Clinical Pastoral Education

Center for the Study of Groups and Social Systems Annual Residential Group Relations Conference January 16-20, 2012 Whether planned or unplanned, sudden or gradual, peaceful or conflict-laden, organizational change, especially succession in leadership, carries with it opportunities and risks, excitement and anxiety. It mobilizes ambitions, brings new skill sets to the fore, and highlights limitations, not only at the upper levels of the organization but throughout it. Authority must be both claimed and negotiated, and power issues are inevitably mobilized. How do dynamics arising in a context of succession affect the success of an organization? What relationship dilemmas arise? What needs to be worked through and how is this accomplished? More Information can be found on the AKRI website http://www.akriceinstitute.org/ You can also register directly on the CCGSS website www. csgss.org .

CPSP Plenary 2009 “Tavistock” is the label commonly given to a particular type of group seminar that follows the tradition of Wilfred Bion and his colleagues who were geographically based in a section of London called Tavistock. The basic premise of the Tavistock approach to group work is that ownership of the group belongs to the membership, and that the consultant(s) will take a posture “outside the group” and will make consultative contributions to the group as a whole, not to particular individuals. A consultant in the Tavistock model does not take a leadership role in the specific work of a Tavistock group, but does provide consultation as well as protecting the boundaries of the group with regard to time and space. A Tavistock group relations seminar has the character of a laboratory in that a specific time and place is set apart to do a specific kind of disciplined task. The traditional Tavistock group (so-called) is the closest thing to a sacrament that the Plenary has---an act...