Understanding Your Countertransference

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1. Understanding Your Countertransference. As a group leader, you too have feelings! You might also have unfinished emotional business in your own life that could blur your objectivity at times in working with others who strike a chord in you. Put yourself into the following situations to see how any of them might fit for you. After you consider these situations, try to identify any areas where your unresolved personal issues might get in your way with certain group members.

a. You tend to over-identify with clients. You think about their problems after the group, and you have a difficult time separating their problems from your problems.

b. You get impatient with members who hold values divergent from yours. You find yourself trying to convince certain members what they should believe and do, and you have a hard time letting them decide for themselves.

c. You find yourself giving frequent advice. You tell others what they should do instead of letting them struggle for themselves.

2. Your Most Difficult Group Member. Think about a form of resistance that you expect you’d have the most problem in dealing with, or a particular problem behavior of a group member. Write about what factors within you make this behavior particularly troubling and write about how you expect to deal with this person therapeutically. Put the focus on yourself, particularly with respect to sources of counter transference. (2 paragraphs)

3. Group Membership Issue. Write on one specific issue, question, topic, problem, or concern of interest to you (as it pertains to group membership), and then build your response around this topic. (Select a topic from the textbook.) (2 paragraphs)

4. Dealing with an Entire Group’s Resistance. Imagine the following scenario in which your entire group seems to be colluding in the formation of patterns of resistance. A number of mem­bers accuse you of being very “pushy.” They say that you continually confront them on their not doing enough in the group, not showing enough emotion, and not bringing in personal problems for exploration. You agree with them that you have been challenging them, yet you also let them know about the resistances you see in the group. It appears almost that the group is becoming a cohesive unit as they rally against your leadership.

What are some ways you can think of to deal with the group’s resistance? How could you express yourself without becoming defensive? How do you think you might feel if you were attempting to lead a group and you were convinced there were many subgroups that were making progress difficult? What kinds of interventions can you think of to deal with an entire group’s resistance?

Sample Solution

Group Leadership Challenges

This scenario presents several challenges for you as a group leader. Let’s tackle them one by one:

  1. Understanding Countertransference:
  • a. Over-identification: Consider if you have unresolved issues that make you overly invested in clients’ problems. Detach by focusing on process and setting clear boundaries between group and personal time.
  • b. Impatience with Different Values: Explore your own beliefs and why opposing views trigger you. Accept diverse viewpoints and facilitate respectful discussions.
  • c. Giving Frequent Advice: Reflect on your need for control and trust the group’s capacity to learn. Ask open-ended questions to encourage exploration instead of offering solutions.
  1. Your Most Difficult Group Member:

Imagine a member who constantly criticizes or disrupts the group. Consider if this behavior triggers feelings of inadequacy or a desire to be liked. Acknowledge your own reactions and develop strategies to address the behavior objectively (e.g., setting clear expectations for respectful communication).

  1. Group Membership Issue (choose one from your textbook):

(Example): Maintaining Cohesiveness

Explore the concept of group cohesion and how it can impact member participation.

  1. Dealing with an Entire Group’s Resistance:

Here’s how to handle the group’s resistance:

  • Acknowledge their feelings: Validate their perception that you’re pushing them. Explain your intention to challenge them for their own growth.
  • Open Discussion: Facilitate a discussion about their resistance. What are their concerns? What kind of support do they need?
  • Shared Goals: Refocus on the group’s purpose. Discuss the benefits of open communication and shared exploration for individual and collective growth.
  • Alternative Approaches: Explore different ways to address the resistance. Maybe they need more time for processing, or perhaps different exercises would encourage participation.
  • Self-Reflection: Examine your leadership style. Are your approaches too confrontational? Could you be more collaborative?

Remember:

  • Stay neutral: Avoid defensiveness and focus on understanding their perspective.
  • Emphasize Collaboration: Work with them to find solutions that address their needs and the group’s goals.
  • Maintain Professionalism: Set clear boundaries and maintain a professional demeanor even when facing challenges.

By addressing your countertransference, adapting your approach to challenging members, and fostering group discussion, you can navigate resistance and create a more productive and supportive group environment.

 

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