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1. What do typical or expected group member behaviors look or sound like in this stage?

In the storming, stage individuals tend to have confrontations. Some people may have issues with group members that they have not yet dealt with in a conflict situation.

In an Elementary School group Setting a young girl was upset about the death of her pet. The group members consoled her and gave her a hug. This action demonstrated positive interaction skills and resolution of any issues that may have occurred during the Storming Stage. Students can participate in activities that will allow them to build their interaction skills. This strategy can be beneficial during the Storming Stage due to some students being intimidated and fearful of communication. Students should be pre-screened for behavioral confrontational issues that could occur during the Storming Stage. Group members should develop supportive relationships where academic and social confrontation can be resolved in a positive way. These favorable relationships will promote success in the Loss and Bereavement Counseling group.

Reference
Sink, C. A., Edwards, C., & Eppler, C. (2012). School based group counseling. Belmont, CA: Brooks/Cole.

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STAGE 4- Termination Stage of Group Counseling

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STAGE 4- Termination Stage of Group Counseling

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2. What are the overall group characteristics in this stage?

The overall group characteristics of this stage are anxiety and avoidance. Group members are learning how to deal with confrontation that occurs during this period.

In the norming stage, group members may realize unique qualities in other even though they still have some conflicts with one another (5 Stages of Team Development, n.d.). Despite the insecurities the group members may have for one another, they learn to put their differences aside, acknowledge their strengths and weaknesses, and move into working together to succeed in their tasks.

Reference
5 Stages of Team Development. (n.d.). Retrieved from https://toggl.com/stages-of-team-development/

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What are the 5 stages of team development?

Each stage plays a vital part in building a high-functioning team.

In 1965, a psychologist named Bruce Tuckman said that teams go through 5 stages of development: forming, storming, norming, performing and adjourning. The stages start from the time that a group first meets until the project ends.

Tuckman didn't just have a knack for rhyming. (Although, it does make the stages easier to remember.) Each is aptly named and plays a vital part in building a high-functioning team.

The first stage of team development is forming, which is a lot like orientation day at college or a new job. You could even compare it to going out on a first date.

The team has just been introduced and everyone is overly polite and pleasant. At the start, most are excited to start something new and to get to know the other team members.

During this stage, you may discuss:

Member's skills, background and interests

Project goals

Timeline

Ground rules

Individual roles

As the group starts to familiarize themselves, roles and responsibilities will begin to form. It is important for team members to develop relationships and understand what part each person plays.

But, because this stage focuses more on the people than on the work, your team probably won't be very productive yet.

Have you ever reached the point in a relationship where you become aware of a person's characteristics and they frustrate or annoy you?

Perhaps they squeeze the toothpaste from the top of the tube instead of the bottom? Eat with their mouth open? Or they listen to the same Drake song 15 times in a row?

Well, congrats, you've entered the storming stage.

Being in a team is like being in a relationship. At first, you may think someone is perfect and flawless. But, then you realize that they aren't. Once you're aware of their flaws, you either learn to embrace them or the relationship will end quickly.

In the storming stage, the reality and weight of completing the task at hand have now hit everyone. The initial feelings of excitement and the need to be polite have likely worn off.

Personalities may clash. Members might disagree over how to complete a task or voice their concerns if they feel that someone isn't pulling their weight. They may even question the authority or guidance of group leaders.

But, it is important to remember that most teams experience conflict. If you are the leader, remind members that disagreements are normal.

Some teams skip over the storming stage or try to avoid conflict at whatever cost. Avoidance usually makes the problem grow until it blows up. So, recognize conflicts and resolve them early on.

In 1977, Tuckman added a fifth stage called adjourning. (Sadly, not a perfect rhyme.) Once a project ends, the team disbands. This phase is sometimes known as mourning because members have grown close and feel a loss now that the experience is over.
Start Tracking Your Team

Why are the 5 stages of group development important?

How can you help your team advance in their development?

Business owners, managers, and entrepreneurs are often viewed as team leaders. If something fails, you may blame yourself. If it succeeds, you'll receive the praise.

Whether you are leading your entire company or a smaller project group, you have a huge influence on team development and performance. It's almost like being Captain America to The Avengers or Steve Jobs to Apple. Of course, those are some big shoes to fill.

You don't have to gain superpowers from a serum or create one of the most iconic brands of your generation to be a great leader.

Guide your team through each stage of the process with the following tips:

1. Set a clear purpose and mission and revisit it throughout the process.

2. Set ground rules and make sure they are followed.

Rules may not sound fun, but they clear up confusion. Without them, no one will know what is considered acceptable behavior. Everyone will have their own "style" of doing things. Groups without rules are disjointed, prone to conflict and inefficient.

One of the first tasks that teams should do is establish ground rules. These can cover how to interact in the group to how to complete tasks efficiently. Some examples are:

Don't interrupt another member when they are speaking.

Turn off your phone during working meetings.

Track your time transparently with Toggl.

Create a weekly work plan with tasks and share it with the team.

Remember that rules are created to help your team stay focused on what matters most─performance.

3. Let other members act as leaders or facilitators.

Every team should have a facilitator─a person who leads and guides meetings and discussions. Someone who drives the group towards a common goal.

As a company founder or manager, you may be the designated team leader. But, that doesn't mean you should always be the one leading.

Leading a team is tiring. Try to do it all on your own and you'll burn out fast.

Sometimes, there may even be another member of the group more qualified to lead a discussion than you. If you are discussing the security of a mobile app you are building, the best facilitator could be the cyber security expert on your team?

High-functioning teams work so well together that facilitator roles can rotate without impacting their performance.

4. Don't try to avoid conflict. It is normal and can be healthy.

5. Remind group members to listen.

6. End each meeting with insightful and constructive feedback that improves the group process.

When you lead a group, part of your responsibility is to observe. Study how the team functions as a unit and individually.

What are they doing well? What do they need to improve? Give individual feedback in one-on-one meetings. But, you can point out areas of improvement or strengths to the group as a whole, without pointing fingers.

Don't scold teams for their mistakes and failures, without showing them what went wrong. Don't point out problems without offering solutions and advice.

It is important to give criticism in a way that empowers them to do better.

Nobody likes a Negative Nancy or Debbie Downer either. Tell teams what they are doing right as well as what they need to improve.

As a leader, don't think that you are flawless though. Give and ask for feedback from your team. That could mean sending out a weekly or monthly anonymous survey.

2. Close your speech in a memorable way: compliment your audience, deliver a punchline or share a shocking information or quote that suggests urgency.

7. To progress, everyone must contribute and participate.

The point of having a team is to work together. Each person plays a part and has something to contribute. When one person fails to complete a task, the rest of the group suffers.

It is important to instill this sense of responsibility in a group. But, you may still need to remind and motivate members to be productive.

This is another area where time-tracking can help. With Toggl, team members can track the work that they do. This is especially useful if you have some people that are working remotely.

Even if your group has two or three leaders, you can't always monitor your team. You can't look over their shoulders and make sure that everyone is doing their work. Ideally, your team is made up of reliable people that know and fulfill their responsibilities.

There are other advantages to tracking your time with an app though. When you know how long a process takes, you can identify areas that could be made more efficient. Then, develop more productive habits. It can also help you predict how much additional time your group might need to complete the current project.

If powerful superhero and entrepreneur teams have taught us anything, it is that working with others can increase your strength and success. Some projects you just can't tackle alone.

Building a team isn't easy. It is a process. Knowing each stage of development can help you create all-star teams that deliver amazing results.
Try Toggl for Free

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Each stage plays a vital part in building a high-functioning team. In 1965, a psychologist named Bruce Tuckman said that teams go through 5 stages of development: forming, storming, norming, performing and adjourning. The stages start from the time that a group first meets until the project ends.

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3. What does your personal reaction to confrontation look like?

My reaction to confrontation is to observe and to listen. Often when you react too quickly, it can be misinterpreted and can be the difference between whether or not the progression to the next stage of the group will be a smooth transition into the next stage. It is essential that in a grief counseling group because many unexplained emotions can surface as a reaction to the loss of a loved one. As a result, it is important not to react as if it is a deliberate attack and more of an opportunity to show members how to work through conflicts successfully.

In this picture, during this stage, students may begin to voice their opinions, and as a result of this, conflicts between group members may arise. For example, in a grief counseling group, some disagreements or disputes may derive from where students think their loved one has gone after death. Based on the religious belief of students, their views may contradict one another. Before the team can progress, it is essential that the disagreements and personality clashes are resolved to move forward into the next stages of group development.

4. What does your personal reaction to conflict look like? (Be sure not to discuss how you resolve conflicts; rather, discuss how you react when you see or are involved in conflict.)

My reaction was to respond in a way that protects whomever I feel is making me feel threatened. When I witness the confrontation, I tend to listen and observe. Orloff (2014) states that "Logic alone won’t tell you the whole story about anybody." For this reason, when interpreting verbal and nonverbal cues, I want to see the person for who they are.

Reference
Orloff, J. (2014, February 26). Three Techniques to Read People. Retrieved from https://www.psychologytoday.com/us/blog/emotional-freedom/201402/three-techniques-read-people

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STAGE 3- Working Stage of Group Counseling

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STAGE 3- Working Stage of Group Counseling

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When a child or an adult loses someone close and dear to their hearts, the process weighs heavily on their minds, and they do not have the proper strategies to cope with it. Finding ways to seek help or comfort from others may not always serve a positive reflection of what they request due to not being in the same position as that person. Therefore, in the “Storming Stage” of group development, students now have a bright idea of who their members are in the group and try to relate to each other, but does not know how to understand their feelings when grieving. Students may feel less shy about expressing their opinions about grief/bereavement with their peers in the group. Although they may share their similarities, sometimes their differences may cause them to create struggles in understanding others feelings. Growing Pains in Group Development (2014) asserts that group members are more comfortable in expressing their disagreements or exhibit less conformity. Due to the imbalance of situations that children go through when experiencing the loss of a loved one, another student cannot relate to how they feel and may never understand that. For this reason, tension develops as each student may struggle to make connections with one another while grieving.

Reference
GROWING PAINS in Group Development. (2014). Leadership for Student Activities, 43(1), 4. Retrieved from the Walden Library databases.

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An adequately planned termination and a healthy goodbye will enhance the experience and promote lifelong learning.

1. What do typical or expected group member behaviors look or sound like in this stage?

According to the Process and Groups text, Corey et al. (2018) discuss some of the common behavioral characteristics in the adjourning stage;"Some members will engage in behavior that makes it easier for them to leave the group (Corey et al., 2018, p. 318).  Some group members began to appear withdrawn and argumentative. While other members have prepared themselves for the termination of the group and they have developed a sense of closure. Tuckman & Jensen (2010) asserts that the final phase of disengagement, anxiety about separation and termination, and positive feelings toward the leader begin to surface. For this reason, activities should be set in place to help calm the different emotions.

References
Corey, M. S., Corey, G., & Corey, C. (2018). Groups: Process and practice (10th ed.). Belmont, CA: Brooks/Cole.

Tuckman, B. W., & Jensen, M. C. (2010). Stages of Small-Group Development Revisited. Group Facilitation: A Research & Applications Journal, 1043-48. Retrieved from the Walden Library databases.

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Stages of Small-Group Development Revisited.pdf

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2. What are the overall group characteristics in this stage?

According to Corey, overall characteristics during this stage are that there emotionally charged and complex. This is because, there are a lot of different transitions that are occurring within this stage. Members are having to come to grips with the fact that the group is coming to an end and how they feel about it. Members are also having to consider what they have learned and what they will take of the group experience and use to help them in their lives as they move forward. Saying good bye in a healthy way can be yet another challenge in itself for some members. If the group was a closed group members will complete their experience and say goodbye to those who were there at the beginning that they may have established a bond with.  If the group is an open group as members leave the group new members join throughout the entire process which makes adjusting to one another difficult most of the time. (Corey et al., 2018)

Reference
Corey, M. S., Corey, G., & Corey, C. (2018). Groups: Process and practice (10th ed.). Belmont, CA: Brooks/Cole.

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1. What do typical or expected group member behaviors look or sound like in this stage?

At the working stage members of the group have learned to overcome confrontations and understand the expectations of the tasks to be implemented within the group. The behavior of group members at this stage is there is more cohesion amongst group members and interaction.

2. What are the overall group characteristics in this stage?

The overall group characteristics in the working stage are deep levels of exploration and mutuality. What once appeared to be a difficult circumstance has now become an opportunity for growth and learning. At this point, differences and confrontations have occurred and have been resolved. In the event that another arises, members are equipped with tools to work through them and be able to complete what is needed. Members gained a level of trust that will become what binds the group together and encourages dialogue and reaching levels of completion amongst one another. (Corey et al., 2018).

References
Corey, M. S., Corey, G., & Corey, C. (2018). Groups: Process and practice (10th ed.). Belmont, CA: Brooks/Cole.

Maassen van den Brink, G. (2013, October 20). good teamwork and bad teamwork. Retrieved from https://youtu.be/fUXdrl9ch_Q

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3. What are the tasks of this stage?
The tasks that are occurring in this stage is interaction with other group members and the collaboration amongst each group member (5 Stages of Team Development, n.d.). The picture shows a group of people in a circle One person is outside of the circle and looks different than the others, however, once one of the group members invites the outside member to join the ring, he is no longer out of the circle, and he blends in and looks like everyone else. The significance of the picture represents how though the storming stage may have been challenging because of group member differences, techniques and experiences have shaped members and separation are replaced with unity regardless of differences.Reference
5 Stages of Team Development. (n.d.). Retrieved from https://toggl.com/stages-of-team-development/

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What are the 5 stages of team development?

Each stage plays a vital part in building a high-functioning team.

In 1965, a psychologist named Bruce Tuckman said that teams go through 5 stages of development: forming, storming, norming, performing and adjourning. The stages start from the time that a group first meets until the project ends.

Tuckman didn't just have a knack for rhyming. (Although, it does make the stages easier to remember.) Each is aptly named and plays a vital part in building a high-functioning team.

The first stage of team development is forming, which is a lot like orientation day at college or a new job. You could even compare it to going out on a first date.

The team has just been introduced and everyone is overly polite and pleasant. At the start, most are excited to start something new and to get to know the other team members.

During this stage, you may discuss:

Member's skills, background and interests

Project goals

Timeline

Ground rules

Individual roles

As the group starts to familiarize themselves, roles and responsibilities will begin to form. It is important for team members to develop relationships and understand what part each person plays.

But, because this stage focuses more on the people than on the work, your team probably won't be very productive yet.

Have you ever reached the point in a relationship where you become aware of a person's characteristics and they frustrate or annoy you?

Perhaps they squeeze the toothpaste from the top of the tube instead of the bottom? Eat with their mouth open? Or they listen to the same Drake song 15 times in a row?

Well, congrats, you've entered the storming stage.

Being in a team is like being in a relationship. At first, you may think someone is perfect and flawless. But, then you realize that they aren't. Once you're aware of their flaws, you either learn to embrace them or the relationship will end quickly.

In the storming stage, the reality and weight of completing the task at hand have now hit everyone. The initial feelings of excitement and the need to be polite have likely worn off.

Personalities may clash. Members might disagree over how to complete a task or voice their concerns if they feel that someone isn't pulling their weight. They may even question the authority or guidance of group leaders.

But, it is important to remember that most teams experience conflict. If you are the leader, remind members that disagreements are normal.

Some teams skip over the storming stage or try to avoid conflict at whatever cost. Avoidance usually makes the problem grow until it blows up. So, recognize conflicts and resolve them early on.

In 1977, Tuckman added a fifth stage called adjourning. (Sadly, not a perfect rhyme.) Once a project ends, the team disbands. This phase is sometimes known as mourning because members have grown close and feel a loss now that the experience is over.
Start Tracking Your Team

Why are the 5 stages of group development important?

How can you help your team advance in their development?

Business owners, managers, and entrepreneurs are often viewed as team leaders. If something fails, you may blame yourself. If it succeeds, you'll receive the praise.

Whether you are leading your entire company or a smaller project group, you have a huge influence on team development and performance. It's almost like being Captain America to The Avengers or Steve Jobs to Apple. Of course, those are some big shoes to fill.

You don't have to gain superpowers from a serum or create one of the most iconic brands of your generation to be a great leader.

Guide your team through each stage of the process with the following tips:

1. Set a clear purpose and mission and revisit it throughout the process.

2. Set ground rules and make sure they are followed.

Rules may not sound fun, but they clear up confusion. Without them, no one will know what is considered acceptable behavior. Everyone will have their own "style" of doing things. Groups without rules are disjointed, prone to conflict and inefficient.

One of the first tasks that teams should do is establish ground rules. These can cover how to interact in the group to how to complete tasks efficiently. Some examples are:

Don't interrupt another member when they are speaking.

Turn off your phone during working meetings.

Track your time transparently with Toggl.

Create a weekly work plan with tasks and share it with the team.

Remember that rules are created to help your team stay focused on what matters most─performance.

3. Let other members act as leaders or facilitators.

Every team should have a facilitator─a person who leads and guides meetings and discussions. Someone who drives the group towards a common goal.

As a company founder or manager, you may be the designated team leader. But, that doesn't mean you should always be the one leading.

Leading a team is tiring. Try to do it all on your own and you'll burn out fast.

Sometimes, there may even be another member of the group more qualified to lead a discussion than you. If you are discussing the security of a mobile app you are building, the best facilitator could be the cyber security expert on your team?

High-functioning teams work so well together that facilitator roles can rotate without impacting their performance.

4. Don't try to avoid conflict. It is normal and can be healthy.

5. Remind group members to listen.

6. End each meeting with insightful and constructive feedback that improves the group process.

When you lead a group, part of your responsibility is to observe. Study how the team functions as a unit and individually.

What are they doing well? What do they need to improve? Give individual feedback in one-on-one meetings. But, you can point out areas of improvement or strengths to the group as a whole, without pointing fingers.

Don't scold teams for their mistakes and failures, without showing them what went wrong. Don't point out problems without offering solutions and advice.

It is important to give criticism in a way that empowers them to do better.

Nobody likes a Negative Nancy or Debbie Downer either. Tell teams what they are doing right as well as what they need to improve.

As a leader, don't think that you are flawless though. Give and ask for feedback from your team. That could mean sending out a weekly or monthly anonymous survey.

2. Close your speech in a memorable way: compliment your audience, deliver a punchline or share a shocking information or quote that suggests urgency.

7. To progress, everyone must contribute and participate.

The point of having a team is to work together. Each person plays a part and has something to contribute. When one person fails to complete a task, the rest of the group suffers.

It is important to instill this sense of responsibility in a group. But, you may still need to remind and motivate members to be productive.

This is another area where time-tracking can help. With Toggl, team members can track the work that they do. This is especially useful if you have some people that are working remotely.

Even if your group has two or three leaders, you can't always monitor your team. You can't look over their shoulders and make sure that everyone is doing their work. Ideally, your team is made up of reliable people that know and fulfill their responsibilities.

There are other advantages to tracking your time with an app though. When you know how long a process takes, you can identify areas that could be made more efficient. Then, develop more productive habits. It can also help you predict how much additional time your group might need to complete the current project.

If powerful superhero and entrepreneur teams have taught us anything, it is that working with others can increase your strength and success. Some projects you just can't tackle alone.

Building a team isn't easy. It is a process. Knowing each stage of development can help you create all-star teams that deliver amazing results.
Try Toggl for Free

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Each stage plays a vital part in building a high-functioning team. In 1965, a psychologist named Bruce Tuckman said that teams go through 5 stages of development: forming, storming, norming, performing and adjourning. The stages start from the time that a group first meets until the project ends.

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4. What are Yalom’s nine therapeutic factors?

1. According to Corey et al. (2018), the first therapeutic is hope which is something that seemed unreachable now attainable because group members are sharing the same challenges and they can see others overcome these challenges they have the hope that they too will be able to.

2. The next therapeutic factor is Group Cohesiveness which refers to the sense of belonging.

3. The third therapeutic factor is Catharsis which is an emotion described as an insight that increases when interacting with other group members

4. The fourth therapeutic factor is humor.

5. The fifth factor is the freedom to experiment. It refers to the group's ability to experiment with new behaviors

6. The sixth factor is a commitment to change which refers to the group members willingness to utilize the tools and group process for change.

7. The seventh factor is the cognitive component the explaining and clarification of the new perspective on the challenge.

8. The eighth factor is a power which refers to the strength that one has to be in control of one's life.

9. The ninth factor is catharsis which is the emotional release.

(Corey et al., 2018)

5. Share something specific about one of Yalom’s nine therapeutic factors.

Of the nine of Yalom's therapeutic factors, Hope is ultimately what the goal is for group members upon completion of the grieving process. Hope which is something that seemed unreachable now attainable because group members are sharing the same challenges and they can see others overcome these challenges they have the hope that they too will be able to. In a grief counseling group, hope can be what is gained upon the completion of sessions and grief process. (Corey et al., 2018)

Reference
Corey, M. S., Corey, G., & Corey, C. (2018). Groups: Process and practice (10th ed.). Belmont, CA: Brooks/Cole.

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5 Stages of Team Development. (n.d.). Retrieved from https://toggl.com/stages-of-team-development/

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6. What is your personal leadership style? How does your style change in small group counseling? How do you see your style impacting a group?

My leadership style is similar to the video Remember the Titans (2015) to be approachable and a person who empowers individuals also to be leaders. My style may change to adjust to being a mentor to members who may need to overcome challenges that may be occurring, so they are ready to be leaders, which I believe will impact the group. For a bereavement group, this could mean facilitating the group to aid in helping them through there grief so that they can continue with their goals and be able to help another person who may face the loss of a loved one and need help getting through it.

Reference
Remember The Titans - Forming, Storming, Norming & Performing [Video file]. (2015, March 1). Retrieved from https://youtu.be/OUxMvhSi51Q

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1. What do typical or expected group member behaviors look or sound like in this stage?

In the forming stage group members are trying to define their roles, expectations are established, and members are shy because they are getting to know each other (Sink, 2012).

The meme above depicts how students may feel at the beginning stage of group development in a grief counseling group. Instead of jumping in and introducing people to their problems, they get a feel of everyone in the group before deciding who they would like to partner up with while they grieve and learn strategies to help them cope with their grief.

Reference
Sink, C. A., Edwards, C., & Eppler, C. (2012). School based group counseling. Belmont, CA: Brooks/Cole.

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7. What things would you avoid as a group counselor in this stage?

As a group leader, it will be essential to avoid engaging in confrontation. According to the Growing Pains in Group Development (2014), it states that  "in the storming stage, council members become more familiar with each other and small power struggles can arise as members try to define their roles better." Interaction is happening more than the prior stage, and members have learned how to work through confrontations and stay on track.

Reference
GROWING PAINS in Group Development. (2014). Leadership for Student Activities, 43(1), 4. Retrieved from the Walden Library databases.

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According to text Groups: Process and Practice Chapter 8, Corey et al. (2018) asserts that the working stage is a period where members of the group have found ways to work through challenges that may have existed in the transition stage. More of an emphasis placed on members that are completing tasks, as the expectations communicated beforehand. There is more interaction that occurs as group members are learning to be a more cohesive group. During this stage, if there are conflicts that arise it becomes a discussion of efforts to resolve.

Reference
Corey, M. S., Corey, G., & Corey, C. (2018). Groups: Process and practice (10th ed.). Belmont, CA: Brooks/Cole.

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5. Share how you interpret seven problem behaviors at this stage. How can leaders work with these behaviors?

1. The fear of self-disclosure is when members are apprehensive about opening up to other group members before they are ready. It is essential for the leader of the group to ensure that the group member understands that it is their choice as to when they are comfortable enough to share.

2. The fear of being exposed and vulnerable. During this time, group members struggle with being vulnerable around other group members. As the leader of the group, it's important to foster healthy experiences amongst group members who are sharing within the group in efforts to encourage those who are still apprehensive about being vulnerable around other people in the group.

3. The fear of Rejection is a behavior that can occur when group members are fearful that others within the group may reject them. As a leader, it is critical to intervene so that members can tell their story.

4. The fear of being misunderstood and judged. It can occur when a group member feels as if their judged because they are members of different cultural background. It may hinder a group member from wanting to speak. As the leader, it's important to encourage members to express what they have experienced in the past that will allow other members to understand their plight.

5. The fear of being challenged or singled out is when members feel that other members may test them. Therefore, they stay silent. The leader's responsibility is to find ways to include and encourage members to participate with the group.

6. The fear of losing control is when members feel as if they may share and it may open up experiences that may be more painful and place them in an even more vulnerable position. As leaders, we should encourage group members and ensure that they know that they are not alone and encourage dialogue amongst other members who can be empathetic to them.

7. Fear of trusting others within the group. As a leader, it's essential to create an environment that allows them to feel comfortable sharing and facing their fears. Allowing conflicts to be resolved within the group can encourage other members that it is a safe place.

(Corey et al., 2018)

Reference
Corey, M. S., Corey, G., & Corey, C. (2018). Groups: Process and practice (10th ed.). Belmont, CA: Brooks/Cole.

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Activities for Grieving Children. (n.d.). Retrieved from https://youthlight.com/

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2. What are overall group characteristics in this stage?

The overall characteristics of group members are anxiety, feelings of uncertainties, and various doubts, and defensiveness. In a group with children who are dealing with bereavement, these characteristics will be essential to recognize and respond to appropriately, as each member may internalize how they are dealing with their loss, differently.
In building a team of students who are grieving a loss of a loved one, team bonding will help develop and improve relationships of students who are experiencing the same experiences. After students have formed a close bond with one another, they will have a better understanding of each other’s strengths, weaknesses, and interests. Team building helps them work better together in providing support for one another in times of grief.

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American School Counselor Association. (2016) ASCA ethical standards for school counselor Retrieved from https://www.school counselor.org/ASCA/media/ASCA/Ethics/Ethical Standrards2016.pdf

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3. What things would you avoid as a group counselor in this stage?

The things to avoid as the group counselor at this stage is to react to what may be misinterpreted behavior from members as it may be members adjusting to being a part of the group. It is imperative that as the group leader, we don't react to group members that may challenge the leader as it may be the opportunity to demonstrate how to deal with conflict by not avoiding it but facing it.The first step toward group development is the forming stage. In the forming stage, team members are anxious, uncertain about what is to take place in the group. It is the first time that team members meet and the bonding experiences could either go left or right.

In 1965, Bruce Tuckman created the five stages of group development.  The stages which consist of the forming–storming–norming–performing model is essential in ensuring groups grow, man up to their challenges, tackle their problems, find solutions to their problems, devise a plan, and achieve success as a group.
In the “Forming Stage” of group development, students may acquaint themselves with other members in the group. Ground rules must be set to keep norms and everybody in check as to respect and honor each other's feelings and opinions while processing the grief/bereavement they suffer. According to the ASCA (2016), it states that school counselors must " communicate the aspiration of confidentiality as a group norms, while familiarizing and working from the protective
posture that confidentiality for minors in schools cannot be
guaranteed (A.7.e). Students may tend to shy away due to not having a relationship with the other students in the group. According to Growing Pains in Group Development (2014), it states that “Members in the forming stage are tentative in their interactions and avoid conflicts.” For this reason, students may feel like strangers in the group and may not put their trust at the forefront of meeting someone new for the first time. Therefore, the forming stage sets the tone of who each person is, who they will decide to affiliate themselves with and determine if they will move forward with the group or not.

References
American School Counselor Association. (2016) ASCA standards for school counselor Retrieved From  https://www.schoolcounselor.org/ASCA/media/Ethical Standards2016.pdf

GROWING PAINS in Group Development. (2014). Leadership for Student Activities, 43(1), 4. Retrieved from the Walden Library databases.

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4. What is the depth of group process in this stage?

The depth of the group process at this stage is everyone getting to know each other and discovering the dynamics of each group member and how to overcome challenges. For a grief counseling group, this an opportunity to explore cultural differences that may exist when experiencing the loss of a loved one.
Grief can have a tremendous impact on children. It can affect children academically and emotionally. They may experience many emotions such as guilt, sadness, and fear. "The needs of the grieving child are myriad and complex."  Due to the different stages of development children's response to grief can vary within age groups. Counselors must take proper steps in planning a grief support group by examining developmental levels, conducting screenings and creating time frames for the group.  The group must be goal oriented and must include intervention strategies, activities, and references to the thematic framework(Samide & Stockton, 2002). Goals can be broken down into sessions. The bereavement group allows children to move forward in life and express their thoughts and feelings.

Reference
Samide, L. L., & Stockton, R. (2002). Letting go of grief. Journal for Specialists in Group Work, 27(2), 192-204. Retrieved from the Walden Library databases.

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Video-Remember the Titans: Forming Stage

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Video-Remember the Titans: Forming Stage

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From the start of the movie Remember the Titans (2015) the Titans are filled with doubt. The black players doubt the relationship with the white players will be fair and equal. The white players suspect that the black players have no right or place to play on their team, attend the same school, or associate with them on any level of communication. A black coach by the name of Boone is the head coach where he receives backlashes from members of the white community. Despite the differences that the teams have for each other, Coach Boone finds a way to hopefully eliminate their first-time jitters and anxiousness by forcing everyone a partner from a different race. Although in a grieving counseling session, the first time is filled with lots of mixed emotions. By introducing students to a different approach to getting to know their group members is one way that trust is built with one another in hopes that students will want to be a part of the group.

Reference
Remember The Titans - Forming, Storming, Norming & Performing [Video file]. (2015, March 1). Retrieved from https://youtu.be/OUxMvhSi51Q

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5. What are some ways to create trust in a group? What is “trust”?

Trust is when members of the group are comfortable sharing their innermost thoughts without feeling scared with the entire group.
One way to establish this trust has an individual who feels brave enough to share first. For example, as the group leader that may be you. Doing so can set the stage to encourage others to think that they too can share. Another way to establish trust is to create a scripted activity. An example of that could be an open-ended question that each group member will have a turn to answer. A third way could be to have group members to break into smaller groups and practice open-ended questions. An example of an open issue for group members could be when I think about my loved one I feel... Members can break into homogenous groups of those who have lost of a parent.

In this picture, teams were built to interact with this activity as a "Get to Know You" activity in creating a Group Counseling Team. Also, students learn to collaborate with one another in a new environment that is outside their comfort zone.

Reference
Hawkins, S. (April 29). Counseling: Team Building. Retrieved from https://www.pinterest.com/pin/214765475955942552/

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6. How does working through conflict lead to trust in small group counseling? (Be sure not to discuss how you resolve conflicts.)

If the conflict is acknowledged and resolved in a practical way the level of trust can increase because it allows group members to be more cohesive. For example, if in a grief counseling group, if members have had to face the challenges that come with the grieving process and faced their fears, they will be closed after the resolution has occurred. In order to share with others, this will make it a lot easier.

In the storming stage, lots of mixed emotions rise (5 Stages of Team Development, n.d.). During this stage, conflicts such as individual, personality, and cliques formed. Tensions may explode between team members due to lack of interest or disagreements. Team members demonstrate their true colors, the character that was known to all was not what everyone expected. For this reason, disputes, fights, and disagreements surface creating a hostile environment. The key to resolving conflicts is to include every team member; don't acknowledge subgroups to complain about others (Vik, 2001).

Reference
5 Stages of Team Development. (n.d.). Retrieved from https://toggl.com/stages-of-team-development/

Vik, G. N. (2001). Doing More To Teach Teamwork Than Telling Students To Sink or Swim. Business Communication Quarterly, 64(4), 112-19. Retrieved from the Walden Library databases.

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What are the 5 stages of team development?

Each stage plays a vital part in building a high-functioning team.

In 1965, a psychologist named Bruce Tuckman said that teams go through 5 stages of development: forming, storming, norming, performing and adjourning. The stages start from the time that a group first meets until the project ends.

Tuckman didn't just have a knack for rhyming. (Although, it does make the stages easier to remember.) Each is aptly named and plays a vital part in building a high-functioning team.

The first stage of team development is forming, which is a lot like orientation day at college or a new job. You could even compare it to going out on a first date.

The team has just been introduced and everyone is overly polite and pleasant. At the start, most are excited to start something new and to get to know the other team members.

During this stage, you may discuss:

Member's skills, background and interests

Project goals

Timeline

Ground rules

Individual roles

As the group starts to familiarize themselves, roles and responsibilities will begin to form. It is important for team members to develop relationships and understand what part each person plays.

But, because this stage focuses more on the people than on the work, your team probably won't be very productive yet.

Have you ever reached the point in a relationship where you become aware of a person's characteristics and they frustrate or annoy you?

Perhaps they squeeze the toothpaste from the top of the tube instead of the bottom? Eat with their mouth open? Or they listen to the same Drake song 15 times in a row?

Well, congrats, you've entered the storming stage.

Being in a team is like being in a relationship. At first, you may think someone is perfect and flawless. But, then you realize that they aren't. Once you're aware of their flaws, you either learn to embrace them or the relationship will end quickly.

In the storming stage, the reality and weight of completing the task at hand have now hit everyone. The initial feelings of excitement and the need to be polite have likely worn off.

Personalities may clash. Members might disagree over how to complete a task or voice their concerns if they feel that someone isn't pulling their weight. They may even question the authority or guidance of group leaders.

But, it is important to remember that most teams experience conflict. If you are the leader, remind members that disagreements are normal.

Some teams skip over the storming stage or try to avoid conflict at whatever cost. Avoidance usually makes the problem grow until it blows up. So, recognize conflicts and resolve them early on.

In 1977, Tuckman added a fifth stage called adjourning. (Sadly, not a perfect rhyme.) Once a project ends, the team disbands. This phase is sometimes known as mourning because members have grown close and feel a loss now that the experience is over.
Start Tracking Your Team

Why are the 5 stages of group development important?

How can you help your team advance in their development?

Business owners, managers, and entrepreneurs are often viewed as team leaders. If something fails, you may blame yourself. If it succeeds, you'll receive the praise.

Whether you are leading your entire company or a smaller project group, you have a huge influence on team development and performance. It's almost like being Captain America to The Avengers or Steve Jobs to Apple. Of course, those are some big shoes to fill.

You don't have to gain superpowers from a serum or create one of the most iconic brands of your generation to be a great leader.

Guide your team through each stage of the process with the following tips:

1. Set a clear purpose and mission and revisit it throughout the process.

2. Set ground rules and make sure they are followed.

Rules may not sound fun, but they clear up confusion. Without them, no one will know what is considered acceptable behavior. Everyone will have their own "style" of doing things. Groups without rules are disjointed, prone to conflict and inefficient.

One of the first tasks that teams should do is establish ground rules. These can cover how to interact in the group to how to complete tasks efficiently. Some examples are:

Don't interrupt another member when they are speaking.

Turn off your phone during working meetings.

Track your time transparently with Toggl.

Create a weekly work plan with tasks and share it with the team.

Remember that rules are created to help your team stay focused on what matters most─performance.

3. Let other members act as leaders or facilitators.

Every team should have a facilitator─a person who leads and guides meetings and discussions. Someone who drives the group towards a common goal.

As a company founder or manager, you may be the designated team leader. But, that doesn't mean you should always be the one leading.

Leading a team is tiring. Try to do it all on your own and you'll burn out fast.

Sometimes, there may even be another member of the group more qualified to lead a discussion than you. If you are discussing the security of a mobile app you are building, the best facilitator could be the cyber security expert on your team?

High-functioning teams work so well together that facilitator roles can rotate without impacting their performance.

4. Don't try to avoid conflict. It is normal and can be healthy.

5. Remind group members to listen.

6. End each meeting with insightful and constructive feedback that improves the group process.

When you lead a group, part of your responsibility is to observe. Study how the team functions as a unit and individually.

What are they doing well? What do they need to improve? Give individual feedback in one-on-one meetings. But, you can point out areas of improvement or strengths to the group as a whole, without pointing fingers.

Don't scold teams for their mistakes and failures, without showing them what went wrong. Don't point out problems without offering solutions and advice.

It is important to give criticism in a way that empowers them to do better.

Nobody likes a Negative Nancy or Debbie Downer either. Tell teams what they are doing right as well as what they need to improve.

As a leader, don't think that you are flawless though. Give and ask for feedback from your team. That could mean sending out a weekly or monthly anonymous survey.

2. Close your speech in a memorable way: compliment your audience, deliver a punchline or share a shocking information or quote that suggests urgency.

7. To progress, everyone must contribute and participate.

The point of having a team is to work together. Each person plays a part and has something to contribute. When one person fails to complete a task, the rest of the group suffers.

It is important to instill this sense of responsibility in a group. But, you may still need to remind and motivate members to be productive.

This is another area where time-tracking can help. With Toggl, team members can track the work that they do. This is especially useful if you have some people that are working remotely.

Even if your group has two or three leaders, you can't always monitor your team. You can't look over their shoulders and make sure that everyone is doing their work. Ideally, your team is made up of reliable people that know and fulfill their responsibilities.

There are other advantages to tracking your time with an app though. When you know how long a process takes, you can identify areas that could be made more efficient. Then, develop more productive habits. It can also help you predict how much additional time your group might need to complete the current project.

If powerful superhero and entrepreneur teams have taught us anything, it is that working with others can increase your strength and success. Some projects you just can't tackle alone.

Building a team isn't easy. It is a process. Knowing each stage of development can help you create all-star teams that deliver amazing results.
Try Toggl for Free

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Each stage plays a vital part in building a high-functioning team. In 1965, a psychologist named Bruce Tuckman said that teams go through 5 stages of development: forming, storming, norming, performing and adjourning. The stages start from the time that a group first meets until the project ends.

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There are several different stages of group development. The developmental groups are broken down into five steps which are the following: "Forming, Storming, Norming, Performing, and Adjourning." Children in the loss and grief developmental group could be intimidated in the Storming Stage by what others think and refrain from communication. The Storming Stage can be confrontational but resolved. The students in the loss and grief group will experience each developmental stage by becoming familiar and relating to each other, developing structure, and witnessing the progress while parting with accomplished goals. An activity was administered to a Team Leadership class after they observed the movie Glory Road. A lecture on the film proceeded after the class viewed the Tuckman and Jensen (1977) stages of group development. The students then performed an activity where they listed the stages of the model wrong order and wrote a paper identifying the stages. The paper enhanced their understanding by allowing them to highlight the developmental stages and increase the team's awareness. In the Storming Stage, the film highlighted the group members are becoming agitated, confused about their roles, and developing subgroups. The goal of this activity was to demonstrate leadership skills and improve the understanding of the leadership theory. It is a beneficial strategy for group development and was proven to be successful in the Team Leadership class at Texas Tech University (Porter & Wimmer, 2012).

References
Porter, H., & Wimmer, G. (2012). A winning strategy: Using glory road to illustrate the stages of group development. Journal of Leadership Education, 11(2), 247-256.h. Retrieved from the Walden Library databases.

Tuckman, B. W., & Jensen, M. C. (2010). Stages of Small-Group Development Revisited. Group Facilitation: A Research & Applications Journal, 1043-48. Retrieved from the Walden Library databases.

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Using Glory Road to Illustrate Stages of Group Development.pdf

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8. How does diversity impact the development of this stage of group counseling?

Members need to have an understanding of one another so that they won't fear to share with others in the group. In this stage since confrontation will occur because of the differences amongst each member, a leader will need to be able to acknowledge possible conflicts and allow members to be able to resolve them. Also, sessions should be created to create environments that encourage all differences.

The storming stage plays a vital role in the group development process. In the movie clip of Remember the titans (2015), you will see that it expresses differences in feelings, ideas, or opinions of the players. Also, there is a power or control issue of who should lead the team. Cliques are formed such as whites against blacks which personal attacks made towards one another. Finally, the team demonstrates little spirit and the level of competition remains high. Although the team has learned to accept in playing together did not mean that they enjoyed it. In a situation where a child loses someone they love, despite the circumstances of the person not ever coming back they learn to accept that they are gone, but are not happy with the person now gone. Like in the movie “Remember the Titan’s,” the players go through their ups and downs of disagreements, but eventually come to terms of accepting their positions, but not settling with the opposite team members.

Reference
Remember The Titans - Forming, Storming, Norming & Performing [Video file]. (2015, March 1). Retrieved from https://youtu.be/OUxMvhSi51Q

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ASCA Ethical Standards: Avoiding Conflict

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ASCA Ethical Standards: Avoiding Conflict

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7. What things would you avoid as a group counselor in this stage?

Since this stage will bring about confrontation, it will be essential to recognize defensive behavior and deal with the defenses constructively. Another thing to avoid as a leader is to make promises to group members that everyone's experience may not end positively.

School counselors must follow the ASCA ethical standards and apply the guidelines to the different stages. The school counselor must consider the student's developmental stage and competence when screening for a group (ASCA, 2016) . It is crucial during the Storming Stage due to behavioral issues that could occur. The Loss and Bereavement counseling group should be evaluated to determine the success of the social and emotional development throughout the program.

Reference
American School Counselor Association. (2016) ASCA ethical standards for school counselor Retrieved from https://www.school counselor.org/ASCA/media/ASCA/Ethics/Ethical Standrards2016.pdf.

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Activity: Trust Building "Trust the Leader"

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Activity: Trust Building "Trust the Leader"

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Divide the students into two groups for this exercise that focuses on building trust. Each team will assign a leader, and the remaining group members remain standing in a line behind the leader with their arms extended on each other's shoulders. Every group member is blindfolded except for the leader. Create a pathway with random objects such as cones on the ground so that the leader can lead the group without bumping into anything from one end of the class to the other. The leaders must take their team through the track without anyone touching or knocking down any objects. Each group requires keen attention and making sure each person turns at the precise time and in the correct direction. The teams can race to see which team will make it to the other side first. Repeat the game several times, and switch leaders to allow everyone to participate as a leader. (Hughes,2013, May 4)

Reference

Hughes, Z. (2013, May 4). Trust-Building Exercises for Kids. Retrieved from https://howtoadult.com/trustbuilding-exercises-kids-10797.html

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Whether you are team mom for your child's sports team or you lead his youth group, you probably already know that getting the kids to work together requires trust -- both in one another and in the group as a whole. Trust-building exercises can help children bond and learn to trust one another more, so plan ...

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8. How are member interactions in a small group counseling session a microcosm of the world?

Microcosm is a small piece of something bigger. Members and interactions in a little group session are a microcosm of the world because Group member interactions make up a part of a, diverse, small community that shares challenges. The counseling group becomes a microcosm of society with a membership that is diverse but that shares common problems (Corey et al., 2018). Corey continues to compare and explain, how a small group is similar to the short version of the real world people dealing with everyday challenges.

Reference
Corey, M. S., Corey, G., & Corey, C. (2018). Groups: Process and practice (10th ed.). Belmont, CA: Brooks/Cole.

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3. What are the tasks of this stage?
Corey et al. (2018) advise the following as the tasks in this stage:

Educate members about the termination process and that it's best to give adequate notice to members so that they can prepare themselves.

Allow the group members the time they need to deal with the separation.

Give the members an opportunity to have a proper goodbye. Feelings can be expressed among the group reacting to people leaving.

Ensure that you have an understanding of how other cultures may view the ending of the group. As stated in the chapter different cultures may look at it as an interruption and not something that is permanent.

Help members understand, review, and apply what they have learned and apply it to their daily lives upon their departure.

Make any necessary referrals.

Teamwork has been proven to be beneficial in the workplace and builds a steady foundation. It is essential among employees and assists with performance skills. Team members bring individual characteristics and abilities to a team. It gives them the opportunity to create ideas, gathers thoughts and promotes productivity. Individuals work in different ways when working alone which allows them to benefit and learn new skills from each other. There was a test conducted that followed Tuckman's Stages of Group Development covering experiential learning by the use of tennis balls. The experiment proved the success of teamwork. Teamwork has been stated to "develop long-term competitive advantage by utilizing its human capital." It highlights the adjourning stage because it focuses on the success and performance of the team while developing a bond between team members. "Adjourning from the exercise is not characterized by the sadness and negative emotions described by the adjourning stage" (Betts & Healy, 2015, p. 6). That is because they will see each other in class many more times, they understand it is a one-off class exercise, and it was a fun but trivial task.

References
Betts, S., & Healy, W. (2015). HAVING A BALL CATCHING ON TO TEAMWORK: AN EXPERIENTIAL LEARNING APPROACH TO TEACHING THE PHASES OF GROUP DEVELOPMENT. Academy Of Educational Leadership Journal, 19(2), 1-9.

Corey, M. S., Corey, G., & Corey, C. (2018). Groups: Process and practice (10th ed.). Belmont, CA: Brooks/Cole.

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Having a Ball Cathching on to Teamwork.pdf

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4. How does member group work transfer to the world outside of the group?

One way that member group work can transfer to the world outside world is by taking what has been learned in the group experience and applying it to similar life situations. In the video Remember the Titans (2015), The scene is of the coach's daughter at Gary's funeral. The coach's daughter reflects on the challenges the teams faced that divided them at the beginning, became their catalysts at the end. Ultimately, they were able to accomplish the goals that they had set out to. This is an example of how group members can take what appeared to be an unattainable goal to be one that was accomplished, with a lesson learned and that can be used in everyday life. In a grief group, members will learn each other, work through the storm of colliding differences, gain and establish trust, implement the tasks needed to achieve goals, and reach their goal with lessons learned that can be utilized for the future. Another way that group work transfer outside of the group is through the use of working with a diverse community. Members of a grief group can have different set of challenges that they may have never imagined they would experience. For example, amongst the group there may be loved ones that have lost parents or siblings. Other differences can be how grief is observed in different cultures. The acknowledgement, learning, accepting and working with these type of differences will be a skill set that will be learned along the way. In the world, the ability to coexist and work with others from various backgrounds will be essential to the environment that they live in everyday. Having the opportunity to participate in a grief group can allow members to can teach effective ways to have healthy interactions with a myriad of people in school or in any other environment.

Reference
Remember The Titans - Forming, Storming, Norming & Performing [Video file]. (2015, March 1). Retrieved from https://youtu.be/OUxMvhSi51Q

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5. What things would you avoid as a group counselor at this stage?

As a group counselor in this stage, I would avoid leaving a negative impression about the termination of the group. It includes ensuring that have appropriately advised members of the end of the group so that they are well prepared when the time comes and acknowledging and addressing emotions that could arise. Leaders and teams attempt to maintain their goals about what stages of the team the development process genuinely revisited, and determine how to once more grow through them as easily as possible (Miller, 2014).

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6. How does diversity impact the development of this stage of group counseling?

Members from diverse backgrounds may perceive the termination stage as temporary. "Explore cultural influences on members' perceptions and understandings of endings. For cultures that emphasize the continuity of relationships, endings may be viewed as an interruption rather than a permanent reality" (Corey et al., 2018, p. 318). As one of the tasks that are to be performed by the group leader, it's important to know of what those differences are and accommodate accordingly.

Reference
Corey, M. S., Corey, G., & Corey, C. (2018). Groups: Process and practice (10th ed.). Belmont, CA: Brooks/Cole.

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6. How does diversity impact the development of this stage of group counseling?

Diversity has a significant impact at this stage because members need to feel comfortable in a group of members who will all have a myriad of diversities. Members need to have an understanding of one another so that they won't fear to share with others in the group. Learning about how each group member recognizes the loss of a loved one will aid in developing appropriate activities that will address everyone's differences.
Forming a team is not always easy and takes time to organize. Members of the group usually go through recognizable stages and will eventually change from being a group of strangers to a unified group with common purposes. The diverse populations in the forming stage, most team members are confident, polite, but at the same time have feelings of anxiousness based on their biases. During the forming stage, people make an effort to get to know each other. As a get to know you activity, students can share the feelings they are experiencing with other members in the group using the emotions in the time of their grieving. "During the beginning stages of a group
the leader may allow some storytelling, for people who are new to groups frequently
need to hear facts about others or to share some of their own past" (Sink, Edwards & Eppler, 2012, p. 201). In doing this activity will help everyone to get a better understanding of other's feelings and work towards looking up to someone who could eventually help them cope with their grief.

References
Disney/Pixar characters. (n.d.). Retrieved from https://www.pinterest.com/pin/532972937134329530/

Sink, C. A., Edwards, C., & Eppler, C. (2012). School based group counseling. Belmont, CA: Brooks/Cole.

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7. Include an example of a closing activity.

The purpose of the Activities for Grieving Children (n.d.) is to create a memory box that reminds them of their loved one and the relationship they shared. The box can be used to keep items of their loved one and the pictures glued to the box will represent the relationship between the child and the loved one. This activity will allow students to cherish the memories they had with their loved one and hold on to unique items that are meaningful to them throughout their lives. As students age, they can always look back and reminisce over the special times. Creating a memory box is appropriate, especially if children have worries and fears that have been addressed (Malchiodi, 2003). .This activity will promote coping skills, encouragement, and support.

Reference
Activities for Grieving Children. (n.d.). Retrieved from https://youthlight.com/

Malchiodi, C. A. (2003). Using Creative Activities as Intervention for Grieving Children. Trauma & Loss: Research & Interventions, 3(1), 1-5. Retrieved from the Walden Library databases.

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9. How does diversity impact the development of this stage of group counseling?

The challenges associated with group members who bring differences such as race, gender, and world perspectives is now the strength and cohesion of the group. As mentioned in the text Groups: Process and Practice group, Corey et al. (2018) discusses how the Transition stage was a time for any conflicts or opposing differences to occur and result in resolution. The Working stage now allows a newly developed level of trust and problem-solving skills that get the job done. (Corey et al., 2018). Also, Betts & Healy (2015) states that "One important aspect of teamwork is the dynamic process by which teams are formed and become functional" (p. 3).

References
Betts, S., & Healy, W. (2015). HAVING A BALL CATCHING ON TO TEAMWORK: AN EXPERIENTIAL LEARNING APPROACH TO TEACHING THE PHASES OF GROUP DEVELOPMENT. Academy Of Educational Leadership Journal, 19(2), 1-9. Retrieved from the Walden Library databases.

Corey, M. S., Corey, G., & Corey, C. (2018). Groups: Process and practice (10th ed.). Belmont, CA: Brooks/Cole.

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Having a Ball Cathching on to Teamwork.pdf

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School Based Group Counseling & Opening Activity

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School Based Group Counseling & Opening Activity

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During the formatting stage, it is imperative that school counseling groups built on a "strong foundation" and covers beliefs and philosophy. The National Model four pillars should be applied when developing a school counseling group. In the Formatting stage, group members are unfamiliar with what requires of them, and many may refrain from openly expressing themselves. It is the school counselors responsibility to cover guidelines and instructions and ensure students are comfortable (Sink et. al., 2012. They should also encourage group members to engage in positive communications and build respectful relationships. These interactions will become essential in the Loss and Bereavement Group. It will give students the opportunity to relate to others and develop a supportive relationship. Group counselors should assist students with becoming familiar with themselves and use their awareness in their school and environment. The guidelines must be applied to contribute to the effectiveness of the Loss and Bereavement group.

7. Include an example opening activity.

An opening activity that used is an activity Found on Pinterest that uses M&M's that each represents how a person is feeling. For every red m&m members express what makes them happy; every brown m&m members express what makes them sad; green expresses what makes you angry, and yellow what makes you excited. (M&Ms Feelings Activity, 2013)

References
M&Ms Feelings Activity. (2013, November 24). Retrieved from http://radathome.blogspot.com/2013/11/m-feelings-activity.html

Sink, C. A., Edwards, C., & Eppler, C. (2011). School based group counseling. Cengage Learning.

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My kids LOVE m&m's, they may or may not be used frequently as a bribe in our household.
I found this idea on Pinterest and it's been sitting around on one of my "Boards" forever!! I've modified he original game a bit to fit my families particular needs and I think it turned out great! We will be doing the activity on Monday when James' Mobile Therapist is out, so Ill let you know how it goes.

I've made two versions of the M&M game, the first one focuses on feelings and the second focuses on feeling Angry and calming down. You will need to print out a game board, you could either print one for the whole family to share or print mini boards so each person has their own. I laminated mine so we can use them again without getting them ruined. Each person will need a fun size bag of M&M's or an assortment of 10 or so M&M's. You can go around in a circle each taking a turn, pulling out a M&M and doing what the game board says.

Here is a link to my post about our Calm Down Corner and strategies: Calm Down Corner

Here are both games to download from google docs. They are full page size, I just set my printer to print multiple pages to make them half or quarter page sized.

If you want to follow me on Pinterest for more great ideas, click the link on the right hand side of my blog!

Be sure to join us on Art Therapy Thursdays, for great arts and crafts ideas to use with special kiddos:

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My kids LOVE m&m's, they may or may not be used frequently as a bribe in our household. I found this idea on Pinterest and it's been sitting around on one of my "Boards" forever!! I've modified he original game a bit to fit my families particular needs and I think it turned out great!

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American School Counselor Association. (2016) ASCA standards for school counselor Retrieved From  https://www.schoolcounselor.org/ASCA/media/Ethical Standards2016.pdf

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Betts, S., & Healy, W. (2015). HAVING A BALL CATCHING ON TO TEAMWORK: AN EXPERIENTIAL LEARNING APPROACH TO TEACHING THE PHASES OF GROUP DEVELOPMENT. Academy Of Educational Leadership Journal, 19(2), 1-9. Retrieved from the Walden Library databases.

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Corey, M. S., Corey, G., & Corey, C. (2018). Groups: Process and practice (10th ed.). Belmont, CA: Brooks/Cole.

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[SURVEY PREVIEW MODE] Copy of Grief/Bereavement Group Evaluation Survey

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This is a test version of Copy of Grief/Bereavement Group Evaluation, a survey I designed using SurveyMonkey: https://www.surveymonkey.com/r/Preview/?sm=PeXpRBji_2Bz94x_2BFvIhTlMkB_2FFemtMQK5J_2F_2BQ_2BFWca6CshSH8WKRm0C7kbxvEhhU2JUuX_2FHj_2FA2B3M_2BoUtS66ow_3D_3D I've sent you this test version so you can preview the survey.

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Disney/Pixar characters. (n.d.). Retrieved from https://www.pinterest.com/pin/532972937134329530/

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8. Share something about the concept of confidentiality in small groups.

Confidentiality will be especially essential at this stage as it is a part of formulating an environment that is conducive to safety and trust. A group member will be more likely to want to share with other members if they feel that what they say won't leave the group.
According to the 5 Stages of Team Development (n.d.), as the group starts to familiarize themselves with one another, individual roles and responsibilities will form. In developing relationships with each other sets the stage, so that each member could focus on each other, rather than the team task at hand which will later cause confusion and disagreements.

Reference
5 Stages of Team Development. (n.d.). Retrieved from https://toggl.com/stages-of-team-development/

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What are the 5 stages of team development?

Each stage plays a vital part in building a high-functioning team.

In 1965, a psychologist named Bruce Tuckman said that teams go through 5 stages of development: forming, storming, norming, performing and adjourning. The stages start from the time that a group first meets until the project ends.

Tuckman didn't just have a knack for rhyming. (Although, it does make the stages easier to remember.) Each is aptly named and plays a vital part in building a high-functioning team.

The first stage of team development is forming, which is a lot like orientation day at college or a new job. You could even compare it to going out on a first date.

The team has just been introduced and everyone is overly polite and pleasant. At the start, most are excited to start something new and to get to know the other team members.

During this stage, you may discuss:

Member's skills, background and interests

Project goals

Timeline

Ground rules

Individual roles

As the group starts to familiarize themselves, roles and responsibilities will begin to form. It is important for team members to develop relationships and understand what part each person plays.

But, because this stage focuses more on the people than on the work, your team probably won't be very productive yet.

Have you ever reached the point in a relationship where you become aware of a person's characteristics and they frustrate or annoy you?

Perhaps they squeeze the toothpaste from the top of the tube instead of the bottom? Eat with their mouth open? Or they listen to the same Drake song 15 times in a row?

Well, congrats, you've entered the storming stage.

Being in a team is like being in a relationship. At first, you may think someone is perfect and flawless. But, then you realize that they aren't. Once you're aware of their flaws, you either learn to embrace them or the relationship will end quickly.

In the storming stage, the reality and weight of completing the task at hand have now hit everyone. The initial feelings of excitement and the need to be polite have likely worn off.

Personalities may clash. Members might disagree over how to complete a task or voice their concerns if they feel that someone isn't pulling their weight. They may even question the authority or guidance of group leaders.

But, it is important to remember that most teams experience conflict. If you are the leader, remind members that disagreements are normal.

Some teams skip over the storming stage or try to avoid conflict at whatever cost. Avoidance usually makes the problem grow until it blows up. So, recognize conflicts and resolve them early on.

In 1977, Tuckman added a fifth stage called adjourning. (Sadly, not a perfect rhyme.) Once a project ends, the team disbands. This phase is sometimes known as mourning because members have grown close and feel a loss now that the experience is over.
Start Tracking Your Team

Why are the 5 stages of group development important?

How can you help your team advance in their development?

Business owners, managers, and entrepreneurs are often viewed as team leaders. If something fails, you may blame yourself. If it succeeds, you'll receive the praise.

Whether you are leading your entire company or a smaller project group, you have a huge influence on team development and performance. It's almost like being Captain America to The Avengers or Steve Jobs to Apple. Of course, those are some big shoes to fill.

You don't have to gain superpowers from a serum or create one of the most iconic brands of your generation to be a great leader.

Guide your team through each stage of the process with the following tips:

1. Set a clear purpose and mission and revisit it throughout the process.

2. Set ground rules and make sure they are followed.

Rules may not sound fun, but they clear up confusion. Without them, no one will know what is considered acceptable behavior. Everyone will have their own "style" of doing things. Groups without rules are disjointed, prone to conflict and inefficient.

One of the first tasks that teams should do is establish ground rules. These can cover how to interact in the group to how to complete tasks efficiently. Some examples are:

Don't interrupt another member when they are speaking.

Turn off your phone during working meetings.

Track your time transparently with Toggl.

Create a weekly work plan with tasks and share it with the team.

Remember that rules are created to help your team stay focused on what matters most─performance.

3. Let other members act as leaders or facilitators.

Every team should have a facilitator─a person who leads and guides meetings and discussions. Someone who drives the group towards a common goal.

As a company founder or manager, you may be the designated team leader. But, that doesn't mean you should always be the one leading.

Leading a team is tiring. Try to do it all on your own and you'll burn out fast.

Sometimes, there may even be another member of the group more qualified to lead a discussion than you. If you are discussing the security of a mobile app you are building, the best facilitator could be the cyber security expert on your team?

High-functioning teams work so well together that facilitator roles can rotate without impacting their performance.

4. Don't try to avoid conflict. It is normal and can be healthy.

5. Remind group members to listen.

6. End each meeting with insightful and constructive feedback that improves the group process.

When you lead a group, part of your responsibility is to observe. Study how the team functions as a unit and individually.

What are they doing well? What do they need to improve? Give individual feedback in one-on-one meetings. But, you can point out areas of improvement or strengths to the group as a whole, without pointing fingers.

Don't scold teams for their mistakes and failures, without showing them what went wrong. Don't point out problems without offering solutions and advice.

It is important to give criticism in a way that empowers them to do better.

Nobody likes a Negative Nancy or Debbie Downer either. Tell teams what they are doing right as well as what they need to improve.

As a leader, don't think that you are flawless though. Give and ask for feedback from your team. That could mean sending out a weekly or monthly anonymous survey.

2. Close your speech in a memorable way: compliment your audience, deliver a punchline or share a shocking information or quote that suggests urgency.

7. To progress, everyone must contribute and participate.

The point of having a team is to work together. Each person plays a part and has something to contribute. When one person fails to complete a task, the rest of the group suffers.

It is important to instill this sense of responsibility in a group. But, you may still need to remind and motivate members to be productive.

This is another area where time-tracking can help. With Toggl, team members can track the work that they do. This is especially useful if you have some people that are working remotely.

Even if your group has two or three leaders, you can't always monitor your team. You can't look over their shoulders and make sure that everyone is doing their work. Ideally, your team is made up of reliable people that know and fulfill their responsibilities.

There are other advantages to tracking your time with an app though. When you know how long a process takes, you can identify areas that could be made more efficient. Then, develop more productive habits. It can also help you predict how much additional time your group might need to complete the current project.

If powerful superhero and entrepreneur teams have taught us anything, it is that working with others can increase your strength and success. Some projects you just can't tackle alone.

Building a team isn't easy. It is a process. Knowing each stage of development can help you create all-star teams that deliver amazing results.
Try Toggl for Free

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Each stage plays a vital part in building a high-functioning team. In 1965, a psychologist named Bruce Tuckman said that teams go through 5 stages of development: forming, storming, norming, performing and adjourning. The stages start from the time that a group first meets until the project ends.

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GROWING PAINS in Group Development. (2014). Leadership for Student Activities, 43(1), 4. Retrieved from the Walden Library databases.

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As a closing activity in this stage, the balloon release is a simple, yet meaningful way to remember the loved ones that passed away. Students will be able to give closure to their pain of loss. Students will write messages on the balloons to their loved ones who passed away. Students have a chance to think about the precious moments they spent with their loved one while writing their message. Students will combine their balloons together to make one huge colorful balloon that will resemble a rainbow of colors. Afterward, the counselor can direct everyone outside into an open field countdown from 5 to 0 to release the balloons.  The sky will fill up with dozens of colorful balloons.

Reference
Schultz, D. (2011, January 12). Grief and Loss Group: Balloon Release. Retrieved from http://www.schcounselor.com/2011/01/grief-and-loss-group-balloon-release.html

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Hawkins, S. (April 29). Counseling: Team Building. Retrieved from https://www.pinterest.com/pin/214765475955942552/

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Hughes, Z. (2013, May 4). Trust-Building Exercises for Kids. Retrieved from https://howtoadult.com/trustbuilding-exercises-kids-10797.html

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Maassen van den Brink, G. (2013, October 20). good teamwork and bad teamwork. Retrieved from https://youtu.be/fUXdrl9ch_Q

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Malchiodi, C. A. (2003). Using Creative Activities as Intervention for Grieving Children. Trauma & Loss: Research & Interventions, 3(1), 1-5. Retrieved from the Walden Library databases.

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M&Ms Feelings Activity. (2013, November 24). Retrieved from http://radathome.blogspot.com/2013/11/m-feelings-activity.html

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Miller, T. (2014). When four worlds collide. Training Journal, 22-27. Retrieved from the Walden Library databases.

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Orloff, J. (2014, February 26). Three Techniques to Read People. Retrieved from https://www.psychologytoday.com/us/blog/emotional-freedom/201402/three-techniques-read-people

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Porter, H., & Wimmer, G. (2012). A winning strategy: Using glory road to illustrate the stages of group development. Journal of Leadership Education, 11(2), 247-256.h. Retrieved from the Walden Library databases.

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Remember The Titans - Forming, Storming, Norming & Performing [Video file]. (2015, March 1). Retrieved from https://youtu.be/OUxMvhSi51Q

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Samide, L. L., & Stockton, R. (2002). Letting go of grief. Journal for Specialists in Group Work, 27(2), 192-204. Retrieved from the Walden Library databases.

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Schultz, D. (2011, January 12). Grief and Loss Group: Balloon Release. Retrieved from http://www.schcounselor.com/2011/01/grief-and-loss-group-balloon-release.html

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Sink, C. A., Edwards, C., & Eppler, C. (2012). School based group counseling. Belmont, CA: Brooks/Cole.

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Tuckman, B. W., & Jensen, M. C. (2010). Stages of Small-Group Development Revisited. Group Facilitation: A Research & Applications Journal, 1043-48. Retrieved from the Walden Library databases.

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Vik, G. N. (2001). Doing More To Teach Teamwork Than Telling Students To Sink or Swim. Business Communication Quarterly, 64(4), 112-19. Retrieved from the Walden Library databases.