Career buzz group (exercise)

Exercise: "Career buzz group"

Buzz groups encourage more efficient discussion. They can be used in many different ways and are most often used in combination with other techniques, such as a presentation. Buzz groups set the groundwork to get discussion started. The version presented here is a group discussion model empowering people to focus on their own careers and developing local community.

Source: Center for flexible learning, Söderhamn in Sweden and text from Ernest W. Brewer: Proven ways to get your message across, 1997.

Learning outcomes

At the end of the exercise participants will be able to:

Express themselves about the issues at hand
Have an effect on solutions and ideas linked to career development

About the exercise

Buzz groups are formed by dividing large groups into small discussion groups of 2-15 people who meet simultaneously for a specified time to discuss a specific question, challenge or issue. Such groups allow for an environment that fosters independent, cognitive thinking among group members with less reliance on presenter based rote memorization.

Putting it into the context of the workplace, the idea is that workers bring their knowledge and experience to the table and assist each other in group work under the guidance of a career guide/career counsellor. The individuals chosen to participate in the groups can be general workers, supervisors or people from management – it depends on the focus area for discussion. It is a form of peer advising, coordinated by a career guidance expert.

Instructions

Step 1: Preparation

An issue/idea/thought related to career development is identified. It can be anything from an idea about “how to develop more competences in the current job” to “how to improve services”. What is important is that the issue/idea/thought is suitable for the method of buzz groups. Briefly, a suitable idea / thought can be described as partly something that can be discussed by others and something that the guidance/resource persons most likely can give feedback to. The issue to be discussed can be decided in beforehand, based on general needs. It can be one issue, discussed in all the groups or different issues for each group.

Step 2: Implementation

The guidance person introduces the issue/issues to be discussed in the groups of 2-15 people. It is beneficial to narrow the topic down, allowing for participant achievement level and having time restrictions to prevent a high frustration level among participants.

A. The “Buzzgroup” starts with a short presentation round.

B. A group leader and a recorder are chosen (not needed if the group is very small (N=2-3)

C. A general discussion takes place where the idea /thought and the feedbacks given are discussed. Comments are written down. The group leader’s role is to make sure everyone has a chance to express themselves and that communication is clear.

D. The guidance person can move from group to group and listen. When necessary, raising questions to stimulate discussion or bring the discussion back on track (without getting to involved).

E. At the 1-2 minute mark, the guidance person should sound a warning that time is almost up. At the end of discussions the groups are reconvened into the larger group and each group reports their findings.

Q. Discussions take place as needed in the larger group.

G. Notes from each group and the discussions in the larger group are gathered by the guidance person. A summary of findings can be produced for further development on the issue/issues. Possibly another meeting can be planned or an action plan drafted.

Step 3: Follow-up

The Buzz group lasts for a maximum of 1,5 hours. Same issue/idea /thought can be a case for further meetings focusing on further development. The guidance persons, and those in charge, should treat everything written and said related to the Buzz meeting with confidentiality – or as suitable for the context and issue at hand.

“Buzzgroup”, description form for gathering issues/ideas/thoughts to be discussed from employers and management:

1. Who are you? Describe briefly your context
2. Describe briefly, a few lines your idea/thought.
3. What do you hope “Buzzgroup” can lead to?

The descriptions can be gathered in a box or handed to a specific person(s) who coordinate the meeting (guidance person/HR or other). Ideas are reviewed by the coordinators and issue/issues chosen to be handled in a Buzzgroup meeting.

NOTE. Don´t write /announce anything that you do not want to be spread to others!