Overview
Reply to the following two discussion posts:
1. Ta L
Norming
The third stage of Tuckman's Stages of Group Development model, a well-known theory detailing group dynamics development, is called the "Norming Stage." Group members settle challenges and establish a more cooperative and harmonious working relationship in the norming stage after having their fights and disagreements during the storming phase (Vettraino & Urzelai, 2021). As the team starts to connect, they establish shared expectations (thus, "norms"), rules, values, and expectations for individual behavior. Positive engagement, support from one another, and tolerance of differences all increase. Team members recognize each other's skills and become more at ease speaking their minds. There is a feeling of unity and friendship inside the group.
Stage Occurrences
The resolution of prior disagreements, the construction of group norms, and the creation of more efficient teamwork processes are characteristics of the norming stage. As the name of this stage suggests, establishing and adopting "norms," or common expectations and regulations about how the group runs, play a significant role in what happens throughout this stage. These expectations might be based on group dynamics, including communication styles, task completion, punctuality, or handling disagreements. The group members' enhanced cohesiveness and unity are further traits of the norming stage. Members start to feel more like a team, collaborate more effectively, and find it simpler to agree on goals and plans due to having issues resolved in the storming stage (McCaughan, 2021). At the norming stage, group communication also gets better. Group members grow more adept at listening to and comprehending one another and freely expressing their ideas and opinions. The group's members start to get used to their duties. While some would adopt more assisting roles, some might emerge as leaders. Role clarification helps to prevent misunderstandings and confrontations.
Leadership Skills Needed
Being in charge of a group through the norming stage successfully calls for a range of leadership qualities, like facilitation skills. The team's leader must promote conversations to establish expectations and norms. This entails encouraging candid communication, moderating discussions, and ensuring all viewpoints are heard. The team members ' feelings and points of view should be understood and acknowledged; hence, the leader should also have empathy and emotional intelligence. The team's cohesiveness must be promoted through the leader's facilitation of each individual's integration into the team (Jones, 2019). Communication skills are also helpful because the team's leader must make sure that everyone on the team understands and accepts the standards and expectations that have been established. As the team creates its norms, there is frequently some negotiation during the norming stage. The leader may need negotiation skills to lead such discussions to achieve a just and equal solution.
Group Stages Versus Group Processes
A group typically experiences a sequential process called a group stage as it grows and develops. It is illustrated by models like Tuckman's Stages of Group Development (Jones, 2019), where stages include forming (group creation and acquaintance), storming (conflict emergence), norming (establishment of norms and enhanced cohesion), performing (effective operation towards goals), and adjourning (disbanding after goals are achieved or for other reasons). On the other hand, the patterns of interactions and behaviors within a group are referred to as group processes. This can include ways of communicating, ways of making decisions, practices of leading others, ways of handling conflicts, methods of using authority, and more. Group size, positions within the group, rules within the group, and the personalities and attitudes of the group members all impact the group process.
2. Dw M
Stages of Group
Tuckman’s four stages model of group has been explained and used in coordination with Yalom’s stages for decades. The fifth stage, the adjourning stage, also identified as the termination stage is just as important as the forming stage. Adjourning is defined by Vaida and Serban (2021) as, “The dissolution of a team and built relationships” (p. 96). During the adjourning stage, the group leader identifies how the group members have fulfilled their purpose and successfully completed the group. The group leader during this stage must encourage the members to utilize the tools and skills learned to move forward in life. In group therapy, it is not always about how the group starts, but also how it ends. I think it is important to let the group members know that despite the group ending, the tools that they learned will remain embedded in their minds and hearts. It is also important to build a toolbox with the group members throughout the group so they can have materials to utilize following the termination of group that will help them navigate through the continued flow of life.
The adjourning stage of group should be discussed at the beginning of the group, throughout the duration of group, and also towards the end of the group. Yalom (2020) states, “Feelings about termination must be explored from different perspectives such as that of the individual members, that of the therapist, and that of the group as a whole” (p. 465). Often times the word termination in itself is seen from a negative standpoint, but there are healthy ways to address the end stage of group. While the group may perform productively during the final group sessions, group members will often times in the adjourning stage of group experience visible signs of grief which should be addressed and identified during group by the group leader. The momentum of the group often times slows down, the group members become restless, and some members may experience a form of relief or burst of energy. As it relates to the adjourning stage of group, there often time is a set time frame for group members to participate in group, but it is not uncommon for group members to drop out of group prior to the termination date. Yalom (2020) states that, “members may leave because they have achieved their goals, they may drop out prematurely, the entire group may end, the therapist may leave a continuing group, or there may even be traumatic endings” (p. 465). Therefore, feelings of termination and check ins with group members should be done periodically throughout the group process.
As a group leader, it is important for the group leader to have the ability to show empathy through reflection, be supportive, and seek supervision or consultation as needed, as often times the group leader experiences grief as it relates to the adjourning stage of group. In order for the group leader to show empathy, they must be willing to reflect on the feelings and thoughts experienced by the group members. It is important to show empathy by letting the group members know that they are being heard not just through their words but also through their actions and feelings. While providing the group members with empathy, the leader must also have a supportive stance and provide encouragement, validation, and reinforcement. The group leader must normalize the idea that we all experience grief as it relates to the start of ending of a group or a life experience. During the termination stage of group, it is important for the group leader to identify and build off the progress and steps of change taken by each member in order to empower them. The group leader must also define change and normalize that change is not linear, but it is a process that does not happen overnight. There will be group members who struggle to see the steps of change they have made, so defining change will empower the group members. Often times group leaders struggle with termination stage of group as well. Brown (2019) states, “Termination is an opportunity for the group leader and members to lie up the loose ends, reveal suppressed emotions, work out troubling relationships, and seek support” (p. 133). During the adjourning stage of group, it is healthy that the leader and the group members leave the group with no residue.
As is relates to group stages and group processes, group stages are the structured group stages that consist of the beginning and termination stage of group. All expected stages typically occur during the group process, but it is important for the group leader to allow the group to navigate through the different stages as they present during the group process. Yalom (2020) states, “Group should not follow the stage model rigidly and should have the ability to cycle back through each stage of group” (p. 153). The group stages are a rubric that can be used by group leaders to familiarize themselves with different dynamics that occur while facilitating groups, but each group has its own way of development. Group process is defined as the interaction of group members and the nature of relationship between interacting individuals, members, and leaders (Lis et al., 2010). As the group develops and the members of the group build a connection with each other, there is a therapeutic alliance built between the members and the group leaders. The stages of group as opposed to the group process, does not focus on the therapeutic process and relationships that are built during the group which is why the adjourning stage of group is difficult for both the leader and the members of the group. Despite the differences between the group stages and group processes, each group leader should be familiar with the different terms related to group therapy for the betterment and growth of the group members.