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CCMH568 Best Practices for Diverse Groups.docx CCMH/568 Best Practices for Divers

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CCMH568 Best Practices for Diverse Groups.docx CCMH/568 Best Practices for Diverse Groups University of Phoenix CCMH/568 Best Practices for Diverse Groups Multiculturalism is a way any given society deals w ...

CCMH568 Best Practices for Diverse Groups.docx CCMH/568 Best Practices for Diverse Groups University of Phoenix CCMH/568 Best Practices for Diverse Groups Multiculturalism is a way any given society deals with cultural diversity at both the political and community levels. A group leader encounters many different groups from all walks of life. Each member will have different views, values, and interpersonal styles that members display and how these forces are managed and highlighted in productive ways (Gladding, 2019). Therefore, the benefits for group members who differ from one another can learn from each other and build a therapeutic relationship with the group leader. Gladding (2019) believes, "diverse and multicultural groups emphasis, three common goals: to understand the situation that brought the individuals to the group from a cultural perspective; to approach all events and behavior in the group from a functional perspective.; and to help members make sense of "new behaviors, beliefs, and skills within a cultural context (p. 325)." These shared goals exist for group leaders to help group members comprehend why they are in a group, what they can learn from the group, and what implications their new behaviors, beliefs, or skills have for them within the context of where they live. The group experience will be of minimal use to them. Knowing the dynamic of a diverse group is just the basics of being a group leader; however, a group leader must have self-awareness, cultural knowledge, strategies and techn. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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