Dealing with Problem Situations

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

2. 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
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Learning.
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3. 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
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Learning.
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4. 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
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Learning.
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rights
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5. 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.
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Learning.
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6. 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
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7. 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
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Learning.
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rights
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8. 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
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Learning.
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rights
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9. 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
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Learning.
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10. 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
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Learning.
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11. 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
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Learning.
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12. 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
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13. 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
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Learning.
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14. 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
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Learning.
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15. 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
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16. 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
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Learning.
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rights
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17. 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
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Learning.
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18. 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.
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rights
reserved.