Group Facilitation

Resolving problems that can and often do emerge in small groups is a task assigned to a group facilitator or leader (French, Bell & Zawacki, 2000). In this report, a number of strategies for addressing potential problems in an academic project group or team by the designated facilitator will be addressed. These strategies focus on facilitation of member activity, engagement and empowerment; Lester, Ready, Hostager and Bergmann (2003) contend that a facilitator's role is to move a group process forward, working directly with group members to ensure that each member completes his or her tasks in a timely and appropriate manner. Excellent interpersonal communication skills along with a proactive, transformational leadership style are seen by many analysts as key to effective group facilitation (Stahl, 1995; Trenholm & Jensen, 2000).

The types of problems that an academic project group - or any other small group - can encounter are quite numerous. Member failure to complete a task in a timely manner, poor communication channel development leading to confusion and uncertainty, poor leadership, unresolved conflict between group members, and faulty execution of tasks are among those problems (Ivancevich, 1998). Generally, a group facilitator is responsible for ensuring that such problems, once identified, are ameliorated. This makes it possible for the group to remain on track.

The first strategy recommended for an ad hoc a

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eliminate problems that are likely to reoccur. For example, in an academic group, it is possible that one or more members will over time before somewhat unreliable with respect to attending group meetings and/or completing tasks. The facilitator must recognize this as a problem, determine its causes, and then take whatever steps are needed to ensure that the work is completed and that the team member becomes more engaged in his or her responsibilities. Another important strategy for academic team/group problem solving also identified by Scholl (1999, p. 2) is identifying one's own style and role as facilitator: 1. The first issue for the leader is to define his/her style. This may range from completely autocratic to full participation. 2. If the leader opts for some form of group problem solving, it is important that one individual be assigned as the process leader, or facilitator. This individual has the responsibility of guiding the group through the problem solving process. 3. The leader should decide if he or she desires to take an advocacy role for a particular solution. If so, he or she should have someone else facilitate the problem solving process. 4. The leader must decide if he or she has the skills to facili
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Approximate Word count = 1456
Approximate Pages = 6 (250 words per page)

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