vet sport chapter 2

smart goals

• Specific 

• Measurable 

• Achievable 

• Relevant 

• Time-bound

• Forming 

• Storming 

• Norming 

• Performing 

• Adjourning

Group formation and the stage go group development 

Forming 

• Where group forms 

• Team bonding 

• Ice breakers 

• Soe nervpus more confortante take over

• Ideas for groups and coming up with tasks for people 

• Conflicts start

Storming 

• Starting to work 

• Getting along 

• Can be overlap with storming 

Norming

Performing

• Everyone comes together 

• Time frames to do work 

• Feel at ease and feel part of the group

Adjourning 

• Sad its over 

• Discussion what happened in the group

Group dynamics 

Communication 

Decision making 

Respect

Safety 

Trust 

Conflict resolution 

• That both verbal and non-verbal compunctions effect how groups ability to work together 

• Matters how you way it not just what your saying 

• So using a nice tone and nice volume 

• Non verbal communications refers  to facial expressions, body movements, eye contact 

• Written communication can be hard as tone cant be converted with no facial expressions 

Communication

Decision making 

1. Define problem 

2. Develop a solutions

3. Gather info for each solotuins (pros, cons)

4. Select which is best 

5. Take action to implement solution 

6. Evaluating the solution and if need to revisit

Respect 

• It is simply about being polite listing tot hem and valuing their views 

• Everyone should feel mentally, physically and emotionally safe

• Ensure that the space and all equipment is safe 

Safety 

Trust 

• They need to trust each other

• Can be challenge to regain 

• Is being someone people can count on 

• Postive conflict can challenge group members if done respectfully this can be productive

• Negative conflict needs to eb dealt with swiftly and tactful;;y to avoid escalation 

• 3 outcomes from techniques 

• Win-win ( were both parties feel like they won)

• win-lose ( when one party gets what they want the other doesnt)

• Lose- lose ( neither patient gets what they want)

Conflict resolution 

• Latent conflict( particpa ts are unaware of conflict, underlying feelings)

• Perceived conflict (has developed and is known)

• Felt conflict( may start to sense disagreement brewing 

• Manifest (conflict becomes visible and expressed through behaviour)

• Conflict aftermath ( where conflict is resolved)

Stages of conflict 

Levels on conflict 

Low level 

Medium level

High level

Critical level 

• Manageable and can be easily addressed 

• Can be easily resolved 

Low level 

• Involve signficant differences in opinions, goals, values 

• Cause tension within the group

• Can be feed by constructive communications, negotiation and conflict resolution 

Medium level

• Escalated in intensity and can pose serious threat to the effectiveness of the group

• Involve deep-rooted disagreements, power struggles

High level

• Significantly disrupts group functioning 

• Group can become dysfunctional, hostile 

• Immediate intervention is needed to address the underlying issue and restore trust 

Critical level