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Copy of Facilitating Groups

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Dustin Kunz

on 8 April 2013

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Transcript of Copy of Facilitating Groups

Facilitating Groups Ashenfelter, K. (Designer), & Nolan, E. (Designer) (2011). Working with groups [Web]. Retrieved from http://tiny.cc/zrjhbw
Purpose of Groups Mutual assistance
Connection with others
Learning
Goal achievement
Decision making

Types of Groups Self help
Support
Educational
Psychoeducational
Therapy
Task
Group Development Forming
Storming
Norming
Performing characterized by: dependence, safe pattern behavior, guidance, and direction

The team will get together (form), listen to leader's introduction, address rules and responsibilities, and everyone looks to the leader for guidance. Individuals are comfortable enough to openly disagree and arguments can occur

Not necessarily bad, but if unmanaged can slow group progress

If well-managed, storming can lead to increased trust in the relationship. The ground rules become the team's culture

Norming might happen a year or more after a team is put together, and sometimes it never happens, simply because members do not take the time to agree on and enforce ground rules and processes.

In this stage members begin to accept each other's differences and work effectively together.

Whenever a member changes, the team should recognize that they are now a new team, and at the forming stage
In the performing stage, the high performance team is fully formed and there is a group identity and intense group loyalty.

This is where everything is automatic, and personal relationships are not function-based. People move from silos to a team, and the results are that "all of us are more than the sum of our parts" Stages of Group
Development Beginning stage
Middle stage
Ending stage Members are often unsure of what is expected of them.

Leaders wonder what the group will be like, whether they will be able to deal effectively with what comes up, and whether they will be able to bring the group together to work effectively. There is an initial period of conflict, challenge, and adjustment as members work out their relationships with each other and the leader

Members are determining the safety level of the group and are seeking ownership of it. The group focuses on feelings about termination and separation, evaluation of gains made in the group, and ways members can continue their growth as they generalize their learning in group to everyday challenges.

The leader must prepare for termination, preparing the group for it several weeks in advance. Group Roles
Information Seeker
Information Giver
Opinion Seeker
Elaborators
Instructing
Evaluate
Energizing
Recorders
Procedural Technician Task Roles Maintenance Roles Harmonizer
Compromiser
Encourager
Follower
Tension Reliever
Listener Nonfunctional Roles
Aggressive
Blocker
Recognition Seeker
Dominator
Confessor
Defensive Member
Deviant Member
Quiet Member
Scapegoat
Internal Leader Group Leadership Skills Facilitative skills
Attending skills
Asking questions
Allowing the group to have ownership group leader needs to respond empathetically to member's concerns
leaders can help members overcome initial apprehension by validating, normalizing, and affirming their experiences conveying effective listening through body language and verbal communication is essential for group facilitation Scan the group and make eye contact with all the members rather than directing attention at one or two people. This makes group members feel included and like the facilitator is interested. Try to avoid asking close-ended and leading questions Try using "what" and "how" questions to lead members to consider more possibilities and resources Promote mutual sharing and aid Solicit members' input into how the group will proceed When the group leader is asked questions, they can often be redirected back to other members of the group. If members, or a member and the leader are at an impasse, the leader can open it up to the group Communication among members should be supported over communication solely with the leader.
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