Q&A Hero

Q: When setting up children's groups, because of short attention span and high energy levels, the leader will want to give thought to the ______________ of the group.

Q: When dealing with children and adolescents in groups where personal information is shared among the members, one area that may be difficult to manage is that of _____________.

Q: When working with children in a group, it is important for the leader to effectively manage the energy level and attention span. Good use of his/her_____________ can be an effective tool.

Q: When leading groups of children, especially those with behavior problems, the leader must carefully ______________ the potential members in order to make certain each is a good fit for the group.

Q: The use of special skills, such as dealing with anger, handling confrontation, planning carefully, and cutting off are especially important with ___________________ groups.

Q: When working with children under the age of seven, the authors suggest that much of the time in group should be spent in _____________.

Q: Focusing on identity problems, friends, parents, school, and sexual concerns can be helpful in a group for ____________________.

Q: A high level of energy, including holding the focus, presenting interesting topics, and skill development are especially important when leading groups of _________________.

Q: The authors recommend a co-leading model to handle the complex dynamics associated with leading ___________________ groups.

Q: What are the pros and cons of using group time to work on the issues between mutually hostile members?

Q: What helps the leader to determine whether silence during group is productive or nonproductive?

Q: How should a leader deal with a prejudiced, narrow-minded, or insensitive group member?

Q: Describe how a leader can appropriately ask a member to leave a group?

Q: What might a leader do to prevent members from trying to "get" him or her?

Q: In some groups, such as educational or discussion groups or even some experiential groups, dealing for any length of time with a member in psychological pain is not appropriate. a. True b. False

Q: A group leader should not interfere with the comments of a negative member, because he or she is merely expressing his or her honest feelings. a. True b. False

Q: Although a "chronic talker" in a group may on occasion be disruptive, it is useful to allow this member to play in important role during the first couple of sessions so that the leader can get her bearings and figure out the group dynamics. a. True b. False

Q: Because it is important for a group leader to be ethical, she should never cut off moralizing statements from members directed at other members. a. True b. False

Q: There may be occasions when a group member's behavior is so negative or distracting that it suggests he or she is not ready for a group experience. a. True b. False

Q: A good rule of group leadership is to be tolerant of members' differences and intervene only when a member's negative or prejudicial comments may be harmful to another in the group. a. True b. False

Q: When there are mutually hostile members in a group, the leader should let the members take a vote on which should be asked to leave the group. a. True b. False

Q: When a leader senses two members in a group are sexually attracted to one another, she should bring this to the attention of the members and use group pressure to prevent a romantic relationship from being established. a. True b. False

Q: Once a group has been underway, it is a mistake for the leader to meet with a member individually outside the group in order to deal with a problem behavior on the member's part. a. True b. False

Q: Sometimes when a member plays "get-the-leader", it is because of a mistake that the leader has made in his or her leadership of the group. a. True b. False

Q: There are productive and non-productive periods of silence in many groups. a. True b. False

Q: According to the authors, it is usually good for the leader to let there be silence at the beginning of each session to see what the members might do. a. True b. False

Q: Whenever a member cries in a group situation, the leader should encourage all the members to gather around and give that member support. a. True b. False

Q: A member who says to another "Don"t worry, everything will be ok, you just have to make the best of things" is a a. rescuing member b. resistant member c. distracter d. talkative member

Q: All of the following are true about distracting members EXCEPT? a. They are attention-seeking b. They can get the group off task c. They are always intentionally trying to distract the group d. They should be talked to about their comments and then ignored

Q: The member who sits in group with her arms crossed and does not contribute unless forced to do so is a. trying to get the leader b. resistant c. a distracter d. prejudiced

Q: Which of the following is a MISTAKE when dealing with a problem situation in group? a. Talking to a negative member outside of group b. Giving a dominating member a helping role in group c. Allowing the group to sit in silence for 10 minutes as punishment d. Letting other members do a majority of the helping with a resistant member

Q: When dealing with negative members, the leader should NOT a. ask the negative member to sit quietly. b. avoid eye contact with the negative member. c. confront the negative member during the group session. d. talk to the negative member outside of group about his negativity.

Q: With resistant members, the leader SHOULD a. talk to him after the session to try to help him to work through his resistance b. take as much time as needed to break down the resistance c. keep the member from sharing any of his opinions in group d. allow him to discuss irrelevant topics as long as he participates in group

Q: The authors state that asking a member to leave might be done for all of the following reasons EXCEPT a. being negative in group. b. disrupting the work of other members. c. raising irrelevant issues in group over and over. d. disagreeing with the leader or members at times.

Q: When leading a group with two mutually hostile members, the leader should do each of the following EXCEPT a. get the members to like each other. b. meet privately with each member to identify issues. c. focus on how the members came to dislike one another. d. obtain a commitment from each member to work on the issue in group.

Q: When a member begins crying during the session, the leader SHOULD a. immediately attend to the member before asking if she wants help. b. open her up further, even if there are only five minutes left in session. c. suggest that she leave until she can control her crying and talk about it. d. attempt to determine whether she is in pain or trying to gain sympathy from others.

Q: Which of the following is NOT true about the dynamics of sexual feelings between members in a group? a. Members may stop sharing in group because of sexual dynamics b. The leader can control these dynamics during the group's meeting time c. Members may become jealous, angry, or hurt as another member is sharing d. Sexual feelings may occur anywhere and at any time during the life of the group

Q: Which of the following questions would NOT help a leader to determine whether a member is a chronic talker? a. How long has the member been talking? b. Is the member preventing others from talking? c. Does the talkative member like being in the group? d. Are the members comments aligned with the purpose of the group?

Q: Which of the following is NOT recommended for the leader to do when handling a talkative member? a. Maintaining eye contact and nodding when the member speaks b. Addressing the whole group about talkative behavior, in general c. Seeking other members' feedback about the member's behavior d. Pairing with the member in dyads to discuss the member's behavior

Q: The first thing a leader should do when she realizes that a member is out to "get" her during the session, is a. shift the focus away from the power struggle between leader and member. b. put the angry member on the spot about the situation in front of the group. c. dismiss the member from the session and talk with him privately at another time. d. allow other members to give the angry member negative feedback about his behavior in group.

Q: When a leader abruptly cuts off a member, appropriately or inappropriately, fails to return to a member after promising to do so, or is not skilled enough to control the group, she may create a problem situation for herself known as ____________- _____________- ______________.

Q: "Problem Member" descriptions: A. Chronic talker B. Distracter C. Get-the-leader D. Negative member E. Rescuing member F. Resistant member This member attempts to actively sabotage what the leader says or does in group. She may do this by disagreeing with the leader, asking the leader unanswerable questions, or sub-grouping with other members to undermine the impression of the leader's competence.

Q: "Problem Member" descriptions: A. Chronic talker B. Distracter C. Get-the-leader D. Negative member E. Rescuing member F. Resistant member This member rambles, repeats herself, and tells long, drawn out stories. Her stories are often not relevant to others, and her long-windedness often prevents others from being able to discuss their concerns.

Q: "Problem Member" descriptions: A. Chronic talker B. Distracter C. Get-the-leader D. Negative member E. Rescuing member F. Resistant member This member may prevent others from problem solving by trying to smooth over the negative feelings that another member is experiencing in an attempt to soothe the other member.

Q: "Problem Member" descriptions: A. Chronic talker B. Distracter C. Get-the-leader D. Negative member E. Rescuing member F. Resistant member This member tries to get the group off task by bringing up irrelevant subjects or asking irrelevant questions.

Q: "Problem Member" descriptions: A. Chronic talker B. Distracter C. Get-the-leader D. Negative member E. Rescuing member F. Resistant member This member says he does not know why he is in the group or how the group can be helpful. He sits with his arms crossed and does not speak unless forced to.

Q: A member's disruptive behavior exhibited during a session may be indicative of his or her behavior ______________________.

Q: It may be a mistake by the leader to immediately try to work with a member who begins to cry before getting a ______________________.

Q: A group member who is either seeking attention or is avoiding looking at herself is thought of as a ___________________.

Q: When beginning a session, if the leader does not have a good opening, long periods of _________________ may occur which can create discomfort for the members.

Q: Some members are ________________ because they are forced to be in a group.

Q: A member who constantly complains about the group or disagrees with other members of the group and the leader is described by the authors as having _____________ energy.

Q: ______________________is the attempt of a member to smooth over negative feelings experienced by another member of the group.

Q: A chronic talker who wants to impress the leader and other members and attempts to show others what he knows, may be thought of as ________________.

Q: If the leader's lack of experience or ineffectiveness leads to long periods of silence either because members don"t know what is expected or are afraid to talk, the group will likely be __________________.

Q: If members are critical of the leader during the close phase of a group, this is a good time for the leader to let the members know that he is in-charge and knows what he is doing regardless of how the members feel about it. a. True b. False

Q: What can the leader do to help members transition back to the "real world" when the group closes?

Q: What are the advantages of using dyads followed by comments to close a session?

Q: Why is it important to check for unfinished business before closing a session?

Q: How much time should the leader spend in the closing stage of group?

Q: Why is it important to alert members to reactions outside of the group?

Q: During the closing stage of a group, that is, the last session or two, it is common to have a few loose ends that still need to be tied up before the members can comfortably leave the group. Therefore, it is important for the leader to allow time for this because unfinished business can interfere with the sense of closure and may leave one or more members with unresolved issues. a. True b. False

Q: One advantage of the leader summarizing as he or she is closing a session is that the leader can emphasize certain points and focus on certain members' comments. a. True b. False

Q: In closing a session in which members committed themselves to take some action outside the group, such as improving their parenting, going for a job interview, or making a telephone call they have been avoiding, it is best not to refer to these commitments as you summarize the session so that those members don"t feel pressured to follow through. a. True b. False

Q: The authors approach to group leadership suggests that how members end up feeling about each other in the group is much more important and any outcomes in terms of changes in their daily lives. a. True b. False

Q: Writing during the closing phase of a group, such as in a journal, can be helpful for members who do well expressing their thoughts and feelings on paper. a. True b. False

Q: During the closing phase of a group session, it is better for the leader NOT to highlight or summarize points. a. True b. False

Q: It is best for a group session to come to a natural end rather than having the leader engineer the closing phase with specific exercises or techniques. a. True b. False

Q: The closing phase of a counseling group is a good time to check for any unfinished business a member might have that might carry over to the next meeting. a. True b. False

Q: It is never wise to have group members summarize the session during the closing phase of a group because they might get it wrong. a. True b. False

Q: When a member is leaving a group before the group has ended, it is best to ignore the situation to avoid generating hard feelings. a. True b. False

Q: In an open group situation, the leader usually encourages reactions from a new member(s) during the closing phase. a. True b. False

Q: The effective leader cautions members during the closing stage of a personal growth or counseling group that others outside the group may not share their enthusiasm for change. a. True b. False

Q: Which of the following is NOT true regarding the use of feedback during the closing stage of group? a. Receiving final feedback from group members can be helpful. b. Members should be given a chance to comment to one another about changes each has made. c. Feedback should not be given during the closing stage, as it could be hurtful. d. Feedback can be given to confront members who are still denying problems.

Q: Successfully closing a group session a. requires thought and planning b. provides members with a sense of completeness c. can build group cohesiveness d. all of the available choices

Q: Which of the following is NOT a helpful closing skill or technique suggested by the authors? a. Cutting off b. Mini lecture c. Tying together d. Drawing out

Q: Which is FALSE about using exit interviews during the closing stage of group? a. They are necessary for every group b. They provide a forum for members to give feedback c. They may be used to suggest how members can spend the last session d. They give the leader an opportunity to reinforce gains the member has made

Q: According to the authors, all of the following are important, but which is the MAIN focus of the closing stage of the group? a. Assessing growth b. Finishing business c. Providing feedback d. Processing dynamics

Q: Which is TRUE of the closing stage of groups? a. The leader should try to end the group on a "high" b. The leader should discuss the value of support groups c. The leader should plan to end with a party to celebrate members' progress d. The leader should facilitate the intense and sad emotions members may feel

Q: When one member is leaving the group, the leader should do all of the following EXCEPT a. give the departing member feedback. b. let other members provide encouragement. c. spend half of the session saying good-bye. d. have the member review his original goals and progress.