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- 1. PRESENTATION BY MRS NUPUR GUPTA GROUP DISCUSSIONS
- 2. PRESENTATION BY MRS NUPUR GUPTA GROUP DISCUSSION • Those who can’t discuss, argue • Those who can’t argue, quarrel • Those who can’t quarrel, fight…
- 3. PRESENTATION BY MRS NUPUR GUPTA What is a group discussion? An effective group discussion is one in which the group is able to accomplish its purpose or to establish a basis either for ongoing discussion or for further contact and collaboration among its members.
- 4. PRESENTATION BY MRS NUPUR GUPTA Features : Group Discussion • Group of 8-10 individuals • Time limit of 10 to 30 min. • Novel way to assess personality. • Technique to judge- capability and personality • Generally used as a screening process. • Members express views freely and frankly
- 5. PRESENTATION BY MRS NUPUR GUPTA GROUP DISCUSSION : TOPICS • Group Discussions : Topic – Factual/Current topic – Controversial – Abstracts – Idioms and proverbs • Group Discussions Based on a Case Study – Printed case study – Current situation and problems
- 6. PRESENTATION BY MRS NUPUR GUPTA
- 7. PRESENTATION BY MRS NUPUR GUPTA Factual Topics Factual topics are about practical things, which an ordinary person is aware of in his day-to-day life. Typically these are about socio-economic topics. These can be current, i.e. they may have been in the news lately, or could be unbound by time. A factual topic for discussion gives a candidate a chance to prove that he is aware of and sensitive to his environment. E.g. - The education policy of India, Tourism in India.
- 8. PRESENTATION BY MRS NUPUR GUPTA Controversial Topics Argumentative in nature Generate controversy The noise level is high Tempers may flying ASSESSMENT Maturity Temper in check Rationally and logically Personal and emotional. E.g. - Reservations should be removed, Women make better managers.
- 9. PRESENTATION BY MRS NUPUR GUPTA Abstract Topics Abstract topics are about intangible things. These topics are not given often for discussion, but their possibility cannot be ruled out. These topics test your lateral thinking and creativity. E.g. -A is an alphabet, Twinkle twinkle little star, The number 10.
- 10. PRESENTATION BY MRS NUPUR GUPTA Evaluation •Communication skill •Effective expression •Clarity of thoughts •Knowledge & ideas •Open mindedness •Apt body language •Critical thinking skill •Emotional Stability • Interpersonal Skills • Attitude And Confidence • Persuasive Skills • Reasoning Ability • Assertiveness • Listening Skills • Leadership Initiative
- 11. PRESENTATION BY MRS NUPUR GUPTA Points to know • Seating arrangements • Addressing the members in beginning and end • Not supposed to select a leader. • Papers allowed for writing • Topic :Do not ask the panel members • Being the starter of a discussion • Use of examples: always attracts • Attention towards panel members?
- 12. PRESENTATION BY MRS NUPUR GUPTA Accept Criticism • If someone criticizes or disapproves a point • In case the criticism is flimsy • Maximize participation • Leadership ability • Balanced approach of communication and team
- 13. PRESENTATION BY MRS NUPUR GUPTA POSITIVE ROLES IN GD Task roles Initiator Illustrator Informer Summarizing Coordinator Organiser/manager Channelizer Encourager Leader
- 14. PRESENTATION BY MRS NUPUR GUPTA POSITIVE ROLES IN GD Maintenance Roles Harmonizing Gatekeeping Compromiser Expressing group feelings Standard setting Procedure facilitator Social supporter Tension reliever
- 15. PRESENTATION BY MRS NUPUR GUPTA NEGATIVE ROLES - HINDERING ROLES Dominating Degrading/Clown Aggressor/Attacker Uncooperative/ Blocker Side Conversations Disgruntled Participant/ Withdrawing Recognition-seeker Help-seeker Special Interest Pleader
- 16. PRESENTATION BY MRS NUPUR GUPTA HOW TO PREPARE FOR GD • Involves three basic aspects: • Group Speaking Preparation: Enhance your vocabulary to enhance your fluency, practice tone modulation, and try to speak in front of mirror on some topic. Content Preparation: Choose the current affair topic from different perspectives like personal, social, political, cultural, academics, etc. Listening Preparation: Participate in some discussions as an active observer and try to evolve one’s thought process by adding different perspectives.
- 17. PRESENTATION BY MRS NUPUR GUPTA PARTICIPANTS : DO’S • Agree to disagree • Be assertive and confident • Show active listening skills. • Create a niche for yourself • Develop team spirit and conduct • Maintain eye contact with everyone • Put down your thoughts on a paper • Control your own biases and differences • Support points with facts and figures • Speak politely using appropriate language • Speaking is important; do not sit silently
- 18. PRESENTATION BY MRS NUPUR GUPTA BODY LANGUAGE - GD • Push your body to the back of the chair- Keeps you alert • Lean slightly forward- Shows you are keen and listening • Keep your hand on your lap right- Indicates that you are logical person. • Restricted Hand and leg movements-Indicates you that you don’t need hands as props when speaking. • Keep your legs stationed firmly on the ground- Keeps you firmly positioned. • Show right gestures while interacting shows your control on body language
- 19. PRESENTATION BY MRS NUPUR GUPTA Tips for summarizing a Discussion • Avoid raising new points. • Avoid stating only your viewpoints. • Avoid dwelling only on one aspect of the GD. • Keep it brief & concise. • It must incorporate all the important points that came out during the GD. • If the examiner ask you to summarize a GD, it means the GD has come to an end. • Do not add anything once the GD has been summarized.
- 20. PRESENTATION BY MRS NUPUR GUPTA • Dominate the discussion • Be the font of all wisdom • Pose negative body language • Make fun of any participant • Argue and shout during the GD • Put others in an embarrassing situation • Engage yourself in sub-group conversation. • Repeat, use irrelevant material or Interrupt • Over speak, intervene and snatch other’s chance • Have bias towards any caste/culture/creed • Look at the evaluators or a particular member
- 21. PRESENTATION BY MRS NUPUR GUPTA Practice • Start practicing your discussion skills in an informal setting or with a small group. • Participate: Take every opportunity to be a part of social/informal discussions. • Persuading: It involves being able to Convince others to take appropriate action.
- 22. PRESENTATION BY MRS NUPUR GUPTA • https://www.indiabix.com/group-discussion/topics- with-answers/ • http://www.careerride.com/post/latest-group- discussion-topics-gd-topics-with-answers-170.aspx • https://www.mbaskool.com/careers/group- discussion/topics.html • https://blog.oureducation.in/latest-group-discussion- topics-job/
- 23. PRESENTATION BY MRS NUPUR GUPTA 10 thumb rules 1) Keep eye contact while speaking 2) Initiate the GD 3) Allow others to speak 4) Speak clearly 5) Make sure to bring the discussion on track 6) Positive attitude 7) Speak sensibly 8 ) Listen carefully to others 9) No need to go into much details 10) Formal dressing:
- 24. PRESENTATION BY MRS NUPUR GUPTA IMPORTANT TOPICS Demonetization – Is it a good move? Merger of PSU banks – Is it really necessary? ‘Digital India’ – How far was it a success? Should Triple Talaq be abolished? Role of digitization in banking Will GST be a success? Present Education System in India Women Empowerment in India Youth in Politics
- 25. PRESENTATION BY MRS NUPUR GUPTA Donald Trump Presidency – Impact on INDIA OR the world Why are many startups failing in India? Union Budget 2018-19 Unique identification number for every Indian Is India ready to be a Cashless Economy? Is ‘Make in India’ a success? How can we deal with increasing Cyber Crimes? Swachh Bharat Abhiyan – How far was it successful? Should India accept Rohingya refugees?
Editor's Notes
- People play different roles in groups. And people play multiple roles in groups. Task roles, maintenance roles and hindering roles are all important roles for facilitators to be aware of and recognize. Task Roles Task roles refer to the actions of individuals that help move the project, decision, task along. Initiator : To initiate the process of discussion. He can guide the begin and ending of discussion . Illustrator : elaborate or clarify points make them relevant to the topic develop his own opinion Informer : sound general knowledge Provide required information Initiating What: Proposing task or goals; defining a group problem; suggesting procedure or ideas for getting the task accomplished. When: At the beginning of a meeting, when the meeting bogs down, or when the group needs direction or new direction. How: Define the task; suggest a method or process for accomplishing the task; provide a structure for the meeting. "It seems like we are being asked to ...", "Does it seem like a good idea to begin by...?" Coordinator : bring the dissenting members to some kind of agreement Ensure discussion is done in a disciplined manner gather the divergent points and relate them to topic Organiser/Manager keeps the group directed towards the goal displays his organising an management skills Leader ability to persuade others enthusiastically Humane touch Intellect and emotional intelligence Information or Opinion Seeking What: Requesting facts; seeking relevant information about a question or concern; asking for suggestions, ideas or opinions. When: Problem solving, decision making, action planning, group discussion. How: Ask for more facts; collect data; seek individual opinions, ideas and suggestions."What are the likely solutions?", "Mary, what do you think of that idea?", "What else do we need to know before we can proceed?" Clarifying What: Interpreting or reflecting ideas and suggestions; clearing up conclusions; indicating alternatives and issues before the group; giving examples, defining terms. When: Any time the group discussion becomes too vague, too general or lacks focus; when a lot of information has been put out. How: Ask for clarification of an example; build on the ideas of others; clarify an idea based on your understanding; try to develop timid suggestions and half stated ideas into fully developed possibilities."What I think I hear you saying is ___", "Robert, can you explain your idea a bit more," "Cecilia, do you see how that idea relates to what Luis said earlier?" Summarizing What: Pulling together related ideas; restating suggestions after the group has discussed them; offering a decision or conclusion for the group to accept or reject. When: At each transition in the meeting, when many different ideas or proposals are being considered, when the group gets off track; at the end of a meeting/ discussion. How: Restate the points, decisions, action plans or common themes of the discussion; remind the group of the process or method being used."Let's take a minute to look at the main themes that are arising in our discussion" "It looks like the main points being raised are ___" "Remember that each person needs to offer a suggestion before we begin an open discussion." Consensus Testing What: Checking with the group to see how much agreement has been reached and how ready the group members are to consider a decision. When: Problem solving, decision making, action planning. How: Poll the group on an issue or decision to determine whether a consensus already exists."Are there any objections to using creative brainstorming to identify potential solutions for our problem?" "Is there agreement that...?" Maintenance Roles Maintenance roles refer to the actions of individuals that help preserve the relationships in a group. Encouraging What: Being friendly, warm, and responsive to others; accepting others and their contributions; regarding others by giving them an opportunity to contribute or be recognized. When: Regularly. How: Give recognition for contributions to the group, point out the accomplishments of the group."That was a really good suggestion, Chris. Thanks." "We have accomplished a lot today. Thanks." Harmonizing What: Attempting to reconcile disagreements; reducing tension, getting people to explore their differences. When: When the group cannot reach consensus, when conflict of ideas, opinions or personality is preventing progress. How: Articulate the common elements in conflicting points of view."What can we do to get you to support this? What can we all agree on?" "We seem to be stuck. What can we do to move the discussion along?" Expressing Group Feelings What: Sensing feelings, mood, relationships within the group; sharing one's own feelings with other members. When: When the group is having trouble making a decision, when you sense a conflict in the group, as a check-in to see how the group is doing. How: Verbalizing what you see as the feelings, mood, tension in the group. Openly acknowledging your own feelings about what is going on in the group."I am sensing that there is some tension in the room. does anyone else feel it?" "It seems like some people have withdrawn from this discussion. Is that something we need to discuss?" Gatekeeping What: Helping to keep communication channels open: facilitating the participation of others, suggesting procedures that permit sharing remarks. When: Whenever you want to hear from the more silent members of the group, whenever you want to prevent a participant from dominating the discussion. How: Ask an individual for their opinions or the information; be sensitive to the non-verbal signals indicating that people want to participate; when a person monopolizes the conversation, ask others for input"Jeff, did you want to share something?" "Thanks for your input, Robin. I would like to know what the rest of you think." Compromising What: When your own ideas or status is involved in a conflict, offering a compromise which yields status; admitting error, modifying ideas in interest of group cohesion or growth. When: When the group is stuck, when trying to make a decision and there are opposing views. How: Offering suggestions for getting unstuck; asking the group members to figure out a compromise."I guess this method may not be the best for accomplishing this task. Shall we try Kim's idea?" "I feel like we are stuck with two opposing views, what can we do to reach a compromise?" Standard Setting and Testing What: Checking whether the group is satisfied with its procedures; suggesting new procedures when necessary. When: When the group first meets together, whenever the norms that are developing prevent the group from functioning effectively. How: Help group define its ground rules; remind group of the standards they established for themselves anytime when those rules are ignored or broken."How do we want to operate as a group?" "Seems like our ground rules have been forgotten. Should we take a few minutes and revisit them?" "I just want to remind you of the ground rules we set up in the beginning."
- People play different roles in groups. And people play multiple roles in groups. Task roles, maintenance roles and hindering roles are all important roles for facilitators to be aware of and recognize. Task Roles Task roles refer to the actions of individuals that help move the project, decision, task along. Initiator : To initiate the process of discussion. He can guide the begin and ending of discussion . Illustrator : elaborate or clarify points make them relevant to the topic develop his own opinion Informer : sound general knowledge Provide required information Initiating What: Proposing task or goals; defining a group problem; suggesting procedure or ideas for getting the task accomplished. When: At the beginning of a meeting, when the meeting bogs down, or when the group needs direction or new direction. How: Define the task; suggest a method or process for accomplishing the task; provide a structure for the meeting. "It seems like we are being asked to ...", "Does it seem like a good idea to begin by...?" Coordinator : bring the dissenting members to some kind of agreement Ensure discussion is done in a disciplined manner gather the divergent points and relate them to topic Organiser/Manager keeps the group directed towards the goal displays his organising an management skills Leader ability to persuade others enthusiastically Humane touch Intellect and emotional intelligence Information or Opinion Seeking What: Requesting facts; seeking relevant information about a question or concern; asking for suggestions, ideas or opinions. When: Problem solving, decision making, action planning, group discussion. How: Ask for more facts; collect data; seek individual opinions, ideas and suggestions."What are the likely solutions?", "Mary, what do you think of that idea?", "What else do we need to know before we can proceed?" Clarifying What: Interpreting or reflecting ideas and suggestions; clearing up conclusions; indicating alternatives and issues before the group; giving examples, defining terms. When: Any time the group discussion becomes too vague, too general or lacks focus; when a lot of information has been put out. How: Ask for clarification of an example; build on the ideas of others; clarify an idea based on your understanding; try to develop timid suggestions and half stated ideas into fully developed possibilities."What I think I hear you saying is ___", "Robert, can you explain your idea a bit more," "Cecilia, do you see how that idea relates to what Luis said earlier?" Summarizing What: Pulling together related ideas; restating suggestions after the group has discussed them; offering a decision or conclusion for the group to accept or reject. When: At each transition in the meeting, when many different ideas or proposals are being considered, when the group gets off track; at the end of a meeting/ discussion. How: Restate the points, decisions, action plans or common themes of the discussion; remind the group of the process or method being used."Let's take a minute to look at the main themes that are arising in our discussion" "It looks like the main points being raised are ___" "Remember that each person needs to offer a suggestion before we begin an open discussion." Consensus Testing What: Checking with the group to see how much agreement has been reached and how ready the group members are to consider a decision. When: Problem solving, decision making, action planning. How: Poll the group on an issue or decision to determine whether a consensus already exists."Are there any objections to using creative brainstorming to identify potential solutions for our problem?" "Is there agreement that...?" Maintenance Roles Maintenance roles refer to the actions of individuals that help preserve the relationships in a group. Encouraging What: Being friendly, warm, and responsive to others; accepting others and their contributions; regarding others by giving them an opportunity to contribute or be recognized. When: Regularly. How: Give recognition for contributions to the group, point out the accomplishments of the group."That was a really good suggestion, Chris. Thanks." "We have accomplished a lot today. Thanks." Harmonizing What: Attempting to reconcile disagreements; reducing tension, getting people to explore their differences. When: When the group cannot reach consensus, when conflict of ideas, opinions or personality is preventing progress. How: Articulate the common elements in conflicting points of view."What can we do to get you to support this? What can we all agree on?" "We seem to be stuck. What can we do to move the discussion along?" Expressing Group Feelings What: Sensing feelings, mood, relationships within the group; sharing one's own feelings with other members. When: When the group is having trouble making a decision, when you sense a conflict in the group, as a check-in to see how the group is doing. How: Verbalizing what you see as the feelings, mood, tension in the group. Openly acknowledging your own feelings about what is going on in the group."I am sensing that there is some tension in the room. does anyone else feel it?" "It seems like some people have withdrawn from this discussion. Is that something we need to discuss?" Gatekeeping What: Helping to keep communication channels open: facilitating the participation of others, suggesting procedures that permit sharing remarks. When: Whenever you want to hear from the more silent members of the group, whenever you want to prevent a participant from dominating the discussion. How: Ask an individual for their opinions or the information; be sensitive to the non-verbal signals indicating that people want to participate; when a person monopolizes the conversation, ask others for input"Jeff, did you want to share something?" "Thanks for your input, Robin. I would like to know what the rest of you think." Compromising What: When your own ideas or status is involved in a conflict, offering a compromise which yields status; admitting error, modifying ideas in interest of group cohesion or growth. When: When the group is stuck, when trying to make a decision and there are opposing views. How: Offering suggestions for getting unstuck; asking the group members to figure out a compromise."I guess this method may not be the best for accomplishing this task. Shall we try Kim's idea?" "I feel like we are stuck with two opposing views, what can we do to reach a compromise?" Standard Setting and Testing What: Checking whether the group is satisfied with its procedures; suggesting new procedures when necessary. When: When the group first meets together, whenever the norms that are developing prevent the group from functioning effectively. How: Help group define its ground rules; remind group of the standards they established for themselves anytime when those rules are ignored or broken."How do we want to operate as a group?" "Seems like our ground rules have been forgotten. Should we take a few minutes and revisit them?" "I just want to remind you of the ground rules we set up in the beginning."
- Hindering Roles Hindering roles refer to actions of individuals that hinder the group's process and progress. Dominating Behavior: Asserting authority or superiority to manipulate the group or certain members; interrupting contributions of others; controlling through use of flattery or patronization. Solution: Establish a procedure whereby each person contributes one idea to the discussion and then must wait until every other group member does the same before contributing again; interrupt the dominator, ask him/her to summarize the point quickly so that others can add their ideas, too."Thank you for giving us all those ideas, Erin. Let's hear from others in the group now." Withdrawing Behavior: Removing self psychologically or physically from the group; not talking; answering questions only briefly. Solution: Do not let conflicts remain unresolved; talk with the person privately to find out what is happening; direct questions to and solicit ideas from the avoider so this person stays involved."Carol, I have noticed that you haven't been as involved in the group lately. Is everything O.K.?" Degrading Behavior: Putting down others' ideas and suggestions; deflating others' status; joking in a barbed or sarcastic way. Solution: When your group first gets together, review your contract and ground rules with them, highlighting the rule that all ideas will be accepted; the first time someone criticizes another person, reinforce this rule."You have a point, but we need to solve our problem, not attack each other's ideas." Uncoooperative Behavior: Disagreeing and opposing ideas; resisting stubbornly the group's wishes for personally oriented reasons; using hidden agenda to thwart group progress. Solution: Incorporate statements in the original guidelines that deal with cooperation and interruptions, encourage this person to explain reasons behind his/her objection; look for any aspect of the position that supports the group's ideas so that this person moves from left to center field; refocus his/her participation as a recorder or process observer; ask the group to deal with this uncooperative behavior."It seems like we may be forgetting the ground rules we set up as a group. Should we take a few minutes to revisit them now?" "Sandy, that is an interesting view. Could you explain how you came to those conclusions?" Side Conversations Behavior: Whispering, giggling and having private side conversations with another person. Solution: Set guidelines and expectations at the beginning of the meeting, stop the meeting and ask those involved in the side conversation to share what they are talking about with the group, stop the meeting and comment that it is difficult for you to hear the other discussion or to concentrate on the topic at hand with side conversations occurring; privately talk with the distracters and discuss their expectations for the meeting's topics; empower others to confront the distracters with how these side conversations keep everyone from concentrating on the group's discussion."I am having trouble focusing on the discussion with the side conversations going on. Is anyone else experiencing this?" "It is difficult to focus on the discussion with side conversations going on. Can we agree that we will all focus on the main discussion?" "I sense we are losing people's attention and interest, can we do a check-in to see where people are on this topic?" Being aggressive: Working for status by criticizing or blaming others, showing hostility against the group or some individual, deflating the ego or status of others. B. Blocking: Interfering with the progress of the group by going off on a tangent, citing personal experiences unrelated to the problem, arguing too much on a point, rejecting ideas without consideration. C. Self-Confessing: Using the group as a sounding board, expressing personal, nongroup-oriented feelings or points of view. D. Competing: Vying with others to produce the best idea, to talk the most, to play the most roles, to gain favor with a leader. E. Seeking sympathy: Trying to induce other group members to be sympathetic to one's problems or misfortunes, deploring one's own situation, or disparaging one's own ideas to gain compliments or support. F. Special pleading: Introducing or supporting suggestions related to one's own pet concerns or philosophies, lobbying. G. Horsing around: Clowning continually, joking, mimicking and otherwise disrupting the work and progress of the group. H. Seeking recognition: Attempting to call attention to one's self by loud or excessive talking, extreme ideas, unusual behavior. I. Withdrawing: Acting indifferent or passive, not par- ticipating, daydreaming, whispering to others. The AGGRESSOR may work in many ways – deflating the status of others, expressing disapproval of the values, acts, or feelings of others, attacking the group or the problem it is working on, joking aggressively, showing envy toward another’s contribution by trying to take credit for it, etc. The BLOCKER tends to be negativistic and stubbornly resists, disagreeing and opposing without or beyond "reason" and attempting to maintain or bring back an issue after the group has rejected or by-passed it. The RECOGNITION-SEEKER works in various ways to call attention to her/himself, whether through boasting, reporting on personal achievements, acting in unusual ways, struggling to prevent being placed in an "inferior" position, etc. The SELF-CONFESSOR uses the audience opportunity which the group setting provides to express personal, non- group oriented "feeling," "insight," "ideology," etc. The PLAYBOY-PLAYGIRL makes display of his/her lack of involvement in the group’s processes. This may take the form of cynicism, nonchalance, horseplay, and other more or less studied forms of "out-of-field" behavior. The DOMINATOR tries to assert authority or superiority in manipulating the group or certain members of the group. This domination may take the form of flattery, of asserting a superior status or right to attention, giving directions authoritatively, interrupting the contributions of others, etc. The HELP-SEEKER attempts to call forth a "sympathy" response from other group members or from the whole group, whether through expressions of insecurity, personal confusion or depreciation of him/herself beyond "reason." The SPECIAL INTEREST PLEADER speaks for the "small business man," the "grass roots" community, the housewife, "labor," etc., usually cloaking her/his own prejudices or biases in the stereotype which best fits his individual needs. What can be done when members of a group play these blocking roles? First, take it as a message that perhaps the group has not given enough space and recognition to normal personal agendas. Take time for this so that individuals can be freed-up to contribute their energy to the group. Second, while giving these individual needs time, maintain a balance. The group as a whole must be willing to set limits on acceptable individual behavior, and to enforce those limits in an equitable and sensitive manner. Finally, the group must be willing to exclude an individual whose personal needs and hidden agendas threaten to disrupt and derail the entire group process.
- Body Language in Group discussion • Avoid crossing arms as well as legs while seated. • Avoid distracting habits like biting nails, clicking pens, etc. • Avoid aggressive and dominating gestures like pointing fingers at fellow participants, raising the voice, etc. • Understand the difference between assertive and aggressive behavio r. Do not stare at anybody. • Maintain soft eye contact with as many people as you can. • Do not look down or up while speaking. • Do not be conscious of the evaluators, if any. • Forget that you are being evaluated, otherwise this will make you conscious of your actions and will adversely affect your behavior.
- Do’s and Don’ts of Group discussion: 1) Keep eye contact while speaking: Do not look at the evaluators only. Keep eye contact with every team member while speaking. 2) Initiate the GD: Initiating the GD is a big plus. But keep in mind – Initiate the group discussion only when you understood the GD topic clearly and have some topic knowledge. Speaking without proper subject knowledge is bad impression. 3) Allow others to speak: Do not interrupt anyone in-between while speaking. Even if you don’t agree with his/her thoughts do not snatch their chance to speak. Instead make some notes and clear the points when it’s your turn. 4) Speak clearly: Speak politely and clearly. Use simple and understandable words while speaking. Don’t be too aggressive if you are disagreeing with someone. Express your feelings calmly and politely. 5) Make sure to bring the discussion on track: If by any means group is distracting from the topic or goal then simply take initiative to bring the discussion on the track. Make all group members aware that you all need to come to some conclusion at the end of the discussion. So stick to the topic. 6) Positive attitude: Be confident. Do not try to dominate anyone. Keep positive body language. Show interest in discussion. 7) Speak sensibly: Do not speak just to increase your speaking time. Don’t worry even if you speak less. Your thoughts should be sensible and relevant instead of irrelevant speech. 8 ) Listen carefully to others: Speak less and listen more! Pay attention while others are speaking. This will make coherent discussion and you will get involved in the group positively. You will surely make people agree with you. 9) No need to go into much details: Some basic subject analysis is sufficient. No need to mention exact figures while giving any reference. You have limited time so be precise and convey your thoughts in short and simple language. 10) Formal dressing: Do not take it casually. No fancy and funny dressing. You should be comfortable while speaking in group. Positive gesture and body language will make your work easy. Follow these 10 simple rules to easily crack the GD.