Page 357 - Effective group discussion theory and practice by Adams, Katherine H. Brilhart, John K. Galanes, Gloria J

340 Chapter 12

8. If you need to correct a member’s or leader’s behavior, do so privately so that you
don’t embarrass that person in front of the group. To the group, focus on trends
and tendencies rather than singling someone out (unless it is to praise them).
9. Don’t bluff. If a group asks for information or procedures you aren’t familiar
with, admit it and explain that you will research these for the group and bring
the information back at a subsequent meeting.

Planning the Consultation
Many new consultants become overwhelmed by all that goes on. Planning your obser-
vation and consultation in advance will help you focus on variables most important
to your purpose as a consultant. You may first want to talk with the group’s leader for
background material about the group, such as what its purpose is, the history of the
group, how effective it is perceived to be, and so forth. One way to cope with informa-
tion overload is to record the group’s discussion on audio- or videotape (but only
after obtaining permission from the group) for more detailed analysis at a later time.
That way, you will worry less about missing something important and can make notes
about parts of the discussion to review later. Services like Wiggio or Blackboard per-
mit many of their interactions to be documented and accessible for analysis.
The questions in Table 12.13 can guide you in selecting a more limited list of
questions for a specific observation. If you have been asked to consult, this list can
help you decide what is going well so you can focus on what group members may want

TABLE 12.13 Questions to help guide your observation
Group Purpose/Goals
What is the group’s purpose?
Do members clearly understand and accept the group’s purpose?
Has the committee achieved a clear understanding of its charge?
Do members seem to know and accept limits on their area of freedom?
Can members describe what sort of output is needed?
Setting
How adequate are meeting facilities, such as seating arrangement, privacy, and comfort?
How adequate are facilities for recording and displaying group progress (information, ideas, evaluations,
decisions, and so on)?
Communication Skills and Network
How competently do members encode verbally and nonverbally?
How carefully are members listening to understand each other?
How equally is participation spread among the members?
Is the network of verbal interaction all-channel or unduly restricted?
Group Culture, Norms, and Communication Climate
To what degree is the group climate characterized by openness, trust, and teamwork?
What attitudes toward each other and the content of information and ideas are members manifesting?
Are cultural, work style, or personality differences interfering with the group’s effectiveness?

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