader and a group member.

Transition period

Is the time after the forming process and before the working stage - on average 5%-20% of the groups time - Two part process is characterized by the expression of a number of member emotions & interactions

Scapegoat

Is to project the group's problems onto a single individual instead of the group taking responsibility for creating and resolving its difficulties.

Countertransference

Is usually thought of as the leader's emotional response to members that are a result of the leader's own needs or unresolved issues with significant others.

Questioning

It is often a disguise for a statement. If members are constantly doing this type of resistance to one another, then they are safe from exposing their true selves. It also keeps the group focused on why something occurred in the past and thereby prevent members from concentrating on what is happening now.

Cohesion

It is widely recognized as central to the success of groups and is often cited as the most important factor in shaping the outcome of groups. Can be thought of as a sense of "Group-ness" or "We-ness." Groups that establish such a spirit (and keep it) run harmoniously as a unit.

Logs or Journals

Members' written comments made after a group. Ideally, they are written and read between group sessions by the group leader, who gives feedback to group members and even the group as a whole regarding specific and general comments.

Hope

Occurs on both a cognitive and an emotional level in groups. The importance is that it energizes group members and the group as a whole. Furthermore, it helps groups envision meaningful, but not yet realized, possibilities.

Monopolizing

Occurs when a person or persons in the group dominate the group's time through excessive talking or activity that is often irrelevant to the groups task.

Cooperation

Occurs when group members work together for a common purpose or good. During norming, group participants become relaxed and work better together

Competing

Occurs when individuals pursue their own concerns at other people's expense.

Collaborating

Occurs when individuals work with others to find solutions that fully satisfy the concerns of both.

Emotional ambivalence

Often there are feelings of loss, sadness, pain, and separation. Frequently these feelings are mixed with those of hope, joy, anticipation, and accomplishment. Almost always, there are issues involving "unfinished business," transference, and countertransference.

Self-disclosure

One of the strongest signs of trust in a group. This reveals to group members information about oneself of which they were previously unaware. This is enhanced when members feel safe. Through this, barriers that inhibit communication among individuals are torn down.

Team Player Inventory (TPI)

One way of selecting members. Is a 10-item assessment instrument that denotes the degree to which individuals are predisposed toward organizational team-working environments. It is the "only measure that is specifically designed to assess predisposition of individuals working in teams."

Group observing group

Requires that the group break up into two smaller groups in any way the leader directs and that each observe the other function (as outsiders). This process is sometimes called a fishbowl procedure.

Evaluation questionnaire

Serves the purpose of helping group members be concrete in assessing the group in which they have participated.

Johari awareness model

Sometimes called the Johari Window, is a good representation of what happens in the arena of self-disclosure when a group is in the working stage. This model also illustrates how appropriate disclosure develops during the life of the group.

Premature termination

Sometimes individuals quit a group abruptly or the group experience ends suddenly because of actions by the leader. May result in difficulties for the participants.

SYMLOG

System for the Multiple Level Observation of Groups. This model yields a field diagram that pictures how members of a group are rated on three dimensions: dominance versus submissiveness, friendliness versus unfriendliness, and instrumentally versus emotionally expressive.

Humor

The ability to laugh at oneself or a situation in a therapeutic and non-defensive manner. Groups that last make more frequent and longer use of ____ than those that are short lived. It also helps individuals and group members as a whole bond and gain insight. It influences them positively about working together.

Storming stage

The beginning of transition stage in which members start to compete with others to find their place in the group. This unsettling aspect of the group involves struggles over power and control that may be both overt and covert

Unknown quadrant

The fourth quadrant, is full of potential. It contains material hidden from self and others because of a lack of opportunity. As the group progresses, this quadrant shrinks. It may be developed in the group because of crises or opportunities.

Confrontation

The idea is for members to challenge one another to examine the discrepancies between their words and actions.

Informal feedback

The leader may ask members to give their reactions to a group session in an un-structure way at any time they wish. Such an invitation is likely to increase spontaneity and sensitivity.

Hidden quadrant

The second quadrant, contains undisclosed information known only to oneself. This quadrant shrinks during the working stage, through self-disclosure.

Blind quadrant

The third quadrant is originally unknown to oneself but known to others when the group began.

Hispanic/Latin Americans

There are 4 major subgroups in the United States: 1. Mexican Americans, 2. Central & South Americans 3. Puerto Ricans 4. Cuban Americans Shared Values include importance of family, interdependence & cooperation, the worth and dignity of the individual, and acceptance of life as it exits.

Task processing

Ways of accomplishing specific goals. Appears to regress during storming. No longer do members or leaders concentrate as directly on objectives as they did at the beginning of the group. Rather there is a great deal of attention on personal matters, such as group safety, leader competence, trust, and ways of interacting.

Homework

Working outside the group itself. Group members often find that they need to carry behaviors they practice within the group to situations outside the group.

Process observer

a neutral third-party professional who observes the group and gives it feedback on its interpersonal and interactive processes.

Ways to increase awareness & abilities of group leaders in culturally diverse groups are:

a) Consultation or group co-leadership with minority counselors already serving specific cultural groups b) participation in cultural immersion experience c) actively taking inventory of the needs and issues of minority groups in their communities d) language training when possible

Closing occurs in two levels in groups:

a) at the end of each session b) at the end of a certain number of group sessions

Monopolizers may be helped by

a) confronting them b) teaching them new skills to deal with anxiety c) giving them feedback on how their old or new behaviors affect interpersonal communications In some cases, the group leader may display a hand signal to remind the monopolizer that he or she needs to change behaviors

Primary activities of group members in closing are:

a) reflect on their past experiences b) process memories c) evaluate what was learned d) acknowledge ambivalent feeling e) engage in cognitive decision making

An evaluation questionnaire should cover at least:

a) the leadership of the group b) the facilities in which the group was held c) the group's effectiveness in achieving its objectives

Norms

are expectations about group members behaviors that should or should not take place.

Advice giving

involves instructing someone on what to do in a particular situation. This is seldom appropriate or needed in most groups. It prevents members from struggling with their own feelings and keeps the advice giver from having to recognize shortcomings in his or her life.

Norming stage

occurs if the group successfully weathers the turbulence. In this stage there are resolutions, the building of cohesiveness, and the opportunity to move forward in growth.

The extent of diversity is dependent on a number of factors:

time, acculturation process, the socioeconomic environment of persons, and even the number of group members from a particular background.

Memory decay

where more frequent life events of members overshadow previous group experiences.