Sat 9 Aug 2008
4 Challenges to Expect When Leading an Illness Support Group
Posted by Lisa Copen under Non Profit OrganizationsNo Comments
After planning for your new illness support group for weeks, or perhaps even months, it’s finally time to have your first meeting. You’ve gone through the steps of preparing a proposal to start up a support group. It’s been approved by whoever is in charge, such as an organization or church. And you’ve put together a welcome folder for all the people who will attend. You have topics to discuss, speakers scheduled, and perhaps even a study planned.
So, you’re meeting is sure to run perfectly, Right? Unfortunately, all the plans in the world cannot cancel out a few unforeseen situations. Below are four of the aggravations you may experience during those first few meetings. Knowing what hurdles you may encounter can help you be prepared in advance.
(1) Few people attend.
How it feels: Although it can be disappointing to put so much work into the meeting and have just one or two people come (or maybe none at all!) realize that this can be typical. Don’t take it personally. You are fighting an uphill battle in getting people to attend. When they feel ill, they don’t especially want to go and socialize with others. When they feel well, they’d rather do something much more fun then sit around and talk about the times they are in pain.
What to do: A good motto to remember is, “Hope for the best and prepare for the few.” The founder of HopeKeepers, which is a Christian support group program for the chronically ill, agrees. “It can be such a disappointment when you feel God leading you to start a group and then only one person shows up. But from personal experience I can say that God knows what He is doing and may have planned it that way! The first time I had only one woman come to a HopeKeepers meeting, we ended up having an amazing conversation. Later she disclosed that she was extremely leery about attending and probably wouldn’t have spoken at all if other people had been there.”
Keep an outline of your lesson, and include what topics were discussed. Then you can easily “repeat” the meeting with little preparation. And it may not hurt to call people, and without pressuring them, ask if there is anything that you can do to make it easier for them to attend. For example, do they need a ride? What is their best time of day for a meeting?
(2) Everyone seems to ignore your lesson plan.
How it feels: As though your ideas aren’t interesting or inspiring enough to keep their attention. It can also feel as though no one appreciates all of the time you spent in preparation.
What to do: Allow some flexibility at first and then add in more structure as the group meets. The truth is that most people are probably excited and even relieved to have other people who understand what they are going through. Simply gathering people together in one room and can open the floodgates of emotions that people have held back for years. It’s hard to hold up a book and a lesson plan and force people to remain focused when a member is in tears over the ending of her marriage, for which she blames her illness. This situation can occur at any meeting, but may be more frequent during the first month.
Talk to your group about your desire to allow people to share, but also that you want everyone to leave feeling refreshed. So regardless of what happens during the meeting, you will plan to end with an uplifting article, scripture, poem, prayer, devotional, etc.
(3) Everyone just complains about everything! Their relationships, the medical professionals, their illness-the list is never ending.
How it feels: Like you are expected to manage a small riot. There are many built up emotions where people have experienced deeply wounded feelings, unjust consequences, and even medical errors. It can seem they want you to fix the situation or else they will talk incessantly about it to everyone.
What to do: Set up some basic guidelines before your first meeting if possible, and include the “venting guidelines.” Read “10 Ways to Make Your Illness Support Group Uplifting.” Set a timer and allow everyone to have 60 seconds to share their most frustrating experience of the week. Start a contest with a prize for who handled their situation the best or most creatively. Or be silly and give an award for someone to take home for the week, like “Aggravated the Alligator Award” (a rubber alligator)
Don’t forget to include others in the conversation. For example, say, “Jane, some of us can really relate to what you are feeling. Is there someone here who would like to share how she or he has dealt with these emotions?” If you are doing a lesson plan, say, “Since I want to get you all out of here on time, lets move on to question six, and if someone has some encouragement for Jane, they can share that with her after our meeting.” (Make sue that someone is you if no one else steps forward.)
(4) One person dominates the conversation and seems to take over the meetings, disregarding any plans you have or other’s need to talk.
How it feels: Annoying! After all your preparation it can be exasperating to have someone else taking over the dominant role and leading the meeting down a path that you see will lack encouragement for others. You may also be worried that this person’s actions will scare away newcomers.
What to do: Set firm boundaries from the beginning. While it’s vital that people are encouraged to communicate their frustrations, they are also responsible for respecting others in the group. They need to watch their language, the quantity of time they dominate a conversation, and how they comment on people’s treatments or decisions.
Put together some simple guidelines (not anything too overwhelming) and pass these out to new members in a welcome folder. When someone is dominating the group, and she doesn’t get your hints, privately speak to her one-on-one. Consider if she would be a good candidate for being in charge of some part of the meeting, like icebreakers, so she feels she has something solid she can share with the group. As these type of situations occur, people can be gently reminded of the guidelines they were given when they first joined the group. It’s easier to refer to them and ask if she has any questions; this way she won’t take it as such a personal attack on her behavior.
To wrap this up, know that facilitating a support group is often assumed to be a simple task. It’s a myth that you let people know you’re getting together to share and support one another, lots of people show up, and everyone’s personalities just click. It rarely works this way.
It takes a special person who can communicate with others effectively. One who can gently guide people in the direction you wish them to go, so that the group grows rather than becomes a complaint session. A leader must be able to offer compassion, but also set boundaries and even diffuse anger. As situations arise, talk to other leaders for ideas and support. Keep in mind that no leader ever feels one-hundred percent capable. A willingness to learn and listen is at the top of the list of leadership qualities.