Group Discussion - the cornerstone of any corporate decision

 

Group discussion is a task, which is generally aimed at understanding and evaluating a candidate’s behavior in a group. In a group discussion, we exchange ideas and opinions with each other within a group. A lot of companies and colleges are conducting GD as a part of the selection procedure, GD helps them to judge a candidate's soft skills i.e., personality trait, knowledge trait, opinion, and the way of articulating their ideas and communicating it.

 

There could be different kind of participants in the group in terms of the roles that they play in group discussions. Some of them are:

Starting point: There are always a few people who have confidence to initiate the discussion and set the tone right at the very first the beginning is called the initiator.

Clear Facts: Few members would come up with precise data and they support their statements with factually correct data and statistics. It is difficult to counter such candidates if you are not well versed in the topic. But only data is not enough to win a group discussion as there are other skills also that are considered.

Controller: There are always a few members who like to take control of the discussion, they like others to agree with them, which may or may not happen.

Moderate Referee: They acts as a coordinator and ensure that each member gets sufficient time and chance to speak. They also try to keep the argument calm. This person is generally a good listener but might not be taken very favorably by others lest he should take all the leadership.

Born Leaders: They do not have to put in much effort to lead a team. They do not fall in the trap of arguing rather support their points by strong logic, facts, and adequate examples. They have the ability to manage the flow of discussion and give it the right direction. Towards the end, a leader summarizes the entire discussion and squeezes out the conclusion.

Provocative: This person considers himself everything. They want everything in the way they want and they give orders to others in the group. Sometimes they are annoying and provoke others with a high pitch or irritating voice. They often get off the topic and take up an irrelevant topic that kills everyone’s time. They are poor listeners and cannot comprehend what other’s points are.

Fault Finder: They purposely try to find fault in everyone’s opinion. They have objections to anything and everything about other’s pint of view. They criticize everything and everyone.

Followers: This is just contrary to the above-mentioned category – fault finder or criticizer. This category of people generally agree and support other’s point. They show their agreement with some gestures like a nodding head. These kinds of people generally do not score well as they do not show their own significant points and logic and merely depend on other’s points of view.

Question Mark: This kind of person usually has a lot of queries and they keep on asking questions to others.  He/she sometimes irritates other group members by their vague questions. Rather than putting their own opinions, they tend to interrogate and raise a question in other’s points.

Stopwatch: They are keen observers. During the discussion, they just do not get swayed by the flow of topic, rather they keep a check on every aspect, such as how much time has passed, how much time is still left, who all have had the chance to give their opinions, etc. They are keen to maintain order and dignity.

Aggressive: These members easily get annoyed and get antagonistic at times. They don’t care about other’s points, sentiments, feelings, and values. They often attack verbally and they are harsh in their tone.

Audience/Viewer: They do not have their own substantial views and opinions. They hardly speak up and hardly make any difference. They listen to everyone and use others' views to speak up.

Indecisive: This category of people is unlikely to get selected as they have a fickle mind. They often contradict themselves. They are unable to articulate their ideas in an organized manner. They also get too emotional during the conversation and unnecessarily divert the topic from the main point. They agree or disagree with everyone.

Capturer: This kind of a person record every point of what others are saying. They take down notes and facts, details, etc. They can be referred later on when someone in the group has forgotten any point.

The Settler: They can be referred to as Harmonizer and can find a mid-way of any problem. They avoid extremes and contribute to releasing tension within the group when an argument heats up.

Gist Maker: This defines the position as someone who summarized the entire discussion and draws some valid conclusions through the topic of group discussion.

Blockhead: This kind of group member does not take any initiative to present their views. They are lacing innovative or rather any ideas, opinions, and logical views. They do not contribute any positively to the group.

Tips for leading an effective GD

• Model the behavior and attitudes you want group members to employ. That includes respecting all group members equally; advancing the open process; demonstrating what it means to be a learner (admitting when you’re wrong, or don’t know a fact or an answer, and suggesting ways to find out); asking questions based on others’ statements; focusing on positions rather than on the speaker; listening carefully; restating others’ points; supporting your arguments with fact or logic; acceding when someone else has a good point; accepting criticism; thinking critically; giving up the floor when appropriate; being inclusive and culturally sensitive, etc.

• Use encouraging body language and tone of voice, as well as words.  Lean forward when people are talking, for example, keep your body position open and approachable, smile when appropriate, and attend carefully to everyone, not just to those who are most articulate.
  
  
• Give positive feedback for joining the discussion.  Smile, repeat group members’ points, and otherwise show that you value participation.

• Be aware of people’s reactions and feelings, and try to respond appropriately. If a group member is hurt by others’ comments, seems puzzled or confused, is becoming angry or defensive, it’s up to you as a discussion leader to use the ground rules or your own sensitivity to deal with the situation. If someone’s hurt, for instance, it may be important to point that out and discuss how to make arguments without getting personal.  If group members are confused, revisiting the comments or points that caused the confusion, or restating them more clearly, may be helpful.  Being aware of the reactions of individuals and of the group as a whole can make it possible to expose and use conflict, or to head off unnecessary emotional situations and misunderstandings.

• Ask open-ended questions.  In advancing the discussion, use questions that can’t be answered with a simple yes or no.  Instead, questions should require some thought from group members, and should ask for answers that include reasons or analysis.  The difference between “Do you think the President’s decision was right?” and “Why do you think the President’s decision was or wasn’t right?” is huge.  Where the first question can be answered with a yes or no, the second requires an analysis supporting the speaker’s opinion, as well as discussion of the context and reasons for the decision.

• Control your own biases.  While you should point out factual errors or ideas that are inaccurate and disrespectful of others, an open process demands that you do not impose your views on the group and that you keep others from doing the same.  Group members should be asked to make rational decisions about the positions or views they want to agree with, and ultimately the ideas that the group agrees on should be those that make the most sense to them – whether they coincide with yours or not.  Pointing out bias – including your own – and discussing it helps both you and group members try to be objective.