During my early years of being a therapist, I was charged with leading 4-5 therapeutic groups daily. Lucky for me, I really enjoyed the clients, the challenge and being a group leader. But the task did not leave me without growing pains, bumps and bruises. I believe that becoming a great group leader is a lifelong mission. The skills one obtains in being an effective group leader do not come easily or without input. This valuable input can come from clients, yourself, and a mentor/peer/supervisor.

Clients can provide you with important feedback.

They tell you both nonverbally and verbally. Here`s a list of questions you might ask yourself:

How enthusiastic are people about coming to your groups?

Clients may be resistant to coming to your sessions. This could be due to the difficult nature of the group, but sometimes it is not. Latecomers might also be trying to make a statement. On the other hand, it`s a good sign when clients are on time for group, ready to listen, share and learn.

What is my clients` nonverbal and verbal communication like in groups?

Consider yawning, fidgeting, asking, "When is this going to be over?" and side conversations as negative indicators. Consider interested looks, focused questions, good eye contact and healthy energy as positive indicators.

What are the conversations like after the group is over?

If a group is a beneficial one, there is usually a carryover of feelings and thoughts into the next few hours or days. When the next session arrives, it is a good sign if group members remember what was covered during the last session. Clients may even have suggestions for future groups, "I really liked the activity we did last week. Can we do something like that again?" or "I did not like doing those role-plays that way, is there another way we can do them where I won`t feel so scared?"

Your feelings might also be an indicator of how effective you feel as a group leader.

If I feel a vague energy drain or as if I am dreading a group, I acknowledge that there is something occurring for me. Questions you might ask yourself are:

• Is it the topic?
• Is it the group member(s)?
• Is it the mix of group members? Is it the time of day?
• Do I feel overwhelmed by other responsibilities?
• Do I need a new way to present the materials?

These questions should prompt a response; then you need take action. This might include exploring your feelings about the topic. Maybe you have done it for so long without a change that it is no longer interesting. You might need to read a new book on the topic, look for peer support, or find a new way to approach the topic completely. Maybe there is a client who is a group leader’s nightmare -- she or he takes every opportunity to challenge and defy you. Your issues need to be acknowledged and your feelings supported. A new strategy of how to handle this challenging client might be offered by a peer or supervisor. It might be that after lunch, you feel sleepy and less energetic. Discussing a schedule change might be appropriate. Perhaps thoughts of the other responsibilities you have creep into the group session and you need to arrange a time to discuss the workload with your supervisor. Getting and trying new, engaging materials for your groups always helps; a card game ice-breaker, a new handout, game or activity idea not only benefits the clients, but energizes and invigorates the group leader! Your feelings can lead to positive change, assisting you in becoming a more effective group leader.

Mentors, peers and supervisors can have great input into our group leadership skills.

Those of us who lead groups as a large part of our work sometimes do it without much thought, rather as if we are on "auto-pilot." Pausing and self-evaluating our skills, or better yet, asking for input has proven to be a worthwhile undertaking. Consider using the attached Goals For Effective Group Leadership Worksheet as a tool for professional growth and goal setting.

Kathy Kalsa, OTR/L