Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Chapter 16 Dealing with Problem Situations ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Chronic Talkers Types of Chronic Talkers Nervous member-- way of handling anxiety Rambler-- unaware of communication style “Show-off” --insecure in group ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Ways to Deal with Chronic Talkers Determine impact of talker on members Pair up with talker to give feedback Address group about sharing time Let group give talkative member feedback ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Dominator, Distracter Dominator wants to lead or control –leader gives individual feedback…if chronic, may ask dominator to leave group Distracter avoids dealing with feelings –leader ignores distracting comments/behavior ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Rescuer Rescuer patronizes member in pain –leader explains the difference between sympathy and genuine support for members as they deal with sharing and efforts to change. ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Negative Members Negative member constantly complains, gripes, attempts to enlist others –leader meets outside group to discuss behavior –leader avoids reinforcing behavior in group by addressing more positive comments ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Resistant Members Resistant members are often members who were “forced” to attend –leader may allow member to briefly vent –leader pairs with member or meets outside group to work on resistance ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. “Get the Leader” Behavior o “Get the leader” is a phrase used to 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 ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Causes of “Get the Leader” Leader Mistakes –Puts member on the spot –Inappropriately cuts off or ignores member –Fails to deal with member’s anti- authority attitude –Leads a boring, irrelevant group ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Causes of “Get the Leader” (continued) Negative Attitude of Member –Forced to be in the group –Negative opinion of leader for some reason –Against authority –Wants to be in charge ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Dealing with Silence 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.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Dealing with Silence 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.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Sexual Feelings Between Members 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.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Dealing with Crying Assess possible origin of member’s feelings Leader pairs him or herself with member to determine member’s feelings and situation Consider time available before “opening up” member to painful feelings ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Dealing with Crying (continued) Intense reaction--send member out with another member you trust Avoid reinforcing tears that merely attract group members’ attention ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Asking a Member to Leave Member is excessively negative, hostile, or resistant Member’s needs out of line with purpose of group…an alternative option offered Member not ready for personal group work ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Asking a Member to Leave (continued) Usually done one-on-one in private Alternative to leaving…member may watch from outside the group circle ©2016. Cengage Learning. All rights reserved.

Copyright © 2012 Brooks/Cole, a division of Cengage Learning, Inc. Prejudiced, Narrow-Minded, Insensitive Members 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.