Group Dynamics: Changing negatives into positives

In this article we will be exploring group dynamics and how group leaders can help change negative dynamics into a supportive and positive environment.

Bruce Tuckman 1965, defined group dynamics ‘as the process involved when people in a group interact with each other. Interactions can be both positive and negative and altogether they can affect the performance of the team. Poor group dynamics can damage morale, undermine productivity, and lead your team to make bad decisions or possibly be left with unproductive and unsuccessful outcomes.’

First impressions count

For many of us who have walked through the doors of a support group for the first time, we know it takes an enormous amount of courage and self-will. One whiff of negativity or clique and that’s me out of there! We just don’t need the stress on top of everything else!  That is why from the very idea stage of the group I insisted that the group had to be positive in order to maintain group dynamics. According to: Mypeer.org ‘Positive group dynamics are associated with good teamwork, inclusivity, few cliques or solitary individuals, positive conflict resolution, group resilience and peer support.’

It’s not just ensuring the group is welcoming and transparent. We are bringing together all these people out of isolation to help support them and build their confidence and self-esteem with the programme. I quite naively thought, having not run a support group before, that members would attend, gain support and knowledge of fibro, job done! See you next week. But it goes deeper than that, much deeper…

Group resilience

Group dynamics may be influenced by a number of factors. Theories of group behaviour and group relations (Le Bon 1896; Freud 1922) may be relevant in explaining how an individual loses some of their individuality by belonging to a group and may therefore be more easily influenced in a group setting. Also, how the combined strengths of a group can compensate for individual limitations when individuals are faced with adversity (also known as “group resilience”).

Removing the ‘fibro’ label and you have a diverse range of people from all demographics, whose’ lives are in turmoil; they are going through a state of prolonged stress.  They may have very little support or respite, they maybe in denial and can’t accept the illness or, have little knowledge of the symptoms and how to manage them.  They might be feeling isolated and basically wondering what the hell is happening to them! These individual differences can have a significant impact on group dynamics, but at the same time there is a camaraderie between members as they have a mutual understanding of what they are going through. As they say ‘if you haven’t got it, you don’t get it! 

Blocking

However, some members may not be ready to cope with a group environment or you may find that some members monopolise a meeting, this may lead to resentment by other group members, if they are unable to contribute their experiences. Moreover, timid members may withdraw from group activity and may stop attending meetings. skillsyouneed.com remind us that ‘everyone has the right not to participate within the group, although it is usually preferable for all members to contribute.’ Some members may be withdrawn and may take a little longer before they feel ready to participate.

 Other members may see monopolising behaviour as disruptive or attention seeking. Bruce Tuckman points out that ‘there are specific behaviours that can prohibit a group or team from successfully reaching their goals. Both group leaders and team members can contribute to a negative group dynamic.’ Tuckman identifies these traits as blocking. This happens when group members behave in a way that disrupts the flow of information in the group. Group members can adopt blocking roles such as:

The aggressor:  A member who is who often disagrees with others or is inappropriately outspoken.
The negator: A member who is often critical of others’ ideas.
The withdrawer: A member who doesn't participate in the discussion.
The recognition seeker: A member who is boastful or dominates the session.
The joker: A member who introduces humour at inappropriate times.

These behaviours may come about because members may have social anxiety or low self-esteem and are finding it difficult to interact. They may not know that they are behaving this way, as it could be a coping mechanism to get them through the meeting. 

Steering group moral

If you find that the group is being influenced by negative dynamics, group leaders can influence affected members by ensuring that they understand why members may be behaving in this way; reminding them that they are all at different stages of the Fibro journey. This could be explained in an appropriate workshop and generalised so as not to pick on any individual. This can improve group dynamics and turn a negative group experience into a positive one.  By taking time to get to know their fellow members, understanding the members circumstances they may be able show empathy towards this person and have more tolerance and patience as the member settles into the group.

Leadership traits

A basic understanding of human behaviours will enable group leaders to remain impartial and non-judgemental. Members must see leaders as approachable and trustworthy, after all we are all in it together. However, group leaders should also be able to hold a professional distance from the members to be able to maintain order within the group. Tuckman also points out that ‘weak leadership occurs when a team or group lacks a strong leader and a more dominant member of the group often takes charge. This can lead to a lack of direction, power struggles, or a focus on the wrong priorities.’ It is essential that clear boundaries are enforced in the meetings and are referred to periodically. One way to enforce boundaries is to get the group to collectively come up with a mutual agreement.

Fibro Active Mutual Agreement – PFA Positive Fibro Attitude

Prompt arrival: Please aim to arrive on time for guest speakers and activities.

The group aims to be welcoming, positive and inclusive,

Mobiles on silent please,

Confidentiality: What is said in the room, stays in the room, agree to disagree,

Listen to others and respect their views and opinions, allow others their time to speak

Try new things even if it scares us,

Dream Big!

The mutual agreement can be added to at any time as behaviours are identified that may warrant a boundary. In addition, the group should clearly state the kind of support it can offer to members.

Fibro support group or mental health peer group?

There’s a fine line between being a Fibro support group and a mental health peer group. Mental Health is a big part of the illness. However, there must be clear boundaries, that it is a Fibro support group, which explores mental health as part of its programme. This ensures that the mental health aspect does not take over the groups’ aims and objectives.

Adult Safeguarding

As a committee we have a duty of care to our members and when we can see changes in individuals or identify that they may need a little extra support, this should be brought to the table. When the group was first established, we had two members trained as mental health champions. They could identify a member in crisis, and ensure the individual gets the appropriate support; this could be as simple as a cuppa and chat, or help with filling in a form.  However, this contact could lead to referring a member to an appropriate local service. We are also rapidly gaining experience in psychology as different characters and personalities attend our meetings, becoming part of the fold.

Diversity and growth

As you can imagine, balancing the programme to keep everyone interested and supported is a real juggling act. To add to that, everyone has different learning styles, different levels of concentration and education. Having a holistic programme means that members choose when they want to attend. Some like formal structure, others prefer lots of interaction. Group leaders will soon identify who attends which type of meeting and finds out what works and what doesn’t work so well. It is also interesting to see who sits with who and where. It tells you a lot about the individuals and the group. 

You may find the group starts out small and takes time to grow. The initial group will bond. It is this crucial time that you keep the group transparent and inclusive to prevent cliques forming. It is inevitable that the group dynamics will change as the group gets larger and members come and go.

The group will always be on a journey, it will change from week to week, keeping in check with your group dynamics will ensure your group will thrive.

A final note from Tuckman

Positive group dynamics helps teams to get things done and they can make an impact outside meetings and team activities. When information flows freely between team members, everyone has the chance to make a difference. Next time you work in a group or have to work amongst a team of people, think of how you can make a difference in your next group meeting. Unite as one and help the team to be a success!

In the next article we will be revisiting programme activities and looking at what they mean to the members.

References

http://mypeer.org.au/design-implementation/maintaining-positive-group-dynamics/

https://www.skillsyouneed.com/ips/difficult-group-behaviour.html

https://www.skillsyouneed.com/ips/group-life-cycle.html

**Tuckman, Bruce W. Developmental sequence in small groups. Psychological Bulletin, Vol 63(6), Jun 1965, 384-399.