Group Quiz 2

Hope & Risk Taking (initial stage)

*Promoting hope* is one of the basic "therapeutic" factors -If members are hopeful that their situation can be different & better, they're likely to work hard within the group -Group leaders can instill hope during the initial sessions in several ways -If members are able to experience a sense of *universality* (commonness with others) within the group, the group will feel more cohesive -They're more likely to take risks that will add to their sense of accomplishment & attractiveness to the group

Resistance During Storming

*Resistance*: Any behavior that moves the group away from areas of discomfort, conflict, or potential growth -Forms of resistance are aimed at discussion material, the leader, other members, questions of control, or the group in general -Indirect resistance: Intellectualization, questioning, advise giving, band-aiding, dependency -Direct resistance: monopolizing, attack on the group leader

Task Processing in Storming

*Task Processing*: Ways of accomplishing specific goals -Tends to regress during storming -There is a great deal of attention on personal matters -It's healthy that this "pause" in the group takes place bc it allows everyone the opportunity to reevaluate goals & directions -A potential problem with the suspension of effort to accomplish a task is that someone in the group may be blamed or scapegoated for the group's lack of achievement -Scapegoat: To project the group's problems onto a single individual instead of the group taking responsibility for creating & resolving its difficulties

Step 1 in the Forming Stage- Developing a Rationale for the Group

-A group begins conceptually with the generation of ideas -Behind every successful group is a rationale for its existence -The more carefully the reasons for conducting a group are considered, the more likely it is that there will be positive responses & outcomes -A clear rationale & focus are of uppermost importance in planning -Group leaders who're unclear about their purpose will end up being nonproductive & possibly harmful

The Working Stage (Performing)

-After a group makes the transition from forming to resolving conflicts & norming, the working stage begins -This stage focuses on the achievement of individual & group goals & the movement of the group itself into a more unified & productive system -The working stage is described as the group's "performing stage" and its "action stage" -A time of problem solving that usually lasts longer than any of the other group stages -40-60% of the total group time will be spent on this stage -Task/work groups will generally spend a higher percentage of their time here than will psychotherapy, counseling, or psychoeducational groups -Regarded as the most productive stage in group development & is characterized by its constructive nature & achievement of results -During this stage, group leaders & members feel more freedom & comfort in trying out new behaviors & strategies bc the group is settled & issues (power, control) have been worked through & members trust one another -A healthy group displays a great amount of intimacy, self-disclosure, feedback, teamwork, confrontation, & humor -Other behaviors during this stage are focused on task-related endeavors, such as achieving specific goals

Opening the Group

-Beginning the first group session is often a difficult experience, especially for the leader -It is a *critical incident in the life of the group* -It is an event that has the power to shape or influence the group positively or negatively -Sufficient structure at the beginning of a group helps members become less anxious & not be overwhelmed by the group process -Group leaders have general opening or leads at their command, such as "Let's get started" or "it's time to begin" or they can use other openings -The style of introduction is largely determined by the interpersonal skill of the leader & the nature of the group -Other aspects of the group at its beginning that will be problematic if not addressed are: Structure, involvement, cohesion, hope & risk taking, & the termination of the session

Racial & Gender Issues During the Working Stage

-Both occur in most types of groups in subtle & blatant ways -Racial prejudice is based on assumptions about the beliefs & attitudes of individuals of a given race -Some groups may engage in high conflict bc of racial prejudice among members. Other groups deal with racial issues through denial -Individuals who hold stereotyped views & act accordingly are culturally encapsulated & behave in a rigid & stereotyped manner -Contact w others from diff cultures in a group context often helps members become more aware of their racial feelings -The same prejudice/stereotypes may occur in regard to gender -The words man & woman are highlighted at the expense of the concept individual

Group Procedural Problems in the Forming Stage

-Both the leader & members often feel anxiety, awkwardness, & anticipation at the beginning of an initial group session -The best way to deal with these areas is to prevent them from developing, but corrective measures may need to be taken

Peer Relationships in Storming

-During the storming stage, members are initially more anxious in their interactions with one another -Some avoid taking a risk by remaining silent at this time, others who want to establish their place in the group deal with anxiety by being more open & assertive -The concern for power is also prevalent during storming -*Power*: The capacity to bring about certain intended consequences in the behavior of others -The struggle for power occurs soon after group members have oriented themselves into the group formation -To deal with power: At first, members will attempt to resolve power concerns in ways that resemble those they have used outside the group (ex: fighting). If these work, then members will continue to use them. If not, they'll formulate new ways of handling conflictual situations -Members' attitudes about *trusting* the group & its leader are also an issue during storming -The quality of verbal interaction- Negative comments, judgements, & criticisms are frequent during storming -If all goes well during the storming stage, then members come to understand themselves & one another better & begin to develop empathy for each other

The Problem of Subgroups in the Forming Stage

-Group leaders may help prevent the formation of subgroups by focusing on the uniqueness of each individual and his/her connectedness with the group as a whole -Leaders may discourage the formation of subgroups by making their expectations known about such groups in the screening interview, pregroup training, & initial group session -When subgroups do develop, they must be dealt with directly or they can have a deleterious effect on group member interaction -3 ways of handling subgroup behavior: (in addition to prevention) 1) Bring all coalescing, colluding, & subgrouping behavior that occurs to the group's attention 2) Establish a guideline & expectation that the group be informed about extra group activities among members 3) As a group leader, don't collude with subgroups overtly or covertly by not disclosing what you perceive and/or know about the subgroup. If a group leader remains silent on realizing a subgroup has formed, he/she is hurting the group

Step 3 in the Forming Stage- Weighing Practical Considerations

-Group proposals should stress specific, concrete, & practical objectives & procedures -Considerations such as meeting time, place, & frequency cannot be overlooked if the group is to be successful -Some good group ideas never are implemented bc colleagues fear, misunderstand, or disapprove of the group leader's plans -The setting in which the leader works will influence the formulation of a group proposal (ex: a college counselor may focus on offering a series of guidance presentations on careers in the student university center) -Counselors & therapists in private practice will generally have more flexibility & fewer administrative procedures -One secret of success in all cases is detailed preparation -The type of group, group focus, when/how often they'll meet, the rational, goals, & objectives of the group, expectations/guidelines, basic ground rules, topics

Step 4 in the Forming Stage- Publicizing the Group

-How a group is announced influences both the ways it will be received by potential members & the kind of ppl who will join Some of the best ways to announce the formation of a group: 1. Word of mouth with professional colleagues 2. Personal contact with potential members 3. Written announcements to a targeted audience -There are advantages & disadvantages to each of these: 1) Announcing through word of mouth to professional colleagues may personalize the info but fail to reach a large number of individuals who may wish to participate 2) The same is true if the group leader simply contact ppl he/she thinks may benefit from the experience 3) Written announcements to selected audiences are likely to reach the most ppl, but they may not be clear enough to specify who should be a member of the group. Some ppl who aren't suited for the group may apply or too many ppl may apply, requiring the group leader to spend a lot of time screening -The Best Practices Guidelines (ASGW) is a definitive & comprehensive document that provides guidance on the proper conduct expected of ppl who lead groups, including preparation procedures

Results of Norming

-If the process of norming goes well, then the group will be ready for the next step in its developmental process- Working -Members will feel connected with the group & will be able to concentrate on being productive, rather than on protecting themselves -Norming gives group members guidelines under which to operate -They're then able to gauge how well they're doing -It's from the baseline of norming that the group is measured or referenced -Has the effect of helping members feel good about themselves & the group -Allows members to clear their minds, reassess their goals from a realistic perspective, feel good about themselves, & make new plans for the working stage -Like a "breath of fresh air" after successfully resolving the difficulties of the storming stage

Involvement in the first session

-Involvement of group members, in which they actively participate with one another & invest themselves in the group, is necessary for the first session to work best -Structured exercises are great in bringing ppl together in a creative & enjoyable way -During the first sessions group leaders must facilitate membership interaction

Ward listed 6 other factors that either contribute or distract from the development of teams: (working stage)

1) Leadership style (democratic is best) 2) Membership maturity & motivation 3) Group task or purpose characteristics 4) Membership stability & group size 5) Time availability 6) Organizational, institutional, cultural, & societal expectations

Peer Relationships in the Working Stage

-Members appear to show genuine concern for one another on a deep, personal level -Participants are more intimate after control probs have been resolved -Feelings of empathy, compassion, & care grow & groups get closer emotionally -This cohesiveness usually increases as members interact & understand one another better -Working stage focuses on "near & far"- ppl establish how physically & psychologically close they wish to be to others & behave accordingly -Greater willingness to self-disclose bc have more positive feelings about the group -The Johari Awareness Model is a good representation of what happens with self-disclosure when a group is in the working stage -In the working stage members become increasingly aware of individuals & the world of each person (more sharing of past & present experiences & more risk taking)

Peer Relationships During Norming

-Several important changes occur (ex: outlook & attitude) -Group members usually have a positive attitude toward others in the group & the experience -Feel a sense of "belongingness" -Group interactions manifest through: 1) Identification 2) Here & Now Experiences 3) Hope 4) Cooperation 5) Collaboration 6) Cohesion

Teamwork & Team Building During the Working Stage

-Teamwork & team building are vital in the working stage -A *team* is "a number of persons associated together in work or activity -Groups sometimes function as teams (perform in a coordinated way to achieve a goal) -Selecting members who've excellent emotional intelligence will function best in a team environment bc they'll add to the group's expressive astuteness/intelligence & ensure the best possible results -2 ways of selecting members: Team Player Inventory & Group Emotional Intelligence Individual Regulation -After members are selected, the next major step in team building is promoting a team spirit -This is done by encouraging *teamwork* (all members working together cooperatively) through team building -*Team building* takes time & may assume different patterns over time -A team can be a socializing & productive experience -Suggested that groups also need ice-breaking exercises- introductory activities that link ppl together

Closing (Termination) of the Session

-The closing of a group session filled with many feelings- anxiety, relief, sadness, & joy -Too often, not enough attention is focused on closing a session -Corey recommends that at least 10 minutes be set aside at the end of a group for reflection & summarization -Otherwise members could fail to gain insight -The initial sessions of a group are crucial for establishing such a pattern

Group Cohesion (initial stage)

-The effective development of any group requires that members share an image of the group -In the initial stage of group work a common identity is lacking & members are unsure of themselves, resist any directions, or "play it safe" by showing a reluctance to join with others -One way to break this is to build group cohesion- A sense of *"We-ness"* or belonging to the group -Group cohesion allows ppl to voice their concerns freely & fully -Members gain a sense of ownership in the group bc they're invested -A way to enhance group cohesiveness is through the use of arts (drawing, photography, literature) in helping members express their feelings & thoughts more clearly -"Lines of feeling" -Group cohesion usually doesn't manifest fully until the norming (or identity) stage of the group

Step 5 in the Forming Stage- Screening & Pretraining

-The maturity, readiness, & composition of membership play a major role in determining the success of a group -Thus, potential members should be *screened*- interviewed individually or in a group before the group's first meeting concerning their suitability for the group, and carefully chosen -Goal: To determine whether a particular group is right for a particular individual at a specific time -In the pre-group screening, the leader must address potential group members' readiness to be in a group & their goals -Most experts in the field endorse either an individually conducted pre-group screening procedure or a group-conducted pre-group screening process (essentially intake interviews- ways of determining who should join) -The group leader may ask a number of questions (ex: what's been your past experience with groups) -The leader must determine the level of interpersonal behavior or comfort with others that potential members have -Through screening, premature termination is avoided, while goals & processes involved with the group are clarified, & members are empowered to take an active part in the group -Another way to ensure members are ready for the group is through *pretraining*- Orienting group members on what to expect of the group before it ever meets -Should enhance the functioning of the group, speed its work, reduce dropouts, & increase the positive outcomes -It has been positively associated with cohesion, member satisfaction, & comfort with the group -Potential members should be informed of which techniques & procedures will be used, the qualifications of the leader, fees (if any), types of records kept, member responsibility, personal risks involved, & the types of services that can realistically be provided

Outcomes of the Working Stage

-The results of the working stage are usually tangible -Goals have been worked on & achieved -One of the most productive aspects in the working stage- Learning & sharing of ideas & information among members 1) Catharsis- A release of pent up feelings -as members make discoveries about themselves, they often experience catharsis 2) Cognitively restructuring- Members need to add actions to the emotions they're experiencing in the working stage. Such a process allows them to gain insight & become more cognitively aware of themselves -if this process occurs, members cognitively restructure their lives (begin to think/perceive themselves diff) 3) Confrontation- the focus is on the present & may include confrontation -the idea behind confrontation is for members to challenge one another to examine the discrepancies btw their words & their actions 4) Feedback- Known as "immediacy," "here-and-now interventions," and "impact disclosure" -refers to the response of one individual to the words & actions of another -involves sharing relevant information with other ppl, such as how they're perceived or how they behave, so they can decide whether to change 5) Corrective Emotional Experience- The "hallmark" of the working phase of therapy groups -a group supportive enough to permit risk taking must have been developed beforehand 6) Humor- The ability to smile or laugh at yourself or a situation in a therapeutic & nondefensive manner -useful, important quality in the working stage (in addition to intimacy, openness, & feedback)

Differences in working & nonworking groups

1) Members of working groups have a sense of cohesion & trust. They work in the present & are willing to take risks in self-disclosing or sharing ideas 2) When disagreements exist, members acknowledge it & deal with it in an open manner 3) Communication is clear 4) Working groups are aware of the group progress & process 5) Give honest feedback 6) They're hopeful & secure within the group

Step 6 in the Forming Stage- Selecting Group Members

-The selection of group members is usually a 2-way process (exceptions occur in some psychoeducational & work groups) -When potential members & the leader are mutually involved in the selection process, both have input into deciding who will be included/excluded -Ppl invited to join the group should be those who're likely to benefit from the experience (have specific goals in mind, have allayed their fears of what a group might do, & feel comfortable in their roles & sensitive to their surroundings) -Ppl who don't appear likely to contribute to the growth of the group or who lack personal maturity are prime candidates for exclusion from it (those extremely hostile, self-centered, unmotivated, crisis oriented, or mentally unbalanced; unwilling to self-disclose or express feelings) -Others who may be excluded from a particular group are those who're either too different or too similar to other potential members -Members of extremely heterogeneous groups may not relate well to each other & may experience a good deal of interpersonal conflict -Members of extremely homogeneous groups may relate too well, may not work hard on individual or group tasks, & may stay on a superficial level

Step 7 in the Forming Stage- Selecting a Group Leader

-The selection process hinges partly on professional qualities and partly on personal qualities -It's easier to deal with professional issues bc, in the pre-group screening, the potential members can & should ask about the group leader's qualifications -The group leader can voluntarily offer information about his/her educational preparation & experience in conducting groups (such professional disclosure is a must at this point in group) -Personal info about the group leader's style in sessions is also important -The leader's style & personality are important aspects of the group for the potential members to consider

Group Interactions During Norming Manifests Through:

1) Identification: A sense of identification is a "normal" developmental process in which ppl see themselves as being similar to one another -more identification = more cohesion & less resistant to change 2) Here & Now Experiences: The best way to help ppl & the group make progress is to deal with immediate feelings & interactions (existential variables) -feelings must be addressed as they occur 3) Hope: Occurs on both a cognitive & an emotional level in groups -cognitively- hope is the belief that what's desired is possible & that events will turn out for the best -emotionally- hope is the feeling that you wish for will occur 4) Cooperation: Occurs when members work together for a common purpose or good 5) Collaboration: Members who think they can work in a harmonious, cooperative manner are likely to share facts & feelings about themselves & others matters with the group (they collaborate) -goes hand & hand with cooperation 6) Cohesion: A sense of "groupness" or "We-ness" -central to the success of groups

Steps Necessary for conducting an effective pre-group screening interview

1) Identify needs, expectations, & commitment (commitment is the most crucial) 2) Challenge myths & misconceptions: it's important that potential members have accurate info & not misinformation like that sometimes given on TV. Common misunderstandings about groups include, groups are for sick ppl, groups are artificial, & groups force ppl to lose their identity 3) Convey information: the nature/limits of confidentiality are helpful to communicate in addition to group stages, roles, & importance of balancing content & process

Power in a group can take many forms:

1) Informational Power: Premised on the idea that ppl who know more are able to exert control over situations 2) Influential Power: Based on the idea of persuasion & manipulation of others through convincing them that a certain course of action is correct 3) Authoritative Power: Predicated on social position or responsibility of an organization. Authoritative means may be employed to try to influence members of group that include individuals of unequal status, such as those in task/work groups

Most prevalent forms of subtle indirect resistance

1) Intellectualization: a behavior characterized by an emphasis on abstraction with a minimal amount of affect or emotion -person uses thoughts & sophisticated vocab to avoid dealign with personal feelings 2) Questioning: if members are constantly questioning one another, then they're safe from exposing their true selves 3) Advice Giving: Instructing someone on what to do in a particular situation (advice is rarely appropriate or needed) 4) Band-Aiding: The misuse of support. The process of preventing others from fully expressing their emotional pain through ventilating their feelings (catharasis) 5) Dependency: Encourage advise givers & band-aiders. Present themselves as helpless & incapable but refuse to listen to feedback

Direct Forms of Resistance

1) Monopolizing: When a person or persons in the group dominate the group's time through excessive talking or activity that's often irrelevant to the group's tasks -can be helped by confronting them, teaching them new skills to deal with anxiety, giving them feedback on how their behavior affect interpersonal communications 2) Attack on the Group Leader: such attaches are somewhat common in involuntary groups -the most direct form of resistance -processes that contribute to leader attacks: subgrouping, fear of intimacy, & extragroup socializing

Central characteristics of storming that determine which way conflict will be handled & how the group will process

1) Peer Relationships (& power) 2) Resistance 3) Task Processing

Ways tasks are accomplished in the working stage / ways to increase productivity

1) Rounds: Encouraging equal member airtime through making rounds 2) Role-Playing: Members are given a chance to assume an identity that differs widely from their present behavior. Participants set up an imaginary life situation & ask others to play certain parts -tool for bringing patterns of behavior & their consequences into focus "by allowing participants to experience the situations concretely" -helps group members see & feel how certain actions will be experienced before they occur outside of the group 3) Homework: Working outside the group itself -members often try out new skills & bring their experiences back to the group to process 4) Incorporation: A personal awareness & appreciation of what the group has accomplished on an individual & collective level -through incorporation, members realize the value of the group in their lives & remember critical times in the group -prepares members to move on to the termination stage -when the working stage ends, members should have a feeling & knowledge of what was achieved & how

2 ways of selecting team members / group members

1) Team Player Inventory (TPI)- 10 item assessment that denotes the degree to which ppl are predisposed towards organizational team-working environments. Determining whether there are team members who view teamwork environment as primarily negative & identifies ppl who "are positively predisposed to working in a team environment" 2) Group Emotional Intelligence Individual Regulation (GEI-IR)- 3-pronged instrument with a group efficacy scale, group trust scale, & a group cohesiveness scale

A leader may employ group exercises for several reasons:

1) To increase the comfort level 2) To provide the leader with useful information 3) To generate discussion & 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 & relaxation

Steps in the Forming Stage (Orientation Stage)

1. Developing a rationale for the group: behind every successful group is a rationale for its existence (need a clear rationale & focus) 2. Deciding on a theoretical format: leaders must consider the theoretical format from which they'll work 3. Weighing practical considerations: group proposals should stress specific, concrete, & practical objectives/procedures (ex: meeting time, place, frequency) 4. Publicizing the group: announcing a group (word of mouth, personal contact, written announcements) 5. Screening & Pretraining -screening: interviewing ppl before the group's first meeting concerning their suitability for the group -pretraining: orienting group members on what to expect of the group before it ever meets 6. Selecting group members: ppl invited to the group should be those who're likely to benefit from the experience 7. Selecting a group leader: the selection process hinges partly on professional qualities & partly on personal qualities

Tuckman & Jensen's 5 stage model of group developmental stages

1. Forming (or orientation) 2. Storming 3. Norming 4. Performing 5. Adjourning -Gladding's 4 stage: formation/orientation, transitioning, performing/working & mourning/closing -Regardless of how many stages in group dev, the beginning stage is the most important & usually multidimensional (Not all theorists agree that stages do or must exist in groups, at least in a progressive fashion)

Useful Procedures for the Beginning Stage of a Group

1. Joining: the process by which member connect with another psychologically & physically -ice breaker, introduce themselves, state their names, etc. 2. Linking: the process of connecting individuals with one another by pointing out to them what they share in common (strengthens bonds btw ppl) 3. Cutting off: defined 2 ways- 1) Making sure that new material isn't introduced into the group too late into the session for the group to deal with it adequately; 2) Preventing group members from rambling 4. Drawing Out: the leader purposefully asks more silent members to speak 5. Clarifying the Purpose: sometimes members bring up material that's not appropriate for the purpose or beginning session. In this situation, the leader should clarify the purpose of the group with the individuals & the group, the stage the session has reached, or which behavioral interactions are appropriate

Activities that may be employed to facilitate feedback:

1. Structured feedback exchange exercise 2. Modeling 3. Connective 4. Consensual validation 5. Feedback paraphrasing

People Problems in Forming

7 common membership roles often displayed during the first session and subgroups 1. Manipulators: characterized by their subtle & not-so-subtle use of feelings & behaviors to get what they want 2. Resisters: often angry or frustrated & bring these feelings with them to the group (don't participate in group exercises) 3. Monopolizers: dominate the conversation in group & don't allow other members a chance to verbally participate 4. Silent Members- may or may not become involved w the group 5. Use of Sarcasm: mask their feelings through the use of clever language that has a biting humor 6. Diagnostic Analyzers: ppl who have passing knowledge of psych or mental illness may attempt to diagnose or explain other group members' problems in clinical terms 7. Focuser on Others: those who become self-appointed group "assistant leaders" by questioning others, offering advice, & acting as if they didn't have any other problems Subgroups: group leaders may help prevent the formation of subgroups by focusing on the uniqueness of each individual & his/her connection with the group as a whoel

Johari Awareness Model (working stage)

A good representation of what happens in the with self-disclosure when a group is in the working stage & also illustrates how appropriate disclosure develops during the life of the group 1) First Quadrant- Open Quadrant- contains info that's generally known to self & others -known to you & also seen/acknowledged by others -expands during the working stage -ex: Flo knows the group is aware she chews her nails 1) Second Quadrant- Hidden Quadrant- contains undisclosed information known only to yourself -known by you but unknown to others -shrinks during the working stage, through self-disclosure 3) Third Quadrant- Blind Quadrant- Originally unknown to yourself but known to others when the group begins -unknown by you but seen & acknowledged by others -personal unknown area diminishes in working stage -ex: Tom may be unaware that his face twitches before he speaks but everyone else sees it 4) Fourth Quadrant- Unknown Quadrant- contain material hidden from self & others bc of a lack of opportunity -unknown by you & also unknown by others -as the group progresses, this quadrant shrinks -it may be developed bc of crises or opportunities. The possibilities & potential that ppl possess lie hidden until opportunities arise to express them -Ex: Brenda, a shy member, may suddenly take the lead when the group is in the midst of a dilemma, such as searching for positive ways to deal with a rival group in a positive way

Dealing with Apprehension during the first sessions of a group

Apprehension is synonymous with anxiety -Too much or too little anxiety inhibits the performance of the group & its members -Thus- it's appropriate that group members & leaders have a moderate amount of apprehension when they begin a group (it helps them key in on what they're experiencing & what they want to do) -Apprehension differs in psychotherapeutic & psychoeducational groups and in task/work groups -psychotherapeutic & psychoeducational- There is an individual focus to the apprehension -task/work groups- There is a group focus to the apprehension -It's helpful & sometimes necessary after each group session for leaders to deal with any misunderstandings that may have arisen bc of anxiety

Conflict Resolution & Conflict Management

Conflict Resolution: Based on the underlying notion that conflict is essentially negative & destructive -primary focus is on ending a specific conflict Conflict Management: Premised on the basis that conflict can be positive -the focus in on directing conflict toward a constructive dialogue Benefits of employing conflict resolution or conflict management 1) Conflict can open up relationship development in the group by highlighting interpersonal boundaries btw members 2) Can help the group as a whole overcome resistance to change from receiving more info 3) Releasing tension 4) Strengthening relationships 5) Reevaluating 6) Clarifying goals

Cyclotherapy Process

Even after the group initially first meets, it continues to evolve & can be conceptualized as forever forming, with certain issues returning from time to time to be explored deeper -some issues groups continually struggle with- Anxiety, power, norms, inclusion, identity, interpersonal relationships, & personal growth

Norms

Expectations about group members' behavior that should or should not take place -Regulate the performance of the group as an organized unit -Norms are constructed from the expectations of the members for their group & from the explicit & implicit directions of the leader (based on input from everyone) -In open ended groups, the norms may be unclear, confusing or restrictive -But in most groups, norms are clear

Reviewing Goals & Contracts during the first sessions of a group

Goals: Specific objectives that an individual or the group wishes to accomplish -Goals are announced at the time a group proposal is formulated & again during the pregroup interview -Individual goals are worked out in the pregroup screening session & are consistent with the group's overall goals -Some goals have a universal quality about them (ex: understanding careers) & others may vary widely (ex: psychotherapy groups- 1 person is trying to resolve grief & another is trying to overcome depression) -A way of clarifying group/individual goals is to have the group leader restate the purpose of the group during the first session & have each member elaborate on his/her goals Contract: An agreement of what will be done & when -In some cases & with some theories (Gestalt, transactional analysis), members are asked to formulate a Contract -A written contract helps members specify what, how, when, & where they will work to make changes related to their goals "Simply asking members to write about their goals or asking members to write specific goals prior to the beginning group are not sufficient to influence group process, perceptions of involvement, or ability to feedback significantly"

Group Collusion (Working Stage)

Group Collusion: Cooperating with others unconsciously or consciously to reinforce prevailing attitudes, values, behaviors, or norms -The purpose of this behavior is self-protection -It's effect is to maintain the status quo in the group -Can prevent open discussion, critical thinking, & problem solving -Such closedness & the conformity may lead to a destructive progress that's regressive- *Groupthink* -In a groupthink situation, there's a deterioration of mental efficiency, reality testing, & moral judgment that results from in-group pressures -To prevent group collusion from occurring, members group be diversified -Some type of devil's advocate procedure should be implemented as a precautionary measure -Open discussion should be promoted & goals & purposes should be continuously clarified

Tasks of the Beginning of the Group (Forming a group)

Group leaders & members have varied tasks to accomplish during the first session of a group: 1. Dealing with Apprehension (anxiety): its appropriate that group members/leaders have a moderate amount of apprehension 2. Reviewing Members' Goals & Contracts -goals: specific objectives an ind. or group wishes to accomplish -contract: an agreement of what will be done & when 3. Specifying more clearly or reiterating the group rules -rules: guidelines by which groups are run 4. Setting limits: set both implicitly & explicitly -limits: the outer boundaries of a group in regard to behaviors that will be accepted in the group 5. Promoting a positive interchange among members so they'll want to continue: is initially the task of the group leader

Structure of the group

Group leaders in the initial stage of group must make decisions on structuring the group (running the group according to a prescribed plan or agenda) Advantages of structuring a group: 1) Promotes group cooperation 2) Lessen anxiety 3) Highlights individual performance 4) Facilitates the inclusion of everyone in the group 5) Can also give leaders confidence & help them concentrate on group goals Disadvantages: 1) It may discourage personal responsibility 2) May restrict freedom of expression 3) Unstructured groups may generate more initial anxiety & discontent -A major guideline for the amount of structure will be the leader's theoretical stance -Directly structuring the group in its early stages facilitates the group's development & may promote the establishment of trust & accomplishment of goals (but structuring depends on the type of group)

Step 2 in the Forming Stage- Deciding on a Theoretical Format

Group leaders must consider the theoretical format from which they will work -Some group leaders pretend not to work from a theoretical basis, claiming they will let their group decide how to develop. But- even this type of purported atheoretical stance is really a theoretical statement about how the leader thinks & conducts a group -Each theory of group has limitations & strengths -Leaders who're most aware of these areas before groups begin can choose a format appropriate for their group even if it's *eclectic*- a composite of theoretical approaches -A theoretical format should function on intrapersonal, interpersonal, & extrapersonal matters, but in varying degrees -The theoretical base of the group should match the needs of the participants & the group as a whole -Regardless of the approach, planning for a group must consider that groups contain many variables (ppl, process, products) -I/We/It (Waldo- in notes)

Setting Limits during the first sessions of a group

Limits: The outer boundaries of the group in regard to behaviors that will be accepted within the group -Limits are set both explicitly & implicitly in group settings -Explicitly, they take the form of rules regarding acceptable behaviors & procedures related to time -Implicit limits are more subtle & involves such actions as the attention of the leader to a particular member or the verbal reinforcement or discouragement of certain content topics

Storming

Members start to compete with others to find their place -A time of conflict & anxiety when the group moves from primary tension (awkwardness about being in a strange situation) to secondary tension (intragroup conflict) -During this period, if the group is functioning well, it works out its "threshold for tension" & reaches a balance btw too little & too much tension -Group members & leaders struggle with issues related to structure, direction, control, catharsis, & interpersonal relationships -*Quiet storming* in the form of avoidance may also take place -It's important for the group & its members to express & explore differences btw & among members & to deal with their conflict & any anxiety/resistance associated w it -A group's development may be stopped here by either dwelling on conflict or ignoring it, & the group may never move on to the working stage -Conflict Resolution & Conflict Management

Promoting Norming

Norming can be promoted through actions by either the leader or group members 1) Support: The act of encouraging & reinforcing others -through this act members feel affirmed & are able to risk new behaviors 2) Empathizing: Putting yourself in another's place in regard to subjective perception & emotion while keepings your objectivity 3) Facilitating: Using clear & direct communication channels among individuals -an activity usually assumed by the group leader 4) Self-Disclosure: Revealing to members information about yourself of which they were previously unaware -one of the strongest signs of trust

Task Processing During Norming

One major task during norming: for members to reach an agreement on the establishment of norms & standards to operate the group -Through norms, members learn to regulate, evaluate, & coordinate their actions -Groups typically accept both prescriptive norms & proscriptive norms 1) Prescriptive norms: the kinds of behaviors that should be performed 2) Proscriptive norms: the kinds of behaviors to be avoided -Norms give a degree of predictability to the group Another main goal during norming: Commitment -the commitment to the group as a whole, to its rules, & to individual goals -It's at this point that the group can begin to see the tangible results from their dreams & efforts

Positive & Negatives of Cohesion

Positives: 1) More productive 2) More open to influence by other members 3) Experience more security 4) More able to express hostility & adhere more closely to group norms 5) Attempt to influence others 6) Continue membership in the group longer Negatives: 1) Group members may decide they like the positive atmosphere so much that they're unwilling to talk about anything upsetting. In such groups, harmony is stressed & a type of pseudo-acceptance (false acceptance) prevails

Promoting a positive interchange among members during the first sessions of a group

Promoting a positive interchange among members of a group is initially the task of the group leader -If positive interchanges among group members can be facilitated, then group members will begin to share openly with one another, & the group atmosphere will be enhanced -If a productive tone isn't created, then group members may drop out, close up, or attach one another -The leader can establish a positive tone by: 1) Being enthusiastic 2) Drawing out members 3) Holding the focus on interesting topics 3) Shifting the focus when the topics are irrelevant or interesting to only a couple members 4) Cutting off any hostile or negative interactions 5) By emphasizing similarities among members so everyone feels included & a part of the group -Another way to promote a positive interchange within the group is to use interactive journal writing- members keep logs of their thoughts, feelings, impressions, & behaviors within a group & exchange them in all directions

Specifying Group Rules during the first sessions of a group

Rules: The guidelines by which groups are run -Rules are established both before & during the group process -In pregroup screening sessions, leaders take the initiative in setting up rules (ex: no physical violence, no drugs, etc.) -During the first session of the group & afterward, members make contributions to the rules by which the group will abide -It's important to formulate a rationale behind every group rule -1 rule that's usually agreed to but difficult to enforce is *Confidentiality*- the explicit agreement that what's said in the group will stay in the group -Group needs to agree on the nature of the rules & consequences for breaking rules

Problems in the Working Stage of Groups

Specific problems that arise during the working stage: 1) Fear & resistance 2) Challenges to leaders 3) Lack of focus on achieving individual & group goals Focusing on issues outside the group are also problematic: 1) Gender & Race 2) Turning inward as a group to be protective (collusion)

Group Norming

The feeling of "We-ness", identity, groupness, or cohesiveness that comes when ppl feel they belong to an association or organization larger than themselves -Is a crucial part of the group process bc it sets the pattern for the next stage: Performing (working) -Enthusiasm & cooperation are expressed (emphasizes positive emotions like the forming stage) -Norming is generally characterized in terms of behaviors & feelings express by group members toward one another 2 main aspects of norming: 1) Peer Relations 2) Task Processing

Task Processes During the Working Stage

The major emphasis in the working stage is *productivity* -Members focus on improving themselves or achieving specific individual/group goals -Ways tasks are accomplished/ways to increase productivity: 1) Rounds 2) Role-Playing 3) Homework 4) Incorporation

The Transition Period of a Group

The time after the forming process & before the working stage -2 part process: 1) Storming Stage: members start to compete with others to find their place -involves struggles over power & control -common feelings: anxiety, resistance, defensiveness, conflict, confrontation, & transference 2) Norming Stage: there are resolutions, the building of cohesiveness, & the opportunity to move forward in growth -The purpose of the group & skill of the leader influence the general flow of these processes -But- the personalities & needs of members & their levels of trust, interest, & commitment also play a major part -Characteristics associated with transitions in the group follow general universal patterns

Working Through Storming

Ways to help group members work through their feelings in storming: 1. Process Observer: A neutral 3rd party professional who observes the group & gives feedback on its interpersonal & interactive processes 2. Leveling: Members are encouraged to interact freely & evenly. The leader draws out members who're under participating & those who're excessively active are helped to understand the impact of their actions through group feedback 3. For group members to acknowledge what's occurring in the group without a process observer 4. Get Feedback from members about how they're doing & what they think needs to be done- encourages change or supports status quo (can be formal or informal feedback) 5. Motivational Interviewing: Client-centered, directive method for resolving ambivalence that impedes change

Strategies for Assisting Groups in the Working Stage

When groups aren't doing well, several approaches can rectify the situation: 1) Modeling the leader: used to teach group members complex behaviors in a relatively short time by copying & imitating 2) Exercises: involves less direct showing & more experiential integration. Activities the group does for a specific purpose -preplanned activities shouldn't be used frequently in the working stage 3) Group observing group: requires that the group break into 2 smaller groups in any way the leader directs & that each group watch the other function (fishbowl procedure) -after the groups observe, the members give one another & the group as a whole feedback -to help members focus on common concerns that outweigh differences & to begin working harder on shared agendas 4) Brainstorming: ways to stimulate divergent thinking. Require initial generating of ideas in a nonjudgemental manner 5) Nominal-group technique: has 6 steps -leader introduces the problem briefly & asks members to generate a number of solutions, then members share ideas as the leader writes them on a blackboard. Members write their top 5 ideas/solutions on an index card & the leader collects it, a vote is tallied, & the info is fed back to the group 6) Synectics: a novel way of helping groups in the working stage become more productive -follows the general pattern of discussions- problem statement, discussion, solution generation, & decision 7) Written projections: members are asked to see themselves or their groups in the future as having been successful & describe what that experience was like (ex: fairy tale) 8) Group processing: the dynamics that naturally occur in the group -processing: 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, & actions; and generalize what's learned to their life outside the group 9) Teaching of skills: sometimes members aren't successful bc they don't know how to relate well to others, such as giving/receiving interpersonal feedback. Through teaching members skills, group function improves

Results of Working Through Storming

When the group works through storming, esp. resistance, the group will take on new dimensions -Members make emotional space for one another & being accommodated -More plain talk, more intense emotions, emphasis on the *present* -Altering interpersonal relationship style is especially important to the group's future development -Different types of groups will vary in the length & depth of their experience in storming & amount of conflict -Psychotherapy- the impact of the storming period on the group itself will be greater & last longer than psychoeducational groups (which are usually low in interpersonal conflict) -Storming provides a time for group members to become realistic & active in examining their goals & working out relationships in their interactions with others -The work done during storming is the foundation on which most groups will be built