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Group Therapy
dynamics of mutual aid, roles, purpose, contracting
| Question | Answer |
|---|---|
| Sharing data | DMA; sharing different experiences, knowledge, ideas, values; worker should notice this is ocurring |
| Dialectical Process | DMA |
| Discussion of taboo areas | DMA; drugs, sex, crimes against humanity (military) |
| All in the same boat phenomenon | DMA; not feeling alone |
| Allows for mutual support | DMA; members can empathize with each other and often at deeper level than the worker |
| Mutual demand | DMA; within a group, members can be caring and supportive and demanding of each other; expectations of one another |
| individual problem solving | DMA; group members help individuals solve their specific problems (all my benefit) |
| Allows for rehearsal | DMA; role playing |
| Strength in numbers | DMA; the more people concur on an action in the group, the more authority |
| Obstacles of mutual aide | lack of trust with group members, don't trust worker, not similar situations or experiences among members or worker and members |
| Pre Group Work | Contracting-agreed upon goals, formulating tasks, agreed upon roles, planning initial strategies, preparatory empathy, find common themes, reduce anxiety of the unknown, gives clarity to worker and members, mobilizes energy for work, develops trust |
| Trust issues among group members | confidentiality, judgement, different problems, not understanding how information is being used, various ages, experiences, etc. |
| Trust issues between members and worker | emotional safety, mutual respect, unclear roles, transference, don't understand how worker can help them especially if worker has not experienced themselves |
| Difficulties in open communications | embarrassment, lack of skills/experience, societal expectations, taboo topics- worker can direct responses to the obstacle; lend visions; understand dynamics of group; reframe; go from general to specific |
| Sessional tuning in | SWS; are you on target, partially on target, not on target- reach for indirect and direct communications; tune into self, client's struggles |
| Elaborating | SWS; open ended questions, moving from general to the specific, silence |
| Containment | SWS; not rushing to action; taking time to reflect and work in the present |
| Reaching into silence | SWS; reading the stimulus |
| Questioning | SWS; being curious to ask questions; avoid assuming |
| empathy | SWS; displaying an understanding of the client's feelings; reaching for feelings; put client's feelings into words |
| sessional contracting skills | SWS; assessing contract on-going; review contract with client |
| sharing workers feelings | SWS; present ourselves as human beings, needs to be focused on the group's work, has to get the clients unstuck. |
| Demanding the work | SWS; holding to focus, checking for underlying ambivalence, challenging the illusion of work, partializing |
| Partializing | SWS; breaking down the generalized comment into workable parts. |
| Sharing data | SWS; has to be relevant to the work, needed for the clients within the immediate work, provided in a way that is open to examination, has to be when the client is stuck |
| Sessional ending skills | summarizing, generalizing, rehearsing, identifying door knob communications |
| Monopolizer | GMR; protects the individual and others by keeping engagement away from those that may be uncomfortable; seeking attention; helps avoid awkward silence; can be annoying to other members; can be avoidance of work |
| Placater | GMR; attempts to please all to avoid anger |
| Time Keeper | Avoidance of troubling topics; anxious about the work |
| Scapegoat | projection of negative feelings of self unto others; avoidance of work by putting problem on another members; allows other members to avoid work; worker shouldn't side with other members; be direct |
| Deviant member | GMR; inappropriate or bizarre behavior; mildly inappropriate (staring out the window; not engaging with group_ |
| What worker does when Role is identified | identify the behavior to the group; reach for the meaning; reach for meaningful resolution; understand the meaning/functions behind these roles |
| Contracting Group Work Skills | Structuring, support, exploration, information and education, offering advice and guidance, interpretation and insight |
| Structuring | group contract kill; setting up purpose, goals, tasks; functions as accountability, responsibility, sets boundaries of the group, provides sense of safety, gives power and control to members, impacts physical environment |
| Support | Group contract skill; emotional support (empathy, comfort, security) and instrumental support (provision of knowledge, coping skills, tangible or material aide) |
| Phase One-Problem Solving Process | The recognition that a problem seems to exist; be careful not to take what one group member says is the problem without checking in with all other members |
| Phase Two-Problem Solving Process | Identification of the problem; the group identifies the problem together; group beings to develop trust, recontract if necessary |
| Phase Three-Problem Solving Process | Exploration of the problem-group understanding of what is contributing to the problem, may be different causes for different members; why worker thinks its a problem and their feelings about it; use still of containment |
| Phase Four- Problem Solving Process | Consideration of Possible Solutions- have group make suggestions; use personal experiences if helpful; base on values, culture, etc of group members |
| Phase Five-Problem Solving Process | Selection of the best possible solution- weigh pros and cons, lend a vision to the group; normal conflict may arise |
| Phase Six-Problem Solving Process | Implementation of possible solutions- role playing, planning out steps, clarify roles |
| Phase Seven-Problem Solving Process | Evaluation of results- are they desired? is recontracting necessary? |
| Positive Conflict | learning experience on how to deal with conflict within safe environment, allows for stimulation, allows opportunity to examine feelings, values, beliefs, etc.; generalizability |
| Concerning Conflict | when it is not productive; debilitating towards group work; escalating danger; worker deemed unable to handle conflict if they are avoiding |
| Conflict | allows for change; worker can keep conflict from escalating in the beginning to continue a safe environment, be aware of own fears as a worker; apply to the work |
| Four categories of conflict | Differences of opinion between group members, differences of opinion between worker and members, descriptive difference between members (diversity, culture, age), descriptive differences between members and worker |
| Defining Purpose of group work | helps formulate contract, goals, identify illusion of work, motivates member participation, defines the end, framework, evaluates progress, discussion of accomplishments |
| Hidden agendas in the purpose of group work | when what we describe as the purpose is different than the actual purpose; NOT GOOD; be direct always |
| Endings and Transitions | understand potential feelings of anger, loss of mutual aide, feelings of success; bring up endings early in the work; reach for direct and indirect cues from the members; encourage sharing of feelings; content and process of group work examined |
| Denial Phase of Endings/Transitions | Conflict still present, therefore denying group work is complete; loss is too great; avoidance or fear of future |
| Indirect/Direct expressions of Anger Phase of Endings/Transitions | sense of abandonment, feelings of desertion, incomplete work- point out behavior in empathetic way |
| Mourning period of Endings/Transitions | client is suppressing feelings; loss; lack of safety; sadness |
| Trying it on for size phase of Endings/Transitions | less regular sessions; trying something on their own while still have worker's support if it doesn't go well |
| Farewell party syndrome phase of Endings/Transitions | padding endings by concentrating on the positive and ignoring the negatives- reach for the negatives! |
| Co-Therapy | two people leading a group |
| Advantages of co-therapy | two sets of eyes interpreting and assessing, split roles, observe each other, model relationships, replication of good behaviors |
| Disadvantages of co-therapy | lingering disagreements, competitiveness, different theoretical models, clients may attempt to split therapists; MUST process work together and plan together |
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100003130910059
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