Lecture 2 - Group Leadership and Rogers Flashcards
Starting Group Sessions
5 Key parts
ICEDS
Introductions/Warm-up/Icebreaker
Connect with previous session
Explore expectations
Discuss transferring of learning
Summarize group progress
Closing Group Sessions
6 key parts
PRSEEE
- Provide for closure
- Reflect
- Summarize
- Explore expectations
- Encourage goal-setting for next session
- Encourage feedback
What is the purpose of the lab and what does corey,2012 say concerning labs
The purpose is to create a support network for you.
To meet developmental needs of otherwise relatively healthy students who experience developmental stressors (Corey, 2012).
The Group Leader as a Person
Leaders bring what to every group
Leaders themselves are not problem free but they must what
Group leaders become an influential force in a group when they do what
The key to success as a group leader is what
Leaders require what traits
PPCWSSBISC
Leaders bring to every group their personal qualities, values, life experiences as well as their assumptions and biases.
Leaders themselves are not problem free, but they must be willing to make attempts to live in a way they encourage group members to live.
Group leaders become an influential force in a group when they model effective behaviour rather than merely describe it.
The key to success as a group leader is a commitment to the never-ending journey toward becoming a more effective human being.
Presence Personal Power Courage Willingness to Challenge Oneself Sincerity and Authenticity Sense of Identity Belief in the Group Process and Enthusiasm Inventiveness and Creativity Stamina Commitment to Self-Care
What is
- Cultural safety
- Cultural competence
- Culturally safe care
- Cultural Humility
- Cultural sensitivity
What does CS value
What are the ill effects of not following these things?
-CS = people to feel respected and safe when they interact with the health care system.
-Competency is acting respectfully, no assumptions based on biases / Culturalcompetency does not require us to become experts inculturesdifferent from our own.
-Culturally safe health careservices are free of racism and discrimination
-Cultural humility is a life long journey of self reflection
Starts of with CA, knowing differences and similarities
-Sensitivity sees the influence of our own culture and see that we have bias, Its not about seeing everyone the same
Values = Empathy respect collab innovation
Impact = ill health, loss of language and culture, dislocation, marginalization
Self-disclosure
What happens when you share two little
Too much?
The right amount?
If you hide behind a professional facade you may also be hesitant to disclose how you feel in the group etc.
The most productive form of sharing is disclosure that is related to what is going on in the group
Some leaders have a strong need to be approved of and accepted and it is a mistake to assume that “more disclosure, the better”.
You may try too hard to be perceived as a friend and fellow group member
Beginning group leaders are advised to err on the side of caution rather than uninhibited self-disclosure
Best if you disclose here-and-now reactions rather than detailed personal events
Guidelines for Using Disclosure in Practice
- You need to monitor what
- You may consider it for what purposes
- You should avoid what
- You need to observe what
- Different what react differently to what so its important to what
You need to monitor the frequency and purpose of your disclosures (Its not all about you)
You may consider it for the purpose of normalizing experiences, modeling, validating reality, or offering ways to think or act. (That’s happened to me)
You should avoid it to meet your own needs as it blurs the boundaries and takes the focus off the client
You need to observe how clients react to disclosures as to decide how to intervene next
Different clients react differently to therapist disclosure, so it is important to determine what the client needs from the therapist.
Group Leadership Skills
Active Listening Restating Clarifying Summarizing Questioning Interpreting Confronting Reflecting feelings Supporting Empathizing Facilitating Initiating Setting Goals Evaluating Giving Feedback Suggesting Protecting Disclosing oneself Modeling Linking Blocking Terminating
- A: Attending to verbal and non-verbal aspects of communication without judging or evaluating
- R: Paraphrasing what a participant has said to clarify it’s meaning
- C:Grasping the essence of a message at the feeling and thinking levels – focus on the core of the message
- S: Pulling together important elements of an interaction or session
- Q: Asking open-ended questions that lead to self-exploration of the “what” or “how” of the behaviour
- I: Offering possible explanations for certain thoughts, feelings, and behaviours
C: Challenging members to look at discrepancies between their words and actions; pointing to conflicting information or messages
R: Communicating understanding of the content of feelings
S: Providing encouragement and reinforcement
E: Identifying with clients by assuming their frame of reference
(Have empathy but not compassion fatigue)
F: Opening up clear and direct communication; having group members take increasing responsibility for the group’s direction.
I: Promoting participation and introducing new directions to the group
S:Planning the specific goals for the group process and helping group members define concrete and meaningful goals
E: Appraising the ongoing group process as well as the individual and group dynamics
G: Expression of concrete and honest reactions based on observation of the group
S:Offering information, direction, and ideas for new behaviours
P:Safeguarding members from unnecessary psychological risks in the group
D: Revealing your reactions to the here-and-now events in the group
M: Demonstrating desired behaviour through actions
L: Connecting the work that the group members do to common themes in the group
B: Intervening to stop counterproductive group behaviour
T: Preparing the group to close a session or end its existence
Developing Your Group Leadership Style
- One determinant focuses on whose in the group
- Develop a style that fits what?
- Your theoretical stance should be closely related to what
One determinant is whether you lead short or long-term groups
Develop a style that fits your personality and expresses your uniqueness
Your theoretical stance should be closely related to your values, beliefs, and personal characteristics
Using an integrative approach does what? 2
Will assist you in conceptualizing and integrating the various theoretical perspectives that most appeal to you.
Will stimulate your thinking about ways of developing and refining techniques that reflect your leadership style.
When developing your framework you do what?
Most behavioural issues come from problems in your relationships
- The goals of counselling
- Roles and functions of the group leader
- Degree of structuring and division of responsibility.
- Use of techniques
Questions to consider when developing your framework
How can I best develop collaborative relationships with members so that responsibility for the group is a shared function?
What kind of structuring do I want to provide for a group? How do I determine how much structure is appropriate?
How do I develop techniques that fit with my personality and style and are appropriate for the groups I lead?
Rogers person centered theory
Rogers challenged what
Rogers = Am I living in what way
In this approach the therapists what and what are what and the what relationship are viewed as what in what
Challenged the basic assumption that the counselor was the expert and the client had a passive role.
AM I living in a way which is deeply satisfying to me and which truly expresses me? = Rogers (Person centered theory)
In this approach the therapist’s realness and empathy are emphasized, and the therapeutic relationship (rather than techniques) are viewed as the central factors in facilitating change (Corey, 2017).
Rogers Person Centered Theory
- Importance of what
- Commitment to what
- AWhat or what
- Belief that what
- Concern and what for the what
- Rogers would never use what
Importance of self-awareness
Commitment to a phenomenological (lived experience) approach
Actualization, or growth tendency
Belief that humans are free, self-determining beings
Concern and respect for the subjective experience of each person
Rogers would never use non compliancy
Rogers Person Centered theory
Basic tenet underlying PCA
“The individual has within him or herself vast resources of self-understanding, for altering the self-concept, basic attitudes, and his or her self-directed behaviour – and these resources can be tapped if only a definable climate of facilitative psychological attitudes can be provided” (Rogers, 1979, ¶ 3)
