Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Dealing with Problem Situations ©2016 Cengage Learning All rights reserved Chapter 16 Rambler unaware of communication style “Show-off” insecure in group Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Types of Chronic Talkers Nervous member way of handling anxiety ©2016 Cengage Learning All rights reserved Chronic Talkers Pair up with talker to give feedback Address group about sharing time Let group give talkative member feedback Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Determine impact of talker on members ©2016 Cengage Learning All rights reserved Ways to Deal with Chronic Talkers – leader gives individual feedback…if chronic, may ask dominator to leave group Distracter avoids dealing with feelings – leader ignores distracting comments/behavior Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Dominator wants to lead or control ©2016 Cengage Learning All rights reserved Dominator, Distracter – leader explains the difference between sympathy and genuine support for members as they deal with sharing and efforts to change Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Rescuer patronizes member in pain ©2016 Cengage Learning All rights reserved Rescuer – leader meets outside group to discuss behavior – leader avoids reinforcing behavior in group by addressing more positive comments Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Negative member constantly complains, gripes, attempts to enlist others ©2016 Cengage Learning All rights reserved Negative Members – leader may allow member to briefly vent – leader pairs with member or meets outside group to work on resistance Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Resistant members are often members who were “forced” to attend ©2016 Cengage Learning All rights reserved Resistant Members identify the behavior of a member who confronts, challenges, or sabotages leader’s efforts constantly and inappropriately o Leader should search for motive, work with member and group, or ask member to leave Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc o “Get the leader” is a phrase used to ©2016 Cengage Learning All rights reserved “Get the Leader” Behavior Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Leader Mistakes – Puts member on the spot – Inappropriately cuts off or ignores member – Fails to deal with member’s antiauthority attitude – Leads a boring, irrelevant group ©2016 Cengage Learning All rights reserved Causes of “Get the Leader” Negative Attitude of Member – Forced to be in the group – Negative opinion of leader for some reason – Against authority – Wants to be in charge Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc (continued) ©2016 Cengage Learning All rights reserved Causes of “Get the Leader” Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Non-Productive Silence Members are confused, anxious, or bored Occurs from lack of energy or direction Leader should initiate change Do a round Do an activity ©2016 Cengage Learning All rights reserved Dealing with Silence Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Productive Silence After meaningful discussion or personal work Leader allows time for thought, restrains premature remarks, eventually seeks comments leading to further processing ©2016 Cengage Learning All rights reserved Dealing with Silence Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc More of a problem in personal sharing groups Can’t legislate against feelings members may pursue anyway Speak with members involved if impact is negative on either member or others in group ©2016 Cengage Learning All rights reserved Sexual Feelings Between Members Leader pairs him or herself with member to determine member’s feelings and situation Consider time available before “opening up” member to painful feelings Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Assess possible origin of member’s feelings ©2016 Cengage Learning All rights reserved Dealing with Crying Intense reaction send member out with another member you trust Avoid reinforcing tears that merely attract group members’ attention Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc (continued) ©2016 Cengage Learning All rights reserved Dealing with Crying Member’s needs out of line with purpose of group…an alternative option offered Member not ready for personal group work Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Member is excessively negative, hostile, or resistant ©2016 Cengage Learning All rights reserved Asking a Member to Leave Usually done one-on-one in private Alternative to leaving…member may watch from outside the group circle Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc (continued) ©2016 Cengage Learning All rights reserved Asking a Member to Leave Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Comments can stifle discussion; hurtful to members seeking help and support Leader cuts off quickly, explains importance of openness and free exchange Persistence on part of a member may require one-on-one feedback, possible removal from group ©2016 Cengage Learning All rights reserved Prejudiced, Narrow-Minded, Insensitive Members [...]... Learning, Inc More of a problem in personal sharing groups Can’t legislate against feelings members may pursue anyway Speak with members involved if impact is negative on either member or others in group ©2 016 Cengage Learning All rights reserved Sexual Feelings Between Members Leader pairs him or herself with member to determine member’s feelings and situation Consider time available before “opening... feelings ©2 016 Cengage Learning All rights reserved Dealing with Crying Intense reaction send member out with another member you trust Avoid reinforcing tears that merely attract group members’ attention Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc (continued) ©2 016 Cengage Learning All rights reserved Dealing with Crying Member’s needs out of line with purpose of group an alternative... personal group work Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Member is excessively negative, hostile, or resistant ©2 016 Cengage Learning All rights reserved Asking a Member to Leave Usually done one-on-one in private Alternative to leaving…member may watch from outside the group circle Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc (continued) ©2 016 Cengage... Brooks/Cole, a division of Cengage Learning, Inc Comments can stifle discussion; hurtful to members seeking help and support Leader cuts off quickly, explains importance of openness and free exchange Persistence on part of a member may require one-on-one feedback, possible removal from group ©2 016 Cengage Learning All rights reserved Prejudiced, Narrow-Minded, Insensitive Members ... initiate change Do a round Do an activity ©2 016 Cengage Learning All rights reserved Dealing with Silence Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Productive Silence After meaningful discussion or personal work Leader allows time for thought, restrains premature remarks, eventually seeks comments leading to further processing ©2 016 Cengage Learning All rights reserved Dealing ... help and support Leader cuts off quickly, explains importance of openness and free exchange Persistence on part of a member may require one-on-one feedback, possible removal from group ©2 016 Cengage... feedback Address group about sharing time Let group give talkative member feedback Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc Determine impact of talker on members ©2 016 Cengage... control ©2 016 Cengage Learning All rights reserved Dominator, Distracter – leader explains the difference between sympathy and genuine support for members as they deal with sharing and efforts