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29 Cards in this Set
- Front
- Back
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Types of Groups
(4) |
1. Task/Work
2. Guidance/Psychoeducation 3. Counseling/Interpersonal Problem Solving 4. Psychotherapy or Personality Reconstruction |
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1. Task /Work
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formed for purpose of completing a task, specific reason
ex: city counsel meeting |
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2. Guidance/Interpersonal Problem Solving
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facilitating is teaching something to the members. Members are learning a skill. Facilitator is the teacher and does more of the talking
ex: parenting group, bullying prevention |
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3. Counseling/ Interpersonal Problem Solving
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members are dealing with problem they want to work on or change
ex: anger management |
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4. Psychotherapy or Personality Reconstruction
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Members will have a diagnosis of some sort. Member to member interaction as well as facilatating roles. Both content and process
ex: PTSD, ADHD |
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Yalom's Therapeutic Factors
(11) |
1. Instillation of Hope
2. Universality 3. Imparting Information 4. Altruism 5.The corrective Recapitulation of the Primary Family Group 6. Dev of Social Techniques 7. Imitative Behavior 8. Interpersonal Learning 9. Group Cohesivness 10. Catharsis 11. Existential Factors |
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Yalom's Therapeutic Factors
(11) descriptions |
1. Instillation of Hope: important for client to know change is possible
2. Universality: facilitators should point out similarities/group members feel others experience similar things/ trusting and open 3. Imparting Information: advice (not too much) & didactic, process important over content 4. Altruism: clients recieve through giving, good for confidence 5.The Corrective Recapitulation of the Primary Family Group: Authority compliment feelings, experiences should be corrected 6. Dev of Social Techniques: both positive and negative outcomes/ could learn from other members/develop norms at start 7. Imitative Behavior:look to toher people & you to see what works/ fitting behaviors/beneficial to find out who we are NOT is just as important as who we ARE 8. Interpersonal Learning: clients interact with other members and what happens/ understanding of it/learn interaction with eachother 9. Group Cohesivness: attractiveness to group members/warmth or comfort/accepted 10. Catharsis: expressing feeling/learn from it/process it/ internalize it/ connection between 11. Existential Factors: search for meaning (5)... -life is unfair sometime -no escape from lifes pain -face life alone -face issues and live honestly -I must take responsibility for my life. |
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Stages of Group
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1. Initial
2. Transition 3. Working 4. Ending |
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Skills
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-courage
-willingness to model -presence -goodwill, genuinesness, caring -belief in group process -openness -non-defensive in coping w/ criticism -aware of subtle cultural issues -able to identify w/clients pain -personal power -stamina -commitment to self care -self awareness -sense of humor -inventiveness -personal dedication & commitment |
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Kitchener's Model
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1. intuitive level (gut feeling)
2. critical evaluative level -ethical rules: professional code of ethics -ethical principles: balancing principle --autonomy: independence-allow people the freedom of choice, encourage them to make their own decisions --nonmaleficence: not causing harm to others "above all do no har" --beneficence: counselor responsibility tocontribute to the welfare of the client, being proactive in doing good/ intentional good --justice: "treating equals equally and unequals unequally but in proportion to their relevant differences" --fidelity: loyalty, faithfulness, and honoring commitments knowing they can trust you |
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informed consent
MORE |
-contract agreement w/client
1. confidentiality 2. responsibility of therapist and client 3. tone setting |
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Johari Window
MORE |
*provides us with framework for group process of understand relationship development
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Inital Stage
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1. orientation and exploration: hopes/goals for the group
2. multicultural issues: different depending on upbringing/ usefule to bring it up as a group discussion 3. hidden agendas: issue not openly acknowledged or discussed/ process gets bogged down 4. address conflict early: setting the tone without alienation-for consitency in order for people to feel comfortable 5. removing focus from others to self: people will think they are working on themselves-need to bring the focus back 6. here and now immediacy: dealing with what is going on in froup-how people are interacting with one another will tell you alot about what is happening 7. trust v. mistrust: dev trust with one another and with the facilitator, trust entails a sense of safety 8. modeling: the way the facilitator acts is essential for the group 9. attending and listening: pay attention, open-ended questions encouraging group members to explore 10. understanding non verbal behavior: use selectively 11. empathy: tune in to what others experience/ see what is happening through their lives 12. genuineness and self disclosure: congruence with inner experience and what is projected 13. respect: what leaders and members do- not just what they say 14. caring confrontation: takes from of invitation/identify discrepancy between what they are saying and doing- may not be the right time-can confront it at a later date 15. maintaining trust: all leading concepts will contribute to a comfort. This can change throughout/will not always be the same |
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Initial Stage (con't)
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Group Norms
-implicit: preconcieved notions felt before the start of the group. These may develop because of modeling but the leader. These norms do affect the group. -explicit: standards of behavior commin in many groups. ex: show up on time, encouraged to be personal, give feedback, encouraged to provide therapeutic support. |
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Initial Stage (con't)
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-learn to help establish trust
-express persistent feelings -beware of misused jargon -decide for yourself how much to disclose -be an active participant -expect some disruption in your life -listen carefully, consistent feedback -pay attention to consistent feedback -do not categorize yourself |
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Transition Stage
*3 main charcteristics |
-anxiety
-establishing trust -defensiveness and reluctant behavior |
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Transition Stage
*common fears |
-self disclosure
-being exposed or vulnerable-important for elader to help with past -rejection-getting away from the all or nothing thoughts -misunderstood or judged -challenged or singled out -losing control |
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Transition Stage
*dynamics |
-stuggles with control
-conflict -confrontation -challenges to the group leader- alot of the time it is about testing the limits -reactions to defensive behavior * give options to the group member who don't necessarily fit in ex: other ways to recieve services/sometimes people just aren't ready yet |
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Transition Stage
-problem behaviors/difficult members |
-appropriate interventions
-silence and lack of participation -monopolistic behavior -story telling -questioning -giving advice -dependency -offering pseudosupport -hostile behavior -acting superior -socializing -intellectualizing -members become assistant leaders |
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Working Stage
*choices to be made |
1. disclosure v anonymity: coming to group willing to share and not willing. Including taking risks and challenging self
2. honesty v. superficiality:honesty without caring is closer to cruelty/superficiality is surface things 3. spontaneity v. control: encouraging people to say waht they want and try things out/trying to let go of trained ways 4.acceptance v. rejection: people want to be liked-but members rejects selves more than they do others |
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Working Stage
*therapeutic factors |
-self disclosure and the group member
-self disclosure and the group leader -feedback -confrontation -cohesion and universality -hope -willingness to risk and trust -caring and acceptance:staying present and giving necessary feedback -power:internal power to change life -catharsis:emotional release-learning to make sense of it -the cognitive component -commitment to change -freedom to experiement -humor |
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Ending Stage
*Termination of GRoup |
-dealing with feelings of seperation
-comparing early and later perceptions: can do similar at both beginning and end of group to put into perspective what happened in group -dealing with unfinished business -reviewing the group experience -practice for behavioral change -carrying learning further -giving and receiving feedback |
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Ending Stage
*Termination of the Group (con't) |
-use of a contract and homework
-dealing with setbacks -guidelines for applying group learning to life 1. group is a means to an end 2. change may be slow and subtle 3.don't exspect one group to change life 4. decide what to do with information -remind members about confidentiality |
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Ending Stage
*Evaluation of Group |
-types of measures
1. rating scales 2. questionaires 3. standard instruments -post-group sessions |
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Working Group v. Nonworking Group
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Working Group:
-members trust members -willingness to take risks -goals clear and specific -communication open and sense of inclusion -focus of here and now -cohesion high -conflict recognized and discussed -feedback given freely -feelings of hope -members use one another for resources -awareness of group process Nonworking Group: -mistrust -fuzzy goals -members feel excluded -ppl focus on others not themselves -members lean on leaders -conflicts ignored -feedback given w/o compassion -members feel despaired, helpless, trapped, and victimized -hostile confrontation -unclear communication -members interseted in only themselves -group members think about group activity very little |
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Co-leadership
Advantages |
-chance of burnout is reduced
-pay attention to more members at one time -can continue even if one leader is gone -work as a team if one leader is significantly affected -easier to identify countertransference -variation of roles held whether it power or diversity |
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Co-leadership
Disadvantages |
-problems can occur if they rarely meet eachother or prepare
-competition and rivalry -must have a trusting and respective relationship -may take different sides -involvement in intimate relationships |
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content
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purpose or task of group
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process
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incldues stages of group, group dynamics, and therpeutic forces
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