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Group counseling strategies and skills chapter 16

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

Dealing with Problem
Situations

©2016. Cengage Learning. All rights reserved.

Chapter 16


Rambler-- unaware of communication
style
“Show-off” --insecure in group

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

Types of Chronic Talkers
Nervous member-- way of handling
anxiety

©2016. Cengage Learning. All rights reserved.


Chronic Talkers


Pair up with talker to give feedback
Address group about sharing time
Let group give talkative member feedback

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

Determine impact of talker on members

©2016. Cengage Learning. All rights reserved.

Ways to Deal with Chronic Talkers


– leader gives individual feedback…if chronic,
may ask dominator to leave group

Distracter avoids dealing with feelings
– leader ignores distracting
comments/behavior

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

Dominator wants to lead or control

©2016. Cengage Learning. All rights reserved.

Dominator, Distracter


– leader explains the difference between
sympathy and genuine support for
members as they deal with sharing and
efforts to change.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.


Rescuer patronizes member in pain

©2016. Cengage Learning. All rights reserved.

Rescuer


– leader meets outside group to discuss behavior
– leader avoids reinforcing behavior in group by
addressing more positive comments

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

Negative member constantly complains, gripes,
attempts to enlist others

©2016. Cengage Learning. All rights reserved.

Negative Members


– leader may allow member to briefly vent
– leader pairs with member or meets outside
group to work on resistance

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

Resistant members are often members
who were “forced” to attend

©2016. Cengage Learning. All rights reserved.

Resistant Members


identify the behavior of a member who
confronts, challenges, or sabotages
leader’s efforts constantly and
inappropriately
o Leader should search for motive, work

with member and group, or ask member to
leave

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

o “Get the leader” is a phrase used to

©2016. Cengage Learning. All rights reserved.

“Get the Leader” Behavior


Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

Leader Mistakes
– Puts member on the spot
– Inappropriately cuts off or ignores
member
– Fails to deal with member’s antiauthority attitude
– Leads a boring, irrelevant group

©2016. Cengage Learning. All rights reserved.

Causes of “Get the Leader”


Negative Attitude of Member
– Forced to be in the group
– Negative opinion of leader for some reason
– Against authority
– Wants to be in charge

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

(continued)

©2016. Cengage Learning. All rights reserved.

Causes of “Get the Leader”


Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

Non-Productive Silence
Members are confused, anxious, or bored
Occurs from lack of energy or direction
Leader should initiate change
Do a round
Do an activity

©2016. Cengage Learning. All rights reserved.

Dealing with Silence


Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

Productive Silence
After meaningful discussion or personal
work
Leader allows time for thought, restrains
premature remarks, eventually seeks
comments leading to further processing

©2016. Cengage Learning. All rights reserved.

Dealing with Silence


Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

More of a problem in personal sharing
groups
Can’t legislate against feelings...members
may pursue anyway
Speak with members involved if impact is
negative on either member or others in
group

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Sexual Feelings Between
Members


Leader pairs him or herself with member to
determine member’s feelings and situation
Consider time available before “opening up”
member to painful feelings

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

Assess possible origin of member’s feelings

©2016. Cengage Learning. All rights reserved.

Dealing with Crying


Intense reaction--send member out with
another member you trust
Avoid reinforcing tears that merely
attract group members’ attention

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

(continued)

©2016. Cengage Learning. All rights reserved.

Dealing with Crying


Member’s needs out of line with purpose
of group…an alternative option offered
Member not ready for personal group work

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

Member is excessively negative, hostile,
or resistant

©2016. Cengage Learning. All rights reserved.

Asking a Member to Leave


Usually done one-on-one in private
Alternative to leaving…member may
watch from outside the group circle

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

(continued)

©2016. Cengage Learning. All rights reserved.

Asking a Member to Leave


Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc.

Comments can stifle discussion; hurtful to
members seeking help and support
Leader cuts off quickly, explains
importance of openness and free
exchange
Persistence on part of a member may
require one-on-one feedback, possible
removal from group

©2016. Cengage Learning. All rights reserved.

Prejudiced, Narrow-Minded,
Insensitive Members



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