An effective participatory training method GROUP DISCUSSION An effective participatory training method Dr. A.K.Bhattacharyya Prof. EEI, Jorhat

its challenges & constraints ” “Farmers’ Training – its challenges & constraints ”

nce upon a time... A team of students had four members called Everybody, Somebody, Anybody, and Nobody. There was an important job to be done. Everybody was sure that Somebody would do it. Anybody could have done it, but Nobody did it. Somebody got angry about that because it was Everybody’s job. Everybody thought Anybody could do it but Nobody realized that Everybody wouldn’t do it. It ended up that Everybody blamed Somebody when Nobody did what Anybody could have done. - Graham Gibbs, “Learning in Teams”

Group Discussion What is it? Sharing of ideas, opinion and viewpoints on a certain topic by various people to arrive at a better understanding, if not agreement, on the topic.

Objectives (may be): To develop knowledge and attitude through exchange of ideas, knowledge, experience, skills etc. To facilitate arriving at a set of solutions/resolutions regarding some topic

Date, time & place / sitting arrangement Elements of a Group Discussion : Leader/chairperson Subject matter Members Date, time & place / sitting arrangement Reactions and counter reactions Result (Outcome)

When to use GD ? To bring out the individual experiences and opinions of different members of a group on a known topic. To develop a deeper perspective by tapping those in the group whose expertise can add value to the group’s perspective

When to use GD ? (contd) To check the group’s level of knowledge or learning in the subject matter, either before or after the lecture. In general, smaller the group, the easier it is for the facilitator to handle all points of view.

Advantages : Establishes consensus in a democratic manner. Brings together the abilities, knowledge opinions, viewpoints and experiences of a variety of participants. Makes participants feel important because of their personal involvement.

Limitations : Time consuming A bossy leader or a few members may dominate the discussion. Participants may prefer to hear from the discussion leader seen as expert. Participants may have little to contribute in the discussion. Participants may be repeating various points needlessly what is already known to the group.

How to apply and manage a GD for better learning ? Have a set of questions ready to keep the discussion going in the right direction Arrange the room / seats so that people can hear and see each other. Introduce the topic and brief why it is to be discussed Set a time limit for discussion

How to apply and manage a GD for better learning ? (contd) Ask one or two questions to get the group discussion started. Involve as many members as possible in the discussion, especially those who have interest and knowledge on the topic Bring the discussion back to the topic when it seems to go astray or become irrelevant. Summarize the discussion

What kind of subject matter should be selected for group discussion ? The subject of discussion should be of common interest / concern. Members should have some knowledge of the subject matter It should be related with the common problems of the participants / people. The subject of discussion should be within the reach of members of group discussion.

The role of the leader in a GD: Important role of leader : The role of the leader in a GD: To initiate the Group discussion To stimulate/encourage members to give their individual ideas/views To involve all members of the group and give them a chance to speak To summarize/conclude the discussion

Role of the facilitator / trainer in a GD (to be intelligently and sparingly intervened): (i) Clarifying : Probing for meaning, defining terms, clearing up confusion and working to get the task clear (ii) Reaching Agreement : Discussing and deciding the best way to proceed with the discussion, given the time constraints and agreeing on time/task management process. (iii) Focusing : Staying on target and avoiding topic jumping or going off tangentially.

The role of the facilitator / trainer in a GD (contd): (iv) Seeking Useful Information : Asking for facts, opinions or belief and asking for feelings or values. (v) Giving Useful Information : Offering facts or opinions, stating beliefs or ideas, making feelings known appropriately and making suggestions. (vi) Moving Towards Action : Reviewing, bringing related ideas together, restating suggestions and checking if group is ready to decide / agree.

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