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Working Through Ambiguity

Decent Essays
Benefits of Working Through Ambiguity and Conflict: Therapeutic Factors When individuals are initially acquainting with the group process, many may be unsure of how they are going to be perceived by the group. Specifically, they may have some apprehension surrounding regarding their presenting issues and concerns in relation to the rest of the group. Two specific phenomena result from this dynamic: ambiguity and conflict. Corey, Corey, and Corey (2010) emphatically contend that during the beginning stages of a group, it is a group leader’s responsibility to facilitate the enhancement of trust within the group. In a trusting environment, and through the use of Yalom and Leszcz’s (2005) twelve therapeutic factors, the group can begin to identify…show more content…
The results of study performed by Kivlinghan (2011) found that, “when other group members were learning through observations, but not focused on advice and suggestions, there was more member rated depth,” (p. 157). This demonstrates the ability to not only explore, but seemingly acquire deeper levels of self-understanding through vicarious learning. Once a climate of trust has been established, and individual who was previously ambiguous to discussion topics, the group itself, or the actual group process, may in fact work through ambiguity utilizing the therapeutic factor of self-understanding. Group facilitators should encourage participation with ambiguous client’s through the identification of non-verbal communication and encouragement (Corey, Corey, & Corey, 2010). Properly and astutely timed interventions, as well as encouraging the use of another therapeutic factor – identification – will help the ambiguous client work towards enhanced self-understanding. Yalom and Leszcz (2005) put it best when they stated, “self-knowledge permits us to integrate all parts of ourselves, decreases ambiguity, permits a sense of effectance and mastery, and allows us to act in concert with our best interests,” (p.…show more content…
They proposed that “multi-target feedback might promote the interpersonal culture of the group, thereby increasing cohesiveness and positive outcomes,” (p. 143). If there is conflict amongst group members, a way to increase the overall growth process is to gather feedback from other members of the group in relation to the conflict itself. This doesn’t take away from the emotions of the conflict itself; rather, if used properly, it would give the opportunity for interpersonal feedback in a non-confrontational way. The original group members involved in the conflict may learn something new about themselves or a different way of looking at the situation (Corey, Corey, & Corey,
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