-teader or Facilitator / 0, CT ~~~D ' /. 'O,.,,.. Figure 6. 2 lines of Interaction within a group when group centered The facilitator or leader creates an,1tmosphe Ni for productive group work when members' interpersonal needs are met to a satisfactory degree for each one. Meeting these interper sonal needs may be initiated by the leader. ln time, members learn to initiate his modeling beha\>ior and they, eventuall y help meet the interpersonal needs of co-members. Helping group members meet their interpersonal needs to belong and to be a part of the group can be em:ouragetl by acknowledging the importance of their prnsence in the g Toup and contributions they make. The leader should communicate the message tl1at each one is important in the achievement of group goals. During ex-periences of heightened level of anxiety, the mentbers concerned. should. be provided ·with the necessa111 emotional support by acknowledging the discomfort being experienced, and by eliminating or minimizing the sources of anx1ety or its effects. The leader may avoid making demands 1mtil group an1dety has ab:ited. Members "open up" when Chey feel secure in expressing ilieir attitudes and ideas; when they know they won·t be ignored, ridiculed, criticized or otherwise embarrassed by the other group members. The Jeader·s tasks and techniques (,Johnson and Johnson 1975, p. 283) may include: 1) listening allenlively lo whal each is saying; 2) not judging the contributions of members or commenting on every cnntrihution made; 3) doing away with preaching, teaching, or moralizing; and 4) avoiding forcing members into participation befo1·e they a1·e ready. The leader can encourage productiv e participation (Johnson and Johnson 1975, p. 283) by: 1) observing for signs of a member's efforts lo be hearcl anti giving her an opportunity to contribute ; 2) being sensitive in identifying Lhose too eager to talk as they can take up all the group's time; 3) encouraging and supporting all members who participate; 4) summarizing and clarifying the contributions; and 5) not monopolizing the discussio n or commenting too frequently. He should show enthusiasm for U1e discussion aod a sincei'e interest in the group members. In a discussion group, there are eiiperi. ences when a member obstructs the functioni ng 137 