W4 - culture and group work Flashcards
Individualist V Collectivist culture
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* look up image - individualism V collectivism
Initial introductions differences in culture
Generally speaking,
- collectivists will introduce themselves via their group membership (i.e. the particular group to which they belong), followed by their role (depending on context). - In contrast, individualists will frequently introduce themselves via their individual role.
For example, an Aboriginal Australian may commonly introduce themselves as “Hi, I’m Jane. I am Wirajuri (clan/tribe) and I’m a teacher” vs “Hi, I’m Jane, and I am a teacher for second grade students”
Direct and indirect communication style differences in culture
- collectivists often prefer less direct communication such as less eye contact (for some), discussing disagreements at a later time to be less confrontational, and asking questions around topics rather than direct questioning.
- Conversely, those from individualist backgrounds tend to feel more comfortable raising issues in the moment and asking questions in a more direct manner
Decision making processes differences in culture
- Generally speaking, those from individualistic cultures tend to feel more comfortable making quick decisions. - Conversely, those from collectivist cultures frequently prefer more time to consider decisions, weigh up options and check with multiple group members (i.e. opting for consensus) before making final decisions.
- > For a group facilitator, this means allowing plenty of time for group members to work through decision-making processes, and unpacking points of view thoroughly, before making final decisions (such as group agreements, planning processes, etc)
Attitudes and behaviours towards important others - individualists
- demonstrate respect for social status (CEO of an organisation)
- individualists may demonstrate respect in a workplace context for others by addressing them formally as ‘Mr’ or ‘Mrs’ and acknowledging their roles or achievements
- individualists can be familiar with hierarchal group processes such as a classroom structure where the facilitator or teacher is the ‘leader’ and participants have less control over the group process
Attitudes and behaviours towards important others - collectivists
- demonstrate respect to Elders, possibly by addressing them with familial terms of endearment such as ‘aunty’ or ‘uncle’ and allowing Elders to speak and eat before themselves
- often feel uncomfortable speaking up in isolation and tend to value equal sharing or horizontal group process
- frequently prefer group processes that allow all members to engage equally
- facilitator also engages and is seen more as a ‘guide’ to discussions rather than a ‘leader’
- yarning circles
What is Yarning
- ‘Yarning’ is a common term referring to a dialogue or communication process amongst Aboriginal and Torres Strait Islander cultures.
- As a process, it often involves answering questions in an in–depth manner, frequently via the telling of stories to explain perspectives, share ideas and provide examples.
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Yarning circles
- A yarning circle is a culturally based group practice that is many thousands of years old, and utilises the communication style of yarning within a group, whereby all group participants are seated in a circle alongside a discussion lead, such as an Elder or group facilitator.
- equality, respect, deep listening, knowledge sharing and mindfulness.
- commonly amongst indigenous and non–indigenous settings, both in First Australian communities and organisational settings.
- engages group members, allows all participants the opportunity to speak without interruption
Opening of a yarning circle
- often an Acknowledgement of Country where the Traditional Custodians of Country are given respect and gratitude is conducted first, followed by group agreements regarding how group members will treat each other in the yarning circle space.
- The facilitator can begin group ‘yarns’ by first presenting information or asking a question, then passing the talking object to the person beside them for comment.
Talking object and Dadirri
- Often an object such as a stone or ‘talking stick’ is utilised and passed around the yarning circle to indicate an individual’s turn to talk.
- A key agreement of the yarning circle process is the understanding that whomever has the stone or talking stick has the opportunity to speak, whilst the remaining group members are responsible to engage in a ‘deep listening’ or mindful listening – often referred to as ‘Dadirri’.
Dadirri in nature and communication
- Dadirri is a common practice among Aboriginal and Torres Strait Islander peoples, and has multiple purposes.
- For many it is akin to meditation whereby the individual ‘sits in stillness’, often in nature, to gather a greater awareness of self and the natural and spiritual world.
- As a communication process within a yarning circle, Dadirri refers to the mindful consideration of what others in the circle are saying.
Dadirri compared to ‘surface’ listening
- Commonly, individuals in groups engage in ‘surface’ listening whereby they simply prepare their response whilst the other person is still communicating.
- In contrast, Dadirri is a focussed process of deep listening, that involves considering the meaning of what other participants are saying then further considering a mindful response before speaking.
- As a consequence, the yarning circle process can be slower paced than other group processes.
- However, the depth of communication, reflection and learning is often much deeper for participants
Closing a yarning circle
- To close the yarning circle, the facilitator may reflect on key discussion themes or learnings, or thank the group for their contributions to the group discussion.
- Importantly, there is no strict standard for facilitating a yarning circle. Some yarning processes rely solely on verbal communication. Others utilise powerpoint slides as talking points, or note taking of key themes from the discussions.
- A yarning process may also cater to a larger participant group by facilitating multiple smaller yarning circles simultaneously, with facilitators posing an initial question for participants in each circle to discuss and record key discussion themes
The four agreements of courageous conversations
Participation in Courageous Conversations
requires agreement to the following key points:
- Stay engaged
- Be willing to sit with discomfort
- Be honest
- Expect and accept that closure is not
guaranteed
Courageous conversation process
• Yarning circle process
• Group agreements are key
• Debrief and ‘check out’ processes
-> unpack sensitive topics, learning and reflecting
-> discussions inherently uncomfortable
-> solutions are not the goal of this process
