1. Chapter 5: Leadership & Diversity
Group Facilitation
Chapter 5: Leadership & Diversity
Adapted from slides developed by Ronald W. Toseland

2. Approaching a Social Justice Model of Group Work
Re-read page
Finish the following;
According to Pinderhughes, cultural competencies include…
Cultural competencies can be ______.
Social justice should pervade group work because…?
Members stories are reframed so that the problem is not ___ ___ but ___ ___.

3. Cultural Sensitivity
“Whenever people of different races (any differences) come together in groups, leaders can assume that race (differences) is an issue, but not necessarily a problem” p.138

4. Cultural Sensitivity: Explain
“Strengths in their backgrounds” p.139
“Empirical evidence about the performance of homogeneous vs heterogeneous… (finding) ” p.139
What are self-identity issues? p.140

5. Social Mapping
p.141

6. Group Review: Principles of Practice

7. Practice Principles
Some diversity is always present – help members explore differences and similarities
Engage in a process of self-exploration of your own identity
Seek knowledge about how members define themselves; how this affects their participation p

8. Practice Principles
Be open minded and nonjudgmental – view the positive potential and richness of diversity
Acknowledge and try to understand the effects of prejudice, discrimination and oppression
Consider how diversity effects group dynamics and group development p

9. Practice Principles
Consider the effects of diversity when making assessments and working toward goals
Assess how diversity may affect communication and interaction patterns
Empower members who may be oppressed outside of the group p

10. Practice Principles
Understand the place of spirituality and traditional concepts of illness and healing
Confront stereotypes, biases and prejudices
Develop a repertoire of specialized cultural formats and ways to structure a group p

11. Chapter 6 Planning the Group
Slides developed by Ronald W. Toseland
State University of New York at Albany

12. Planning Model Establishing the group’s purpose
Assessing the potential sponsorship and membership
Recruiting members
Composing the group
Orienting members to the group
Contracting
Preparing the group’s environment
Securing financial arrangements
Preparing a written group proposal

13. Establishing the Group’s Purpose
Group worker generated
Agency or staff generated
Member generated
Community generated

14. Assessing Potential Sponsorship
The mission, goals, objectives and resources of the agency
Fit between agency policies and goals of the proposed group
Support within the agency
Nature of unmet and ongoing needs
Costs and benefits
Level of community need, interest, and support

15. Gathering Support for a New Group
Does it fit the mission and goals of the agency?
Would resolution of problem facing the group be valued by the agency and the community?
Does the administration of the agency support the proposed group?
Is the need being met elsewhere?

16. Gathering Support for a New Group
Would co-sponsorship with another agency be possible?
Resolve differences in perspectives and identify hidden agendas
Obtain consensus from staff about goals and methods to achieve them
Assess the willingness of the agency to provide resources such as transportation, child care or needed supplies

17. Assessing the Potential Membership
The nature of the problem or need facing the group
Potential members’ recognition and shared perceptions about the purpose of the group
Cultural and other differences that could influence perceptions of the group
Perceptions of the sponsoring organization

18. Assessing the Potential Membership
Effects of ambivalence, resistance, or involuntary nature of the group
Specialized knowledge needed to work with members
Demographic differences and commonalities of potential members

19. Assessing the Potential Membership
Benefits to potential members participating
Barriers, obstacles, and drawbacks to member participation
Resources needed from the organization and community
Ensure members’ interest and participation

20. Methods For Recruiting Members
Directly through interviews and telephone contacts
Contacting key people and community leaders in the network of potential members
Announcements through the mail
Posting announcements in community organizations and other sites

21. Methods For Recruiting Members
Using websites to advertise the group
Speaking at public meetings
Appearing on radio and television shows
Issuing press releases, publishing announcements in organizational newsletters
Working with reporters to prepare feature newspaper stories

22. Composing the Group
A homogeneity of members’ purpose and personality characteristics
A heterogeneity of members coping skills, life experiences and expertise
An overall structure that includes a range of the members’ qualities, skills and expertise

23. Other Composition Issues
Group structure
Diversity and demographic characteristics
Size
Open and closed membership
Close ended and open ended

24. Orienting Members Explaining the purpose of the group
Familiarizing members with group procedures
Screening members for appropriateness
Contracting for group procedures and member goals

25. Preparing the Environment
Physical setting – room size, furnishings, technology, atmosphere (lighting, etc.)
Making special arrangements
Securing financial support

26. Preparing a Group Proposal
Abstract
Purpose
Agency sponsorship
Membership
Recruitment
Composition
Orientation
Setting and environment