Managing Group Dynamics: Name It & Use The Group

Managing challenging group dynamics can be difficult, but there are a number of different ways facilitators can handle challenging behaviors depending on several factors. It is important that the facilitator examines the situation carefully as each circumstance may require a different type of approach depending on the individual and/or group, the timing, personal or group sensitivity, if there is a sense of urgency, etc. In most circumstances, however, the facilitator can use the following strengths-based strategies:

1) NAME IT (the behavior) and 2) USE THE GROUP

• NAME IT means to actually stop the group in whatever it’s doing to address the individual and his behavior in using “I” statements to concretely articulate what the facilitator is noticing or experiencing in the disruptive behavior; i.e. “We need to stop here for a moment so I can address something. I am noticing that Sam is turning away from the group and may be laughing about what is being shared or discussed.”
  
  By using “I” statements, the facilitator owns their own perception of what is occurring and brings it to the attention of the group, without labeling Sam’s behavior. In this way, the facilitator is modeling an opening for others to speak or at least to hear how a healthy confrontation occurs. It’s a good idea to then check in with the participant about what is actually happening for them, perhaps by asking; “Sam, what’s going on?”

• USING THE GROUP means first, knowing that the group has developed enough cohesion to support your effort and there is sufficient trust and confidence in the group as a whole. Be sure to return to the group as often as you can to continue to call upon their support and when appropriate, actually defer to the group in a generalized way by asking about how they are doing with the Group Agreements or if they can relate to how Sam might be feeling or why Sam might be acting in that way.
  
  This is an excellent way to normalize the behavior and Sam’s feelings or reactions as well as shifting the focus off of Sam and back to the group thereby de-escalating any sense of shame. You can then ask the group’s permission to move on or resume the activity or process prior to the disruption. This again models the value of the group perspective and willingness to support Sam.

How you model being strengths-based, calm and neutral, holding participants accountable for their own behavior and to one another in the group, will foster empathy and pro-social emotional development- individually and in community. Participants may be reflecting patterns of behavior they have learned to present which may surface early on in group formation or when normal periods of conflict emerge in the group. It’s always best to anticipate these possible situations, and to build early prevention strategies. 

From: The Council Facilitator Manual: Unit V – Challenging Behaviors: Anticipating, Reducing, and Responding Effectively