You can add more, for example.B. no phones during the group or no curse, depending on our context. Remember, enter with a loose series of ideas and reach an agreement with the young people in the group. 3. Put-ups, not put-downs – aims to eliminate behaviors that can offend other people in the group or themselves, make fun of them, minimize them or attack them. Lying down on your own might look like this: “Well, it`s probably not important, but..” or “It may sound stupid, but..” The first group is not the only time you talk about agreements and it is good practice to expect agreements to be broken and prepare for these discussions. In more chaotic situations (larger classes, a lot of disruptivity, etc.), you may need to enable chords in one or each group. It is better to imagine agreements as a living organism that can be sensitized at any time. That`s why I insist on the technique of group re-gelling when I first present chords, because it`s a great way to reset the wild energy and put the band in a calm state where they can be reminded of the chords. Many people skip this step when working with groups, whether in a short-term event or in a long-term environment like a classroom. However, this is a large part of prevention that can contribute to the fruiting of a group experience. There are many opportunities to enter into group agreements that allow each member to participate in the group environment and outcomes.
As a bonus, it helps leaders and facilitators deal with difficult behaviors that occur. The most important thing is that the group agreement is decided by the group. As a moderator, you should set up the process and steer it in the right direction, but behavioral testimonials should be determined solely by the group. When the group makes these decisions, it`s more powerful than if someone else sets “rules” that everyone must follow (no one likes to be told what to do). In addition, it is much more likely that team members respect and respect an agreement in which they are invested and in which they have had some form of inputs. This will make your job as a coach or meeting facilitator much easier. If you are working with the group again, the agreement should be kept for future meetings or workshops (especially important for project teams. . . .