T-groups

A T-group or training group (sometimes also referred to as sensitivity-training group, human relations training group or encounter group) is a form of group psychotherapy where participants themselves (typically, between eight and 15 people) learn about themselves (and about small group processes in general) through their interaction with each other. They use feedback, problem solving, and role play to gain insights into themselves, others, and groups.

It was pioneered in the mid 1940s by Kurt Lewin and his colleagues as a method of learning about human behavior in what became The National Training Laboratories that was created by the Office of Naval Research and the National Education Association in Bethel, Maine, in 1947. First conceived as a research technique with a goal to change the standards, attitudes and behavior of individuals, the t-group evolved into educational and treatment schemes for non-psychiatric people.

A T-group meeting does not have an explicit agenda, structure, or express goal. Under the guidance of a facilitator, the participants are encouraged to share emotional reactions (such as, for example, anger, fear, warmth, or envy) that arise in response to their fellow participants' actions and statements. The emphasis is on sharing emotions, as opposed to judgments or conclusions. In this way, T-group participants can learn how their words and actions trigger emotional responses in the people they communicate with. Many varieties of T-groups have existed, from the initial T-groups that focused on small group dynamics, to those that aim more explicitly to develop self-understanding and interpersonal communication. Industry also widely used T-groups, particularly in the 1960s and 1970s, and in many ways these were predecessors of current team building and corporate culture initiatives.

Carl Rogers reportedly described the T-group as "...the most significant social invention of the century." A number of experimental studies have been undertaken with the aim of determining what effects, if any, participating in a T-group has on the participants. For example, a 1975 article by Nancy E. Adler and Daniel Goleman concluded that "Students who had participated in a T-group showed significantly more change toward their selected goal than those who had not."

This type of training is controversial as the behaviors it encourages are often self-disclosure and openness, which many people believe an organization ultimately punishes. The feedback used in this type of training can be highly personal, hence it must be given by highly trained observers (trainers).^{[citation needed]}

A commercialized strand of the encounter group movement developed into large-group awareness training. Other variations have included the nude encounter group, where participants are naked, and the marathon encounter group, where participants carry on for 24 hours or longer without sleep.^[1]

See also

• Sensitivity training
• Group dynamics

Further reading

• Carl Rogers, Encounter Groups, 1970
• Gerald Corey, Theory and Practice of Group Counseling, second edition, 1985
• Lieberman, Morton A.; Miles, Matthew B.; Yalom, Irvin D. (1973). Encounter Groups: First Facts. New York: Basic Books. ISBN 0-465-01968-4. 

References

1. ^ Rubin, Zick; McNeil, Elton B. (1983). The psychology of being human. Harper & Row. pp. 419 (3rd Edition). ISBN 9780060443788 (4th Edition). http://books.google.co.uk/books?client=firefox-a&id=QZ5FAAAAYAAJ&dq=%22nude+encounter%22&q=divested#search_anchor. 

• Aronson, Elliot, 1984. The Social Animal, Fourth Edition. New York: W.H.Freeman and Company. ISBN 0-7167-1606-2

External links

• T-Groups