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Counseling Comps > Group Counseling > Flashcards

Group Counseling Flashcards

1
Q

Ways to increase level of competency as a group leader

A
  • Participate in continuing education and in personal and professional development activities.
  • Seek personal counseling if you recognize problems that could impair your ability to facilitate a group
  • Seek consultation and supervision as needed.
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2
Q

Education Groups

A
  • Members have different abilities to learn

- Members at different comfort levels with the material

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3
Q

Discussion Groups

A
  • Leader needs to be aware of member trying to dominate

- Leader should try to get everyone to participate

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4
Q

Task Groups

A
  • Members may need conflict resolution

- Be aware of power plays

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5
Q

Growth & Experiential Groups

A
  • Most important is how members feel about each other since they will be sharing personally
  • Wide variety of needs among members
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6
Q

Support Groups

A
  • Level of trust, commitment, and caring is essential

- Need for commonality

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7
Q

Counseling & Therapy Groups

A
  • Members at different levels of mental health

- Members have wide variety of needs

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8
Q

Self-Help Groups

A
  • No identified leader

- Dynamics vary depending on membership

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9
Q

Optimal Group Climate

A
  • One that is safe, positive, and supportive, yet strong enough to at times withstand highly charged emotions, challenges, and interactions between members.
  • Leader’s interpersonal skills, genuineness, empathy, and warmth are significant variables in creating the kind of climate that leads to success outcomes.
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10
Q

Yalom’s Curative Factors

A
  • Instillation of hope
  • Universality
  • Imparting of information
  • Altruism
  • Corrective recapitulation of the primary family group
  • Development of socialization techniques
  • Imitative behavior
  • Interpersonal learning group cohesiveness
  • Catharsis
  • Existential factors
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11
Q

Leader-Directed Group

A

The leader has an understanding of the member’s needs to structures the group to meet those needs

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12
Q

Group-Directed Group

A

The leader will turn the group over to the members and have the members determine the direction and content.

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13
Q

Content

A

The task of purpose of the group

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14
Q

Process

A

The interaction between members, between members and the leader, and how members participate in the group

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15
Q

TUCKMAN Group Stages

A
  • Forming: Orientation, dependency concerns
  • Stroming: Resistance and hostility concerns
  • Norming: Communication and cohesion concerns
  • Performing: Problem solving and interdependence
  • Adjourning: Termination and disengagement concerns
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16
Q

MAPLES Group Stages

A
  • Forming: Courtesy, confusion, caution, commonality
  • Storming: Concern, conflict, confrontation, criticism
  • Norming: Cooperation, collaboration, cohesion, commitment
  • Performing: Challenge, creativity, consciousness, consideration
  • Adjourning: Compromise, communication, consensus, closure
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17
Q

YALOM Group Stages

A
  • Initial Stage: Orientation, Hesitant participation, search for meaning
  • Second Stage: Conflict, Dominance, Rebellion
  • Third Stage: Development of cohesiveness
  • Termination
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18
Q

GADZA Group Stages

A
  • Exploratory
  • Transition
  • Action
  • Termination
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19
Q

JACOBS, MASSON, HARVILL, SCHIMMEL Group Stages

A
  • Beginning Stage: Introductions, purpose, expectations, fears, group rules, comfort levels, content, determine the focus of group (for task, education, and/or discussions groups)
  • Middle or Working Stage: Focus on the group purpose, learn, material, discuss topics, complete tasks, share, therapeutic work.
  • Ending Stage: Terminating the group, summarize learning from the group, changes as a result of the group, going forward, saying goodbye, mourning.
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20
Q

KORMANSKI & MOZENTER Group Stages

A
  • Awareness: Commitment and acceptance
  • Conflict: Clarification and belonging
  • Cooperation: Involvement and support
  • Productivity: Achievement and pride
  • Separation: Recognition and satisifaction
21
Q

COREY & COREY Group Stages

A
  • Pre-Group Stage: Members know enough to make an informed decision about participation or joining. Leader provides clear proposal and description. Screening, selection and orientation.
  • Initial Stage: Determine structure of group, getting acquainted, norms & expectations, etc. Leader facilities best conditions for productive group experience.
  • Transition Stage: Group experience is marked with anxiety and defenses. Leader sensitively intervenes and promotes group relationships.
  • Working Stage: Trust is high, communication is open, group shares leadership functions. Leader models appropriate behavior while nudging or challenging deeper work, provides support.
  • Final Stage: Feedback, separation, goodbyes. Transfer learning from within the group to real life. Leader facilities processing of feelings, summarizing, and transfer of learning.
22
Q

Developing a Proposal

A
  • Rationale
  • Objectives
  • Practical Considerations
  • Procedures
  • Evaluation
23
Q

Initiator

A

Proposes new ideas, new goals, procedures, methods, and solutions.

24
Q

Information Seeker

A

Asks for fact, clarification or information from other members, or suggests information is needed before making decisions.

25
Q

Information Giver

A

Offers facts and information, personal experiences and evidence (note that information is useful to accomplishing the task only when it is both pertinent and valid)

26
Q

Opinion Seeker

A

Draws out the convictions and opinion of others, ask for clarification of position or values involved.

27
Q

Opinion Giver

A

States own beliefs or opinions, expresses a judgment.

28
Q

Clarifier

A

Elaborates on idea(s) expressed by another, often by giving an example, illustration or explanation.

29
Q

Coordinator

A

Clarifies relationship among facts, ideas, and suggestions, or suggests and integration of ideas and activities of two or more members.

30
Q

Orienter

A

Clarifies purpose or goal, defines position of the group, summarizes or suggests the direction of the discussion.

31
Q

Energizer

A

Prods group to greater activity or to a decision, stimulates activity, or warns of need to act while there is still time.

32
Q

Procedure Developer

A

Offers suggestions for accomplishing ideas of other, or handles such tasks as seating arrangements, running of the projector, passing papers and so forth.

33
Q

Recorder

A

Keeps written record on paper, chart or blackboard, serving as group’s “memory”

34
Q

Blocker

A

Constantly raises objections, insists nothing can be done , or repeatedly brings up the same topic after the rest of the group has disposed of it.

35
Q

Aggressor

A

Deflates status of others, expresses disapproval, jokes at expense of another member, expresses ill will or envy.

36
Q

Recognition Seeker

A

Boasts, calls attention to self, relates irrelevant personal experiences, seeks sympathy or pity.

37
Q

Confessor

A

Use group as audience for his or her mistakes, feelings, and beliefs irrelevant to the group task or engages in personal catharsis.

38
Q

“Playboy”

A

Displays a lack of involvement in group task by making jokes and cynical comments and through horseplay and ridicule.

39
Q

Dominator

A

Tries to run the group by giving directions, ordering, flattering, interrupting and insisting on his own way.

40
Q

Special Interest Pleader

A

Speaks up primarily for the interests of a different group, acting as its representative, apologist, or advocate.

41
Q

Supporter

A

Raises, agrees, indicate warmth and solidarity with others or goes along with them.

42
Q

Harmonizer

A

Mediates differences between others, reconciles disagreement, conciliates.

43
Q

Tension Reliever

A

Jokes or brings out humor in a situation, reduces formality and status differences, relaxes other.

44
Q

Gatekeeper

A

Opens channel of communication, brings in members who otherwise might not speak, sees that all have equitable chance to be heard.

45
Q

Member-Specific Measures

A

Assess changes in attitudes and behaviors of individual clients.

46
Q

Group-Specific Measures

A

Assess changes in common to all group members

47
Q

Integrative Conceptual Framework

A

Involves the thinking, feeling, and behaving dimensions and is a challenge to create and implement

48
Q

Technical Eclecticism

A

Based on utilizing techniques from a variety of theoretical models

49
Q

Theoretical Integration

A

A conceptual and theoretical creation beyond the mere blending of techniques.

Counseling Comps (8 decks)

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