T-Group Reflection Paper

We began our groups dynamics class by being given the definition and task of a T-Group. “An intensive effort at interpersonal self-study and an attempt to learn from the raw experience of being a member. The task of a T-group is to study its own process.” It was explained that this was a “cultural island” and were given five key concepts: A here and now focus, unfreezing, group support and an atmosphere of trust, self-disclosure and feedback. Yet, for the following two weekends we searched, argued and discussed what the goal for our group was to be. Susan Wheelan’s article outlines both the process of running a T-group as well as the stages that a group will go through from beginning to the end. She outlines the reasons as to why this kind

Wheelan makes clear how participating in a T-group differs from observing another T-group or gaining the same information through a lecture. Ironically, I have been exposed to many of the ideas in this class and have gone through the process of forming groups numerous times in my life, but my purposeful participation with the idea to observe and reflect on the process gave me many “aha” moments and additionally required that I grapple with the emotions that went with it. For instance, for years in the military I’ve heard about forming, storming, norming and transforming (or in this class performing) but never thought about how that actually plays out, what that would mean to me as a leader or how to deal with some normal behavior that happens in each stage. I observed as group one proceeded through each these stages but never would have understood the conflicting emotions that accompanied each step without being a participant in my own

After going through the first two meetings of our T-group, when I read them I laughed out loud. It was as though we had followed an unseen check list. “People will attempt to alleviate anxiety by introducing themselves.” Check. “Awkward silences will ensue.” Check. “One member will typically select a course of action such as defining their goals or picking topics to discuss.” Check and check. The only thing missing was that someone would write them on the board and another would type them up and bring them to the next meeting. It’s laughable now to think that we struggled with what the goal of the group was when it was clearly given to us at the beginning of class yet all the while missing what norms were being put into place. After reading about the stages and sub phases I even remember commenting the next day that we should prepare ourselves for an “overthrow of leadership” phase. I said it, but only jokingly, not expecting it to come later that same day. On the other hand, we watched group one as they reacted (or failed to react) to the trainer that was in the room making short comments reflecting to them what was going on during their group time. It was clear that they were exhibiting some counter dependency behavior that was in contrast to our dependency on “positive” trainer comments. Even the ending stage was taken right from the script. We moved