Understanding Group Dynamics

What do group dynamics do?

• forces that influence the inter-relationships of members

• affect the group outcomes

• communication

Why are group dynamics important?

• groups = therapeutic microcosms (spaces where we come together and grow/get better

• GOOD DYNAMICS = BETTER OUTCOMES

What must OT leaders anticipate for group dynamics?

norms, culture, and roles

What type of groups achieve group dynamics more easily?

groups that are interactive and have verbal skills

When is the group process more obvious?

when there is freedom to initiate and make choices, even though the choices are directed

• ex. when I got to make a binder in class, was given options and got to choose from those options

How are members motivated in a group?

members are motivated to improve through self understanding and by increasing their interaction skills

• ex. I am motivated to become an OT so I come to class prepared and participate

What is group process?

Process:

Process = Hidden Dynamics

• emotions: how are ppl feeling today

• relationships: who sits together and chats

• norms: are people following the norms

• trust: can you feel trust?

What is group process?

Not Process:

Not Process = Surface Content

• activity task: what the task works on

• client history: know if someone has a diagnosis

• surface talk: talking about movies, about weekend (EXTRA CONVERSATION)

Why does group process matter?

• reveals unspoken dynamics like trust, conflict, and cohesion

• helps leader adjust strategies in real time

• builds insight → therapeutic learning

Match the process and not process to the situation:

• Four group members are building a kite

• john takes over

• mary withdraws

• two members joke quietly about …

  • give different situations that could relate to the joking

• Four group members are building a kite

  • activity task = not process

• john takes over

  • process: leader vs bossy

• mary withdraws

  • process: why is she withdrawing

• two members joke quietly about …

  • surface talk: not process

  • relationship: process (are they friends)

  • might be unmotivated and unfocused: process

What are therapeutic factors in a group?

the forces in a group that create healing, growth, and change for members

What are the 5 therapeutic factors?

1. Universality: realizing others share the similar struggles: “I am not alone”

2. Altruism: helping others benefits oneself: “helping others helps me”

3. cohesiveness: feeling of belonging and acceptance in group

4. Imparting information: sharing knowledge, coping strategies, or resources

5. Catharsis: emotional release that leads to release
   
   

What are the four stages of Yalom’s Group development?

1. Initial stage or orientation

2. Stage of conflict

3. Cohesiveness

4. Maturity

What is the first stage of Yalom’s Group development? (description)

• Orientation:

  • Members are polite but guarded

  • search for structured goals and depend on the leader

What is the second stage of Yalom’s Group development? (description)

• Conflict

  • Members challenge the leader or group norms

  • struggle for dominance and rebellion of the leader

  • criticism of activity

  • appearances of boredom

  • STAGE WHERE YOU WANT TO PUSH A LITTLE BIT FOR GROWTH

What is the third stage of Yalom’s Group development? (description)

• Cohesion

  • trust builds and members open up

  • following the resolution of conflict, harmony and intimacy emerge

  • both negative and positive emotions are expressed freely

What is the fourth and final stage of Yalom’s Group development? (description)

• Maturity

  • group works collaboratively and insight deeoens

  • have a focus

  • pay attention to feelings and participate actively

  • give feedback and be open to feed back

  • take responsibility for what you accomplish

What are the four stages of Gersick’s Punctuated Equilibrium Model (PEM)?

1. First Meeting

2. Phase 1 (initial inertia)

3. Midpoint transition

4. phase 2 and completion

What is the first stage of Gersick’s Punctuated Equilibrium Model (PEM)? (description)

• First Meeting

  • sets tone, influenced by context, expectations, culture, and personalities

  • sets group’s direction and norms

What is the role of context in PEM?

group’s design, first meeting, midpoint transition all strongly shaped by context (OT planning, resources, environment)

What is the second stage of Gersick’s Punctuated Equilibrium Model (PEM)? (description)

• Phase 1 (initial Inertia)

  • group direction established but little progress

  • group follows direction set in first meeting

  • behaviors are stable, goals are loosely pursued

What is the third stage of Gersick’s Punctuated Equilibrium Model (PEM)? (description)

• Midpoint Transition

  • Critical reappraisal and reset; OT intervention opportunity

  • revising strategies and norms

  • redirction and provide new resources as OT

  • BEST CHANCES TO RESET GOALS, REDIRECT NORMS, BRING IN RESOURCES

What is the fourth and final stage of Gersick’s Punctuated Equilibrium Model (PEM)? (description)

• Phase 2 and Completion

  • Phase 2: revised goals carried out at an accelerated pace

  • Completion: final push to finish tasks

Why is understanding PEM help OT leaders?

helps OT leaders harness the first meeting and transition as key opportunities to guide groups success

What is the difference between Yalom’s Stages and Gersick’s PEM?

• YALOM:

  • Linear

  • focus on typical behaviors

  • group pass predictably through stages

  • leader anticipates conflict/cohesion

• GERSICK:

  • Time-based

  • focus on mechanisms of change

  • groups experience inertia punctuated by transitions

  • leader acts early and at midpoint transitions

What is group culture?

• shared norms and values

• how members interact

• shaped by leader and environment

What are norms?

• established early and reinforced by leader modeling and group patterns

What are four desirable norms?

• active involvement

• nonjudgmental acceptance

• self-disclosure

• desire for growth/change

What is the role of the leader when they are the technical expert?

• structures activities

• keeps groups on task

• monitors safety

What is the role of the leader when they are the model-setting participant?

• models openess and vulnerability

• encourages reflection

• shapes group norms through behavior

How do you determine whether the group is set up in a leader center group or group centered group?

depends on role of leader

What do you have to be culturally aware of in Groups? (4)

• Power dynamics: who holds influence in the group

• Cultural identity: how background/values shape participation

• Barriers: stigma, bias, exclusion

• Microaggressions: subtle slights that impact safety

What must a leader do if any power dynamics, cultural identity, barriers, or microaggressions come up in a group?

leaders must name, validate, and address these issues when they arise to keep the group safe and inclusive

What are three key takeaways for culture and norms?

• leaders shape culture early through modeling

• norms sustain group function (positive or negative)

• culture is influenced by power, privilege, and inclusion

Why do “roles” matter in groups? (3)

• roles are patterns of behavior that shape group function

• some roles help the task or build group cohesion

• some roles interfere and become problem behaviors

What are three common TASK ROLES in a group?

• initiator: suggests ideas

• recorder: keeps track of decisions

• energizer: motivates action

What are three common MAINTENANCE ROLES in a group?

• encourager: supports others

• harmonizer: mediates conflict

• gatekeeper: makes sure everyone participates

What are individual roles in a group do?

these serve the individual, not the group

• problem behaviors

What are three common INDIVIDUAL ROLES in a group?

• aggressor: criticizes, attacks other

• recognition-seeker: demands attention

• monopolist: dominates conversation

Problem behaviors: 3 categories

• Dominance vs Silence

• monopolist, dominator, aggressor vs silent/withdrawn member

Problem behaviors: 3 categories

• Attention-seeking

• recognition-seeker, help-seeker, playboy, self-confessor

Problem behaviors: 3 categories

• Severe issues

• special-interest pleader. repeated disruptive behaviors

What are three things to end your group with?

1. summarize gains: review skills learned and progress made

2. encourage closure and feedback: provide space for members to reflect and say goodbye

3. plan transition: discuss carryover (next time we …), next steps and outside resources