The
overriding guideline for providing observer feedback on the group process is to
provide feedback that is helpful to the group. To do this, an observer must do
the following:
1. Avoid generalizations by sharing specific
feedback such as, “I could see that group members really respect each other
because they regularly participate in active listening.” This tells the group
what behavior they should continue.
2. Focus on the behaviors that can be changed.
“It will help you understand each other if only one person speaks at a time.”
This gives the group an action item that can be accomplished.
3. Provide observations, insights and opinions,
but don’t argue or debate. “This is what I observed; you may or may not agree.”
Getting into an argument is not conducive to changing behavior.
4. Don’t micromanage. “I saw three things that
could be done to help you function better as a group. They are…” And let the
group take care of the other things. No one likes to be micromanaged.
5. Keep your evaluator role in mind. “I am here
to facilitate and help you develop better ways of doing things. This is what I
noticed…” Whether you like something or not is not important as enhancing the
group process.
6. Let the group know what they are doing right.
“There are a couple of things that I will suggest you do differently; however,
on the whole your group functions very well, especially when you....” People
respond better to critique when it’s sugar coated with something positive.
7. Give specific suggestions for improvement.
“I’m going to leave you with three suggestions that will help you be more
effective as a group. They are…” Following a suggestion is a lot easier when
the desired action is specifically stated.
8. Always present ideas clearly and concisely. “I
suggest that a timekeeper is appointed for each meeting to make sure the times
on your agenda are adhered to.” Same as above; it’s easy to follow a suggestion
when it is clearly stated.
9. Criticize only in private and compliment in
public. Pull aside the president to tell him or her, “It might be helpful for
you and the group members if more attention is paid to keeping to the agenda.
Compliment him or her in the meeting, “You, as president, accomplish so much at
each meeting!” No one wants to be criticized in front of another person, but
people tend to enjoy being complimented in front of others.
10. Don’t find fault or criticize; help the group
develop and improve. “This is the way I, as an observer, sees this issue. How
do you see it? What do you think the group might do to improve the issue?” You
will likely be asked back as an evaluator if you develop a positive
relationship when giving feedback.
The observer guidelines are pretty cut and clear but actually pretty simple as long as you're a compassionate and respectful person am I right? Who would dare go out there and attempt to overthrow a group leader just to get your word factualized among your group? A brutal dictator thats who. So I totally agree with not micromanaging your own group, a group leader is assigned and needs to do their job. Being clear and precise in your messages are very important indeed, if you expected everyone to know your inside jokes everywhere you went then people would assume something is wrong with you, everybody needs to be informed somehow and somewhere right?
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