Group Facilitation in Group Dynamics -12

Group Dynamics

1. 1

2. 2
Facilitation enables groups to:
Identify wants
Develop expected outcome
Explore ways to meet members expectations

3. 3
Group Facilitation
Support Group Components
Facilitator –role, skills and qualities
Member Temperament
Family Cycle
Family Stressors/ Balance
Coping Process
Critical Thinking
Conflict Resolution
Formation of Support Group

4. 4
Itisaprocessinwhicha
personwhoisacceptableto
allmembersofagroup,is
substantivelyneutral,and
hasnodecision-making
authority,ischosento
interveneinagroup’s
processtohelpitmeetits
agreedpurpose.
Group Facilitation

5. 5
Group Process
Problem-Solving
Decision-Making
Loyalty and Pride
Clear Standards Reinforcement
and Recognition
Clearly communicated norms
Affection, Trust and Caring
Togetherness and Fun

6. Group Process
Groupprocessreferstohowan
organization'smembersworktogether
togetthingsdone.
Organizationsspendagreatdealof
timeandenergyinsettingandstriving
toreachgoalsbutgivelittle
considerationtowhatishappening
betweenandtothegroup'sgreatest
resource–it'smembers.
6

7. 7
Group Members Shared
Characteristics
leadership
problem-solving
decision-making
respect
compassion
loyalty and pride
reinforcement
and recognition
non-judgmental
environment
standards
affection, trust and
caring

8. 8
Group Members
Expectations
shared leadership
non-judgmentalenvironment
respect
equality
inclusive
compassion

9. 9
Facilitator plays different roles
to guide the process
Theroleyouplayisdeterminedbythe
needoftheparticipantsandthegroup
goal.
Yourrolealsodependsontheformality
ofthegroupmeeting:
Invitedpresenter
Scheduledactivity

10. Facilitator
Apersonwhoisacceptabletoallgroup
members,substantivelyneutral,andhas
nodecision-makingauthoritywhohelpsa
groupimprovethewayitidentifiesand
solvesproblemsandmakedecisions
10

11. 11
Facilitator
A“guide”or
“discussion
leader”
“contentand
processleader”
Responsiblefor
the Support
Groupprocess

12. 12
Switching roles during a
meeting/activity
Themostdifficultpartwillbe:
Learningtowearsomanyhats.
Becomingcomfortablemovinginand
outoftheneededrole.

13. 13
Personal Skills and
Qualities
of a Facilitator

14. 14
Advanced Preparation
The facilitator
mustbefully
preparedaheadof
time.Ifpossible,
earlytoarriveand
lasttoleave.He
mustbesystemic
andorderly.

15. 15
Flexibility
Abilitytofulfill
differentgroup
roles; leader,
supporter,inquiring
etc.inorderto
keepthegroup
processfluidand
maximizepotential.

16. 16
Confidence
Instillconfidence
inthegroupby
appearing
purposefuland
in control,
therefore
subduinggroup
insecurities.

17. 17
Authenticity
Consistentinapproachtothetask,
notmovingthegoalposts,become
trustworthytothegroup.

18. 18
Patience/Perseverance
Appreciatethe
difficultiesof
groupworking
andhavethe
determination
toseeatask
finished.

19. 19
Leadership (Presence)
Gain the
respectofthe
group to
become the
surrogate
leaderifand
whenrequired.

20. 20
Integrity
Beanexample
tothegroupof
howtoconduct
oneself.

21. 21
Initiating
Startthegroupworkingonataskor
whenaproblemisdiscovered/develop
analternativewayaroundittomaintain
progress.

22. 22
Respectable
RecognizedbytheGroupasaperson
whosejudgmenttheycantrust.

23. 23
Perceptive
Havethecapabilitytorecognize
undertonesinthegroup;usingthe
positiveonestothegroup'sadvantage
andcounteringthenegativeonesto
diminishthem.

24. 24
Facilitator Functions
Relievetheanxietyofmembersaboutbeing
withunknownmembers.
Developanagenda.Thiswillalloweach
membertoknowwhattopicistobe
discussed.
Donotallowyourselftobecomethefocus.
Donotallowonemembertodominatethe
discussions.
Encouragesilentmembers.
Haltsideconversations.
Helpthegrouptostayonthetopic.

25. 25
Group Cohesiveness happens when…
Cohesivenessisthedegreeofattraction
thatmembersfeeltowardoneanother
andthegroup.
Itisafeelingofdeeployalty,of
“groupness,”ofespritdecorpsandthe
degreetowhicheachindividualhas
madethegroup’sgoalhisorherown.
Itisasenseofbelongingandafeeling
ofmorale.

26. 26
Group Cohesiveness
Interactiontakesplaceamong
members.
Membersshareacommonpurposeor
goal.
Adifferentiationofjobs/functions
emerges.
Thevalueofbeingapartofthegroup
isgreatertotheindividualthanbeing
separate.

27. 27
“We Feeling"
Thegroupmustdevelopastrong
feelingof"we-ness,"membertalkingin
termsof"we"ratherthan"I."
Displayloyaltyandcongenialitytoeach
other.
Worktogetherforacommongoal.
Takeresponsibilityforgrouptasks.
Endurepainandfrustrationforthegroup.
Defendsagainstcriticismandattack.

28. 28
Encourage Group Discussion
Ask individuals to share their experiences
Develop ground rules
Group determine discussion topics
Develop goals for the support group
Ask individuals what may be gained from the
group and what they want from the group
Have individuals supply questions

29. 29
Withdrawn member:
Use nonverbal clues, such as smiling
Provide opportunities for involvement
Recognize the individual may be checking out the
group
Use an icebreaker that has a purpose and is not
a game
Such as each person share what name they prefer to
be called and what/how their families chose their
name

30. 30
Shy member:
Realize it takes time for some
people to feel comfortable in a new
group
Recognize they may be getting
enough by being quiet
Respect their choice to be quiet

31. 31
Angry member:
Recognize their issue.
Invite a resource person to present
on the topic.
Encourage the group to respond
with positive ways to deal with the
situation.
If the behavior is exhibited often
talk with the supervisor.

32. 32
Dominating member :
Redirect the member's
conversation.
Ask another member for input.
Remind member about group guide
lines on each person having time.

33. 33
Negative member
Be direct with the individual
Reframe the issue and bring it back to the
group for discussion
Let the individual express his/her feelings
Have others acknowledge how they felt/dealt
with the issue
If the behavior is exhibited often talk with the
supervisor

34. 34
“Know-It-All” member
Ask the individual where they got their
information to insure quality of information
Ask group members for their reaction or
experience with the situation being discussed
Schedule a presentation on the subject by
someone with more information on the topic
being discussed

35. 35
When a Group member
Cries
Provide a tissue paper.
Create an environment where it is safe to cry.
Acknowledge that there will be blue days and
sad times.
Acknowledge that the group may be
uncomfortable.
Be sensitive to everyone's feelings.
Be a good listener.
Don't say “We know how you feel“.

36. 36
Mediation
How does it work?
•Provides a supportive atmosphere
•Separates facts from feelings
•Defines problems non-judgmentally
•Identify aims and fears, areas of
agreement and disagreement
•Provides a future focus
•Generates and evaluates options
•Reach agreements owned by all parties

37. 37
Who can/should mediate?
•We all use mediation skills in daily life
•Mediation facilitates the process where
•people feel they are on ‘different sides’
•emotions are running high
•people cannot see a way to an agreed
solution
•people are beginning to blame each
other

38. 38
Why mediation?
Impartial third party facilitates
Helps to remove tension and blame
Promotes shared problem-solving
Agreement owned by all parties

39. 39
Basics of Group Facilitation
Greetpeoplewhentheyfirstcometo
themeeting/activity
Developgroundrule:
everyoneparticipatesattheirowncomfort
level
valuedifferentideasandperspectives
Assistgrouptousecorrectterminology
andperson-firstlanguage
Thankthemforcoming

40. 40
Generally speaking
Giveeachmember5minutesto
introducethemselves–oryour
meetingswillgoonforhours!
Typicalmeetings/sessionsgofor2-3
hours.

41. 41
As You Grow -Move Slowly
Asyourgroupgrowsavoidsacrificing
theneedsofyourexistingmembership
byaccommodatingtoomanynew
memberstooquickly.
Thefirstpriorityofasuccessfulgroup
mustremainwiththecurrent
membership.

42. 42
Informally Formal
Developastructuredroutineforthe
meetings/sessions.Membersfeelmore
comfortablewhentheyknowwhatto
expectduringtheevent.

43. 43
Ideal Group Participants
Initiate,stimulate,andarouseactivediscussion
Clarifyideasandwillingtocompromiseinordertobe
creativeinresolvingdifferencesorconflicts
Expressthegroup’sfeelingandallowconsensusof
thegroup
Explorevitalissuesanddataasfactualhabitor
decisionmaking
Giveconstructivefeedbacksuchas“whenyou”,“I
feel….”,“Iwouldlike,”“Whatdoyouthink”
Listencarefullyandacceptcriticisms.

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