Most study circles go smoothly
because participants are there voluntarily and have a stake in the program. But there are
challenges in any group process. What follows are some of the most common difficulties
that study circle leaders encounter, along with some possible ways to deal with those
difficulties.
Problem: Certain participants don't say
anything, seem shy.
Possible responses: Try to draw out quiet
participants, but don't put them on the spot. Make eye contact C it reminds them
that you'd like to hear from them. Look for non-verbal cues to see if they want to speak.
Frequently, people will feel more comfortable in later sessions of a study circle program
and will begin to participate. When someone comes forward with a brief comment after
staying in the background for most of the study circle, you can encourage him or her by
conveying genuine interest and asking for more information. And it's always helpful to
talk with people informally before and after the session.
Problem: An aggressive person dominates the
discussion.
Possible responses: As the leader, it is your
responsibility to restrain domineering participants. Once it becomes clear what this
person is doing, you must intervene and set limits. Start by reminding him or her that you
want to hear from all members of the study circle. Next, you might ask him or her not to
talk until everyone else has had a chance to talk. Interrupt if necessary: "Charlie,
we've heard from you, now let's hear what Barbara has to say." If a participant goes
into a lengthy digression, you may have to interrupt: "Joan, we are wandering off the
subject and I'd like to give others a chance to speak."
Problem: Lack of focus, not moving forward,
participants wander off the topic.
Possible responses: Responding to this can be
a hard call C after all, the discussion belongs to the group members. Yet it is
the leader's job to help the group stay with the subject at hand. The leader must give
some leeway to participants who want to explore closely-related topics. However, if only a
few participants are carrying the discussion in a new direction, the others are likely to
feel frustrated, resentful, and bored. The leader should try to refocus the discussion,
perhaps by asking, "How does your point relate to ______?" or stating,
"That's an interesting point, but I'd like for us to return to the central
issue." If, on the other hand, most or all participants are more interested in
pursuing a different topic than the one planned C perhaps one that has just
become prominent in current events C the leader should be sensitive to that and
bring it to the group's attention in order to give them a chance to reconsider their
goals.
Problem: Someone puts forth misinformation
which you know to be false. Or, participants get hung up in a dispute about facts but no
one present knows the answer.
Possible responses: Ask, "Has anyone
heard of conflicting information?" If no one offers a correction, offer one yourself.
And if no one knows the facts, and the point is not essential, put it aside and move on.
If the point is central to the discussion, encourage members to look up the information
before the next meeting. Remind the group that experts often disagree, and there may be no
generally accepted answer.
Problem: Lack of interest, no excitement, no
one wants to talk, only a few people participating.
Possible responses: This does not happen
often in study circles, but it may occur if the leader talks too much or does not give
participants enough time to respond after posing questions. People need time to think,
reflect, and get ready to speak up. It may help to pose a question and go around the
circle so that everyone has a chance to respond. Occasionally, you will have a group of
people who are tired or who have had a bad day. Another possible reason for lack of
excitement in the discussion may be that the group seems to be in agreement and isn't
coming to grips with the tensions inherent in the issue. In this case, the leader's job is
to try to bring other views into the discussion, especially if no one in the group holds
them. "Do you know people who hold other views? What would they see as the strongest
criticism of the views that you have expressed?"
Problem: Tension or open conflict in the
group. Perhaps two participants lock horns and argue. Or, a participant gets angry, yells
at another, or puts another person down.
Possible responses: If there is tension,
address it directly. Remind participants that disagreement and conflict of ideas is what a
study circle is all about. Explain that, for conflict to be productive, it must be focused
on the issue: it is acceptable to challenge someone's ideas, but it is not acceptable to
challenge them personally. You must interrupt personal attacks, name calling, or
put-downs as soon as they occur. You will be better able to do so if you have
established ground rules that disallow such behaviors and that encourage tolerance for all
views. Don't hesitate to appeal to the group for help; if group members bought into the
ground rules, they will support you. |