Stages of Group Development

Stage Designations of Group Development

(1) pre-affiliation, (2) power and control, (3) intimacy, (4) differentiation, and (5) separation

Pre-affiliation

Phase of work: preliminary and beginning

Key Considerations of pre-affiliation

(A) Closeness is the central theme, (B) approach-avoidance is the major struggle, (C) ambivalence about belonging and becoming involved, and (D) relationships are not intimate

Member behavior during pre-affiliation

(1) Attempt to meet needs without taking too many risk, (2) participate in stereotypic and generally superficial ways, (3) size up other members and worker to determine likelihood of comfort within group, and (4) attempt to understand this group in relation to their prior group experiences.

Worker Role during pre-affiliation

(1) Normalize members' ambivalence about being in a group, (2) gently invite trust, (3) allow and generally support distance, (4) encourage development of cohesion and stimulate interaction among members, (5) use easily mastered activities to engage members' participation, and (6) help group to establish a workable contract with all of its considerations - purpose and goals, fees, time considerations, group activities, behavioral expectations, ethical expectations, confidentiality, etc. for members, worker, and indirectly, the agency.

Pre-affiliation Frame of Reference

Society - members seek to make sense of this group experience in the context of past group experiences.

Power and Control

Phase of work: Initial work phase, pre-intimacy (a transitional stage)

Key Considerations of Power and Control

(A) Entered after individuals have decided group is worth the investment, (B) a social system begins to develop, (C) focal issues are power, control, status, hierarchy, and ranking, (D) conflict is to be expected, normalized, and recognized, (E) a status hierarchy is established, (F) patterns of communication are identifiable, (G) group begins to be important to members, (H) the worker is still the major source of gratification and (I) three basic issues must be resolved - rebellion and autonomy; normative crisis; and protection and support.

Member behavior during power and control

(1) Struggle to establish their place in the group though attempts to exercise power and control, (2) challenge the worker and other members, (3) establish alliances, cliques, and subgroups, (4) engage in scapegoating, (5) dropout is more likely during this stage.

Worker Role during power and control

(1) Permit rebellion, while providing safety, (2) remain steady, non-punitive, non-defensive, (3) clarify power struggles and conflicts, (4) provide activities for mastery that help preserve individual autonomy, and (5) stop scapegoating process.

Power and Control Frame of Reference

Transition - members are transitioning from a non-intimate to an intimate connection with other group members.

Intimacy

Phase of work: Middle Work Phase (true affiliation)

Key considerations of intimacy

(A) There is now greater personal involvement, (B) group experience is more like a family; sibling rivalry emerges, (C) members look to the group and the worker to get needs met, (D) greater recognition of significance of group experience, (E) Group seen as a place where growth and change can and do take place.

Member Behavior during intimacy

(1) More openness about feelings towards each other and group, (2) greater ability to carry out projects; process is still affected by some power and control issues, (3) expressions of transference between member's family and participants in group.

Worker Role during intimacy

(1) Continue to give consistently to group, (2) flexible in degree of responsibility taken, depending on where the group is at a given time, (3) clarify positive and negative feelings.

Intimacy Frame of Reference

Family - comparisons and transference between members of individuals' families and group members.

Differentiation

Phase of work: End Work Phase

Key Considerations of Differentiation

(A) Members see and accept each other as unique individuals, rather than personification of family members, (B) relationships and events are evaluated on more of a rational, reality basis, (C) recognition and respect for individual needs and rights, (D) group identity and norms are very clear, (E) there is strong cohesion, (F) group organizes itself more efficiently, without rigid role systems or hierarchies, (G) group experiences becomes its own frame of reference, (H) real work gets accomplished, and (I) group can "run itself"; worker is no longer central.

Member Behavior during Differentiation

(1) Good communication, (2) leadership is shared, (3) individuals are freer to experiment with new behavior, (4) power problems are minimal; decisions are made more objectively, (5) members are conducting the work of the group in relative comfort.

Worker Role during Differentiation

(1) Act as facilitator, sources of resources, and clarifier of process, (2) help group to run itself, (3) encourage group to act as a unit with other groups or in the wider community.

Differentiation Frame of Reference

Group Internal - group has a clear identity and is the focus of its members.

Separation

Phase of Work: Transitions and Endings

Key Considerations of Separation

(A) Ideally the group experience ends when purposes have been achieved, (B) members move apart and find new ways to meet needs, (C) group becomes frame of reference for future group experiences, (D) dealing with loss is the critical theme of this stage.

Member Behavior and Reactions during Separation

(1) Denial, (2) regression, (3) recap of earlier experiences, (4) flight/withdrawal physically and/or emotionally, (5) pleas "we still need the group", (6) "clingy" connection sought with worker.

Worker Role during Separation

(1) Prepare group and self for termination, (2) be willing to let go, (3) help group evaluate and give feedback about the experience, (4) help group identify progress towards goals - review and summarize, (5) facilitate expression of feelings about ending, (6) use activities, such as ending rituals and exercises, to facilitate ending and closure, (7) prepare resources and referrals for continued help as needed, (8) address issues of potential gifts to supervisor and group - identify agency policy regarding gifts, (9) be prepared for requests for continuation of the group and/or reunions.

Separation Frame of Reference

Group external - members take this group experience and use it for understanding future groups (society); thus frame of references comes full circle.