How can you balance individual differences and group cohesion in peer support groups?
Peer support groups can be a valuable source of emotional, social, and practical help for people who share similar experiences, challenges, or goals. However, peer support groups are also diverse and dynamic, and sometimes individual differences and group cohesion can clash or create tension. How can you balance these two aspects of peer support and foster a respectful and supportive environment for everyone? Here are some tips and strategies to consider.
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Ludmila Praslova, Ph.D., SHRM-SCP, Âû📙 The Canary Code | Professor, Organizational Psychology & Business | Culture | HR | Systemic Intersectional Inclusion…
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Katja RiegerBoard Member, Speaker, People & Culture, Leadership Transformation, “there is always light, if only we are brave…
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Michael JonesPeer specialist at LSF health systems/public relations specialist for NAMI Volusia/Flagler/St. John/Northern Star Peer…
One way to balance individual differences and group cohesion is to clarify the purpose and norms of the group from the start. This means establishing the goals, expectations, and boundaries of the group, as well as the roles and responsibilities of the facilitator and the members. Having a clear and shared understanding of what the group is for, how it operates, and what is acceptable or not can help prevent misunderstandings, conflicts, and power imbalances. It can also help members feel more comfortable, committed, and accountable to the group.
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We can start by teaching people that those two things (cohesion and difference) do not need to be at odds. They can both exist together, with mutual respect for everyone's difference and experiences. Similarities may make it easier for some people to bond with others, but they are not required as long as both (all) people are willing to learn from and respect one another and complete individuals. Sometimes learning isn't comfortable, and being comfortable really isn't the goal. The main goals should be shared learning and connectedness.
Another way to balance individual differences and group cohesion is to respect individual needs and preferences of the members. This means acknowledging and appreciating the diversity of backgrounds, perspectives, and experiences that each member brings to the group, as well as the different ways that they may cope, communicate, and participate. It also means being sensitive and responsive to the specific challenges, concerns, and goals that each member may have, and offering them choices, flexibility, and support. Respecting individual needs and preferences can help foster a sense of belonging, trust, and empowerment among the members.
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One vitial lesson that I learned is when dealing with a group setting there are certain things that you must avoid talking about in the group setting and when someone brings up these hot topics you need to redirect the conversation and if they insist make an effort to de-escalate situations by pulling them aside or telling them that you will address their topic in a private one on one setting
A third way to balance individual differences and group cohesion is to encourage positive and constructive feedback within the group. This means creating a culture of mutual respect, honesty, and support, where members can share their opinions, feelings, and experiences without fear of judgment, criticism, or rejection. It also means providing and receiving feedback that is respectful, specific, and helpful, and that focuses on the strengths, achievements, and potential of the members. Encouraging positive and constructive feedback can help build self-esteem, confidence, and motivation among the members.
A fourth way to balance individual differences and group cohesion is to manage conflicts and challenges effectively within the group. This means recognizing and addressing any issues or disagreements that may arise among the members or between the members and the facilitator, and using respectful and collaborative methods to resolve them. It also means being aware of and avoiding any behaviors or situations that may undermine the group cohesion, such as favoritism, gossip, domination, or exclusion. Managing conflicts and challenges effectively can help maintain a safe, harmonious, and productive group environment.
A fifth way to balance individual differences and group cohesion is to celebrate diversity and commonality within the group. This means recognizing and valuing the unique contributions, insights, and skills that each member brings to the group, as well as the shared experiences, challenges, and goals that unite them. It also means creating opportunities for members to learn from each other, support each other, and have fun together, such as through icebreakers, activities, or celebrations. Celebrating diversity and commonality can help enhance the sense of connection, solidarity, and appreciation among the members.
A sixth way to balance individual differences and group cohesion is to evaluate and improve the group process on a regular basis. This means soliciting and incorporating feedback from the members and the facilitator about the strengths and weaknesses of the group, as well as the satisfaction and outcomes of the members. It also means making adjustments and improvements to the group structure, format, content, or facilitation, as needed, to better meet the needs and preferences of the members and the goals of the group. Evaluating and improving the group process can help ensure the quality, relevance, and effectiveness of the peer support group.
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Humans are hardwired to desire both belonging and uniqueness. There can be tension between these two needs. If a member feels their unique experiences are being overshadowed by group generalizations, they might feel marginalized, which can reduce the group's effectiveness for them. Moreover, over time, as members navigate their healing paths, their balance between uniqueness and belonging might shift. Early on, belonging might be the key. As they progress, asserting their uniqueness might become more important. This means that facilitators must be attuned to both needs and understand that even in the same group, one size does not fit all. Some need extra support for belonging, some for uniqueness, and these needs also change.
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An interesting aspect is, that belonging with keeping your uniqueness can grow through familiarity. Families love their members often for their unique traits. An organization would have to be more intentional in spelling this out both the unique and the common foundation like treating each other with respect and working towards a mutual goal. What helps as well that with increasing emotional maturity (often through age), people will feel more comfortable being different and therefore widening the acceptance for differences.
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