PHASES OF GROUP DEVELOPMENT

MARGARET HARTFORD
1. Pre-group Phases Pre-Group private.

This initial phase is, nonetheless, an important aspect of group development

often ignored in the analysis of groups. What takes place at this initial phase, who
makes the decision to have a group, the suggested purpose of the pro jected
group, and the decisions about whom should be in formed and how they should
be selected, have enormous effect on what transpires later when an actual group
comes into existence.

Pre-Group public phase.

Once the objectives and critical at tributes of the group have been determined, the
therapist or agency makes the availability of the group known to possible
participants. This phase is sometimes marked by individual recruitment wherein
potential participants are contacted personally by agency staff or the group
therapist. Referrals may also come from a third party, such as a teacher, parent, or
other advocate.

Pre-Group convening phase. At this time the potential mem bers meet face-to-
face, bringing their expectations of the group, each other, and themselves to the
session.

2.Group Formation Phase During this phase one can begin to discern a group. Mem bers have convened,
acquired significance to each other, car ried out common goals such as learning a
new piece of music, and worked on tasks to achieve these goals. The group per
ceives itself as an entity, separate and apart from other groups. A role system

3. Integration,Disintegration,Reintegraton
Phase
4.Group Functioning and Maintenance
5.Termination
becomes established, and patterns of behavior emerge.
Integration is the response sought by every therapist. When integration occurs,
the members interact, cooperate, and everything works well. The second
situation, disintegration,
is when members decide that the group will not work. The therapist and members
must admit and accept this situation. Disintegration may occur as a result of one
or many factors. For example, there may have been mistakes in group com
position, or unforeseen conflicts that cannot be resolved. It may be that the
aggregate cannot, and will not, become a group. Whatever the reasons, the entire
group should par ticipate in the discussion concerning the group’s disintegra tion.
The third, and more common situation that may occur is reintegration. Here the
group may w-examine issues, the an swers to which had been decided in previous
deliberations. Members may choose to realign the group or restate its goals.
Tuckman (1965) calls this phase “storming.”
During this functioning phase, the group norms and behaviors are established and
become ob servable. Members refer to the group as “we” and become
increasingly personally involved. The group is preoccupied with identifying and
achieving the group’s goals.
Croups terminate for a variety of reasons. The group may: (a) have reached the
time limit set in the beginning,(b) have completed its tasks, (c) no longer be
needed by the group members, (d) not coalesce or may fall apart after it has co
alesced, or € suffer loss of membership or leadership. The social work perspective
is that the termination phase occurs in three steps, Pre-Termination; Termination;
and Post-Ter mination. Pre-Termination is the period of preparation for the actual
ending. Termination is the recognized ending, and Post- Termination is the plan
 for follow-up, if any exists.

GARLAND , JONES AND KOLODNY

1. Pre-affiliation Ambivalence about joining the group, relationships are guarded and non-intimate,
interactions are superficial and stereotypical

Worker's role in pre-affiliation- Gently invite trust, normalize ambivalence, plan

and implement simple ice breakers, form group contract

2. Power and control (transitional stage) Issues focus around power, control, status, hierarchy, & ranking. Conflict arises,
patterns of communication are established, members challenge one another, form
alliances, cliques, & some drop out

Worker's role in power and control

Remain non-judgemental, clarify power struggles and conflict, permit rebellion &
provide safety

3. Intimacy (true affiliation) Group is like a family, sibling-like rivalries occur, more openness about feelings,
greater personal involvement, group seen as place of growth and change

Worker's role in intimacy

Clarify positive and negative feelings, consistently give to the group

4. Differentiation Members see one another as unique individuals, group identity and norms are
clear, strong cohesion, respect among members, group can run itself

Worker's role in differentiation

Act as a facilitator, help group run itself
5. Separation Group comes to a close, purposes achieved, members can experience denial and
regression

Worker's role in separation

Prepare group and self for termination by addressing it early on, help the group
let go, help the group evaluate and note progress

HELEN NORTHERN

1. Inclusion-Orientation

2. Uncertainty-Exploration

3. Mutuality-Goal Achievement

4. Separation-Termination

SARRI AND GALICKY

1. Origin phase This phase refers to the composition of the group and is distinguished primarily
for analytic purposes, since it is at least a precondition for later development.

2. Formative phase The initial activity of the group members in seeking similarity and mutuality of
interests is the outstanding characteristic of this phase. Initial commitments to
group purpose, emergent personal ties, and a quasi-group structure are also
observable.
3. Intermediate phase I This phase is characterized by a moderate level of group cohesion, clarification of
purposes, and observable involvement of members in goal directed activities.

4. Revision phase This phase is characterized by challenges to the existing group structure and an
accompanying modification of group purposes and operating procedures.

5. Intermediate phase II. Following the revision phase, while many groups progress toward maturation, the
characteristics outlined in Intermediate phase I may again appear, though the
group generally manifests a higher level of integration and stability than in the
earlier phase.

6. Maturation phase This phase is characterized by stabilization of group structure, group purpose,
operating and governing procedures, expansion of the culture of the group, and
the existence of effective responses to internal and external stress.

7. Termination phase The dissolution of the group may result from goal attainment, maladaptation, lack
of integration, or previously made plans about the duration of the group.

HARLEIGH B. TRECKER

1. Beginning
2. Emergence of some group ‘’feeling,’’
organization
3. Development of
bond,purpose,cohesiveness
4. Strong group feeling-goal attainment
5. Decline in interest,less group feeling
6. Ending stage : decision to discontinue
the group

SUE HENRY

1Initial
Convening
Formation
Conflict
Disequilibrium
Maintenance