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7. Evaluation |
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You may want to evaluate the actual dynamics and progress of the discussion within the group itself. Use your judgment:
- You may not have the time.
- It may be superfluous.
- It may invite bickering.
- Such a group analysis and evaluation may be irrelevant, especially if the discussion is a one-shot deal, and highly focused on the subject matter.
But for yourself, in both single discussions and ongoing groups, it can only help to have a pulse both on yourself and on the group - but especially yourself.
In the previous chapter there were three charts detailing the factors at work in the discussion; now you can reflect on the sum total of what happened.
Below are two checklists (see boxes) to help guide your own progress as discussion leader; you can apply the first list to your group members as well, if you are working with them on their dynamics and it is appropriate:
The first focuses on the movement of the discussion;
The second (in two parts)- on your leadership style and relation with the group.
We recommend that you make both of these checklists into charts in which each meeting is recorded, so that you can follow your progress meeting by meeting.
- You will be surprised at how this steady review heightens your awareness to the different components involved in your discussion leadership.
- Again, this is primarily for yourself, after the discussion, and not necessarily to be shared with the group.
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Fig. 1. Discussion Movement |
| How animated was the discussion? |
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| How did the subject affect the group? |
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| Who decided how the discussion should be conducted? |
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Was the discussion atmosphere cooperative
or competitive between group members? |
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What exactly was required from
the discussion? |
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| What was its purpose? |
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Did the original subject or purpose
of the discussion go through any major changes? |
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| Fig. 2 Leadership Style and Group Dynamics |
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Positive Roles |
| Initiated |
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| Gave examples |
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| Asked for examples |
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| Gave information |
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| Asked for information |
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| Gave positive reactions or opinions |
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| Gave restatement of another's contribution |
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| Gave clarification, synthesis, summary |
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| Gave constructive comment / input on group's movement (or lack of it) |
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| Asked for constructive comment /input on group's movement |
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| Encouraged, acknowledged contribution |
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| Encouraged, acknowledged contribution |
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| Relieved group tension |
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Please add your own ideas if you wish!
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Negative Roles |
| Acted with aggression, hostility |
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| Made self-confessions |
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| Showed defensiveness |
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| Was competitive |
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| Pleaded for pet idea |
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| Sought sympathy |
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| Horsed around |
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| Sought status, approval, popularity of group |
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Pulling it all together - ideas for follow-through with the charts:
You can add here ideas like: "encouraged personal or inter-group conflict" (as opposed to "reconciled").
Use this last box (negative role) to identify some of the things which are happening in the group, and impacting negatively on your activities (see: discussion movement), on which you might be able to impact by applying more positive role intervention in your discussions
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