Establishing Groups Part I: Group Preparation

1. Establishing Groups Part I: Group Preparation

2. Group Preparation • Proposing a group; Announcing a group and; Recruiting group members (Coreyx3 pp 110-114). • Prior to initiating screening, some basic factors need to be determined as they serve in the screening process. These factors include: • Setting • Size • Frequency & Duration • Length: Open vs. Closed • Group Composition • Personnel

3. Setting • The setting must afford some level of comfort, allowing for the specified number of participants. • The setting must provide proper facilities, i.e. restrooms. • The setting must be accessible to all potential members. • The setting must allow for privacy, primarily for the sake of confidentiality. • The setting must not have distractions. • The setting may be arranged in a circle (table or not) or in a horse shoe, or perhaps another layout (ideally circle). • The setting may allow for recording system considering the group.

4. Size • Research shows the ideal size 7-8 with a range of 5-10. • Size may vary depending on age of clients; leader experience; type of group and; problems to be worked on. • Small groups • Function of group ceases, members are in individual therapy within a group setting. • Comfort level decreases-clients feel pressure to participate. • Large groups • Less opportunity to work through individual problems. • The group dynamic dissolves (e.g. cohesiveness). • Shy members are less likely to participate and competition for “air-time” my occur. • Disruptive subgroups may form.

5. Frequency & Duration • How much time? • Difficult for group to become personally involved and productive >90 minutes • Extended time is possible (marathon groups) • How many days a week? • 1-5 day/week; most common is 1 day/week • Depends on problem; may be mixed w/ “all-day” sessions. • How many weeks (or days)? • 8-16 weeks and longer, depends on group. • Be aware of member dependency in longer groups. • May depend on leader, clients, institution and insurance.

6. Length: Open vs. Closed Group • Open: Members are replaced as they leave the group so that it continues to function without predetermined conclusion. • Closed: No new members are admitted and may meet for a predetermined number of sessions or until the group decides to terminate.

7. Pros & Cons of Open vs. Closed Group • Open Group: • Allows group to continue indefinitely. • New members interact with and receive new information and feedback; continues to diversify the group. • “Frame of reference” expands. • New members have older members to serve as models. • Assist in developing coping skills. • New members are not aware of the history of the group (e.g. content discussed, stage of the group, etc.). • Lack of cohesion and varying levels of commitment. • Lack of equilibrium. • Transition of members may reflect inconsistency. • Can pose greater challenges for leader.

8. Pros & Cons of Open vs. Closed Group • Closed Group: • Predetermined termination “forces” clients to work toward their goals, possibly reducing “resistance.” • Stability encourages cohesion and thus, commitment. • Reflects consistency. • Select group only offers select insight as opposed to a more dynamic influx of members having “fresh” insights. • “Frame of reference” is minimized. • Predetermined termination may add pressure to “perform” and/or to protect themselves and avoid interaction. • Feeling of failure following termination.

9. Group Composition • The selection process does not entail figuring out if the group is going to be homogeneous or heterogeneous. • Among other areas, gender, age, developmental level and commonality in problem should be considered. Further “screening” will determine if client is an appropriate fit for the group, whether it be homogeneous or heterogeneous.

10. Personnel • The leader should be part of the entire placement process. • If a co-leader is assisting with the group, they too should be part of the process. • Consider the area/population where the group is being recruited from as an interpreter may be necessary at the start of the screening process. • Only trained assessors should implement assessments requiring interpretation.

11. Establishing Groups Part II:The Screening Process

12. The Screening Process • Personnel involved: Leader, co-leader, interpreters, trained assessors? • Information Interview: Explains the group to client and allows the client to inquire about the group. • Assessment: Inquires further about the client • Tools: ASAM PPC-2R, Beck Depression Inventory, Conner's Rating Scale, suicide risk assessment, etc.

13. Information Interview • Inform client of meeting place (i.e. setting), size, frequency, duration and length of the group. • Express advantages of the group; address misconceptions of groups; offer insight to effective behavior and; present expectations of group; theoretical approach; etc. • Brief explanation of the group process (e.g. involving inter/intrapersonal work, conflict, risks, etc.). • Forewarned about discouraging feelings of frustration, isolation, particularly early on, also that expectations may not fully be met. • Allow potential client time to “interview” leaders.

14. Yalom Suggests: • Deliberately repeat and emphasize the the important points of the interview as clients are often in a sate of heightened anxiety interfering with the understanding of the information provided. • Do not sell the group to a client. This process is not a marketing campaign.

15. Assessment • Assessment involves interviews (or orientation group), secondary resources, testing, and direct observation to determine the clients: • Experiences • Characteristics/Abilities • Needs • Preferences/Desires • Stage of Healing • “Assessment” may last 4-6 weeks in to the group process to determine compatibility. • The client can be terminated or referred if not compatible.

16. Research has shown… that the clarity with which clients understand the process of the group; group goals; counselor and client roles; and the benefits of groups, the more effective group treatment.