Groups typically include people with different personalities,
strengths, and challenges. This creates the group’s dynamic. As a support group leader, you have to manage these dynamics in ways that create trust, safety, and connection. This may be one of the most challenging and important tasks you face in your leadership role. The leaders of groups for adoptive, kin, and foster parents face an extra challenge that affects group dynamics. Most of your members have experienced—or are currently experiencing—primary,
secondary, or historical trauma. This article provides four broad steps to help you develop the skills to manage the dynamics of your support group:
Step one: Define positive group dynamicsAs a group leader, you need to embrace the fact that conflict is normal and healthy. Conflict supports the kinds of deeper thinking and exploration that promotes growth and healing. Your goal is not to develop a conflict-free group. It is to create a group that can handle some healthy conflict within an atmosphere of trust, inclusion, and safety. This is one example of defining a positive group dynamic—a group that “defaults to trust.” Other ways to create and sustain healthy group dynamics include:
A parent support group in Louisiana developed this motto as a group agreement: “Default to trust, then mine for understanding.” When we begin with a belief that others are worthy of our trust and not intentionally trying to be hurtful, disrespectful, or dismissive, we can respond to potentially disruptive or offensive words or actions in ways that seek to understand. Using a phrase such as, “Can you help me understand what led you to that thought?” is more helpful than shutting down or responding in anger. Step two: Understand factors that contribute to challenging group dynamicsGroup dynamics are complex. It’s not always clear what factors may be contributing to a challenging group dynamic. The following may be factors for you to consider.
It is important as a leader for you to be aware of these factors, identify which factors are most at play in your group, and develop strategies to prevent or address them. It is also important to be aware that trauma—including secondary trauma—is likely playing a role in generating these dynamics. Step three: Develop a structure that supports positive group dynamicsThe best way to deal with a problem is to prevent it before it starts. When you are aware of the factors that can hurt your group dynamics, you can prevent many challenges by structuring your group so that positive dynamics win the day. In addition to using a strong set of group agreements, these are five things that leaders can do to develop a structure that supports positive group dynamics.
Step four: Intervene to meet specific challengesBe aware of tricky group dynamics as they appear and use proactive problem-solving and conflict resolution strategies. When you notice a situation developing, name it, either privately or within the larger group. Don’t single individuals out, but say something such as, “It seems like a lot of side conversations are happening tonight. I feel like there may be an issue we need to discuss. Perhaps we should take a break from our topic and address whatever is bubbling up on the side. Would anyone like to help me understand what is happening?” Suggest possibilities for moving forward, while also asking for suggestions from the participants. For example, “I was thinking we might take 10 minutes to talk a little further about this. If we still feel stuck, maybe we come back fresh at another meeting. Does that work or does someone have another idea?” In addition to this general approach, these are a few specific tips for managing frequent challenges group leaders may face.
Finally, one of the most important things a leader can do to keep group dynamics healthy is proactively attend to any dynamic shifts or changes. Change is normal—and healthy—for individuals and for groups, but it’s hard for most people to navigate. When a veteran member of a well-established group leaves, or when a new member joins, it disrupts the group dynamic. It will be easier for the group to adjust to changes if the shift in dynamic is named by the leader and the group is given permission to feel however they need to about this change. It’s inevitable that you will face a challenging group dynamic at some point in your group leadership, and it’s important that you not let that challenge fester. Address conflict and tension in the group before simple personality conflicts become larger issues that could threaten the sustainability of your group. If you sense tension or discomfort, name it by saying something like, “I’m sensing some tension around this topic and feel like folks are going quiet. Do others sense the same thing or am I off-base?” It may feel difficult in the moment, but addressing challenges early can save you a lot of difficulty later on. With proactive planning and attuned observation throughout your meetings, you will be equipped to guide your group towards positive, healthy group dynamics and respond effectively to any negative dynamics as they occur. What is the most important concept of group leadership?Leaders must have skills in communicating effectively, listening actively, working with people, and helping others work together in groups. Leaders must have integrity and honesty. Good leaders must first learn to be good followers. Leaders do not dominate a group, but lead by their actions.
What is the most important aspect of effective group leadership quizlet?Trust is the most important trait - for all members to feel cohesiveness. What are the three leadership styles of a group leader? Democratic - members of group take more participative role in leadership.
Which of the following is a good idea to do after each group session to reflect on the experience?After each group session, it is a good idea to reflect on the experience by writing down the things you were thinking but chose not to say or some of the feelings you had throughout the group and discuss these reflections during: a. the next group session.
What are the three responsibilities of both the group leader and group members?Cooperate, collaborate, and share responsibilities with the group. Rotate the leadership role among their members and there is no designated leader or facilitator. Leaders emerge as the group develops. Usually self-help groups or mutual support groups.
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