Page 33 - Here and Now – Apr 2024

Power Matters in Quest of ‘Being’ - Dealing with Power and Differences in

Group work

Power Matters in Quest of Being

This paper is based on my reflections with regard to
human process laboratories held by the Indian Society

for Applied Behavioural Sciences (ISABS) where I have
been a professional member for over 40 years. I also held
several roles in its governance over the years. The paper
offers a glimpse of my cumulative insights on the above.
The need for power comes from a desire to feel important.
My research into ’power need’ in human process facilitation
has led to interesting hypotheses. Power dynamics come from
the roles one is expected to fulfil and can manifest in various
forms including resentment, aggression, submission, and avoidance of
those in authority. Handling of ‘power play and its chemistry ’ in group work

requires skills of diagnosis, debate, and self-discovery. This paper dwells on related issues
presenting hypotheses below.

Triggers of ‘PowerPoint’ in Group Behaviour: Hypotheses

I believe everyone has inner ‘power points’ that get triggered during group work, manifesting
in various forms. A central trigger point is ego-centrism of the role holder, the group facilitator.
When confronted with a contrary view in the group, many facilitators make repeated attempts
to reiterate their own viewpoint. This may lead to conflicts arising due to undiagnosed

undercurrents of power, resulting in unresolved differences, climate disorientation, blocks,
pairing and sub-groups. The following may explain the trigger points of ‘power play’ in group.

Hypothesis One: The greater the frequency and multiplicity of demands placed by a facilitator
with invisible shades of power, the greater the group breeds ambivalence of the task and its
purpose,of building unstated resentment and reluctance to unfolding.

Trainers share their expectations and assumptions about the group. This tends to put demands
on the group, which then evolves through trial and error. When those in a position of power
and authority correct or question the group, it can propel new power dynamics and feelings. A
facilitator’s role is to uncover the feelings and transform defensiveness into expression. If

members feel their needs are not being met in the group, and that the facilitator is using
authority, it can lead to frustration, discord, and withdrawal. If role holders feel they are not

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