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TRANSITION STAGE OF GROUP DEVELOPMENT

TRANSITION STAGE OF GROUP DEVELOPMENT. CHARACTERISTICS:. “TOP OR BOTTOM” VS “IN OR OUT” PREOCCUPATION WITH DOMINANCE, CONTROL, & POWER DEFENSIVENESS AND RESISTANCE NEGATIVE COMMENTS & CRITICISM ARE MORE FREQUENT JUDGEMENTS (“PEER COURT”). CHARACTERISTICS.

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TRANSITION STAGE OF GROUP DEVELOPMENT

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  1. TRANSITION STAGE OF GROUP DEVELOPMENT

  2. CHARACTERISTICS: • “TOP OR BOTTOM” VS “IN OR OUT” • PREOCCUPATION WITH DOMINANCE, CONTROL, & POWER • DEFENSIVENESS AND RESISTANCE • NEGATIVE COMMENTS & CRITICISM ARE MORE FREQUENT • JUDGEMENTS (“PEER COURT”)

  3. CHARACTERISTICS • HOSTILITY AND CONFLICT WITH LEADER AND MEMBERS

  4. MANAGING RESISTANCE • FEEDBACK • HELP MEMBER TO IDENTIFY SOURCE (IT’S USUALLY FEAR) * WHAT IS YOUR FEAR IF YOU OPEN UP TO OTHERS IN THIS GROUP? • CLARIFY • VALIDATE • LINK • ENCOURAGE HONESTY

  5. CONFLICT AND HOSTILITY

  6. CHARACTERISTICS: • INEVITABLE • IF IT’S MISSING SOMETHING IS WRONG WITH THE GROUP • GREAT SOURCE OF THERAPEUTIC GROWTH

  7. SOURCES OF HOSTILITY: • COUNSELOR (MAGICAL THINKING AND “FAVORITISM”) • LOW SELF AND OTHER REGARD • TRANSFERENCE • PROJECTIVE IDENTIFICATION (“HALL OF MIRRORS”) • RIVALRY

  8. SOURCES OF HOSTILITY • NEW MEMBERSHIP • DIFFERENT VALUES AND LIFE EXPERIENCES • IMPATIENCE WITH OTHERS WHO WON’T ADOPT TO NORMS • INDIVIDUAL CHARACTER STRUCTURE

  9. MANAGING HOSTILITY AND CONFLICT • IMPROVING COMMUNICATION ( “I” STATEMENTS AND ACTIVE LISTENING) • WORKING ON TRUST ISSUES (EVERYONE IS TAKEN SERIOUSLY) • REITERATION OF NORMS ABOUT PERSONAL ATTACKS AND RIDICULE

  10. MANAGING HOSTILITY & CONFLICT • DEMONSTRATION OF EMPATHY • AFFECTIVE EXPRESSION AND UNDERSTANDING OF EXPERIENCE (HERE AND NOW) • TACTFUL CONFRONTATION (TENTATIVE, OWNERSHIP, VERBAL CONTRACTS)

  11. MANAGING HOSTILITY AND CONFLICT • POINTING OUT THAT ANTAGONISTS NEED EACH OTHER • LEARNING HOW TO EXPRESS ANGER DIRECTLY AND FAIRLY • SOMETIMES NEED TO TEMPER OVERLY HOSTILE OR CONFLICTUAL GROUP • LEARN ABOUT OPPONENT’S POSITION

  12. DIFFICULT AND PROBLEMATIC MEMBERS

  13. MONOPOLIST • STORY TELLING • SUPERFICIAL • DEFENSE MECHANISM • CREATES GREAT ANNOYANCE • COUNSELOR NEEDS TO INTERRUPT • POINT OUT GROUP’S COLLUSION • ENLIST CLIENT’S HELP

  14. MONOPOLIST • ENCOURAGE DEEPER DISCLOSURE • CONTINUED FEEDBACK • EXPLORATION OF BEHAVIOR OUTSIDE OF GROUP

  15. SILENT MEMBER • POINT OUT EARLY THE MORE DISCLOSURE THE MORE BENEFIT • EXPLORE REASONS FOR SILENCE • SILENCE MEANS SOMETHING • FIND MEDIUM GROUND (DON’T EXERT PRESSURE BUT DON’T ALLOW TO ISOLATE)

  16. SILENT MEMBER • COMMENT ON NONVERBAL BEHAVIOR • MAKE EYE CONTACT • ENCOURAGE OTHER’S REACTIONS • IF CONTINUES MAY NEED TO WITHDRAW FROM GROUP • CULTURAL SENSITIVITY

  17. “BORING” CLIENT • SUPERFICIAL • LACK OF SPONTANEITY • ALWAYS PLAYS IT SAFE • SELF-FLAGELLATION • PASSIVE • BRING OUT WHAT’S ALREADY THERE

  18. HELP-REJECTING COMPLAINER • STORY TELLING • PROBLEM REPITITION • ONE UPMANSHIP • “YES-BUT” • DEPENDENT BUT ANTI AUTHORITY • REFUSE TO REINFORCE- AGREE WITH

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