The Complete Guide to Group Discussion

Practice

Dedication

Dedicated to Solomon Scholars

Who have Succeeded in (GDs

and are Successfully Arranging

GDs

In India and Abroad;

And to

Sunny; Satish; Dilip;

Deepak; Amit; Monu;

Lala; Hari; Puttu;

Nitesh; Babloo and Ranjan.

– Prof. Prasoon

PREFACE

Throughout the last two centuries in general and the last seventy years in particular have been the age of incessant experiment in every field as if the older generation knew nothing, and whatever the elders did was full of flaw. But changes in almost everything, ansd ever changing theories and practical amply proves that during this long period the modern man has not been able to give a single stable theory and any lasting practical approach. Nothing has come to stay. One theory has been replaced by another theory and one system has been replaced by another system. Group Discussion, popularly known as GD is no exception. It has come as a replacement to interview.

This system was introduced about a decade back as the comparative strength of the candidate was not weighed through interview. So, many candidates are called at a time, given a topic and asked to express their views on the given topic. Whatever is said by different candidates remains in view and consideration: simultaneously for a long time, even when the GD is over. This gives an opportunity to the judges to study the candidates, compare their strength and weakness, and the best candidate is selected. It appears to be a novel idea.

In the past, kings and merchants used to send their experts to Gurukuls to select persons of their liking. The Gurus used to help them by pointing out the merits and demerits of their students. The experts used to talk to the students directly or hear them talk from a distance or watched them doing something, then took the decision. Similar things are happening now. The Institutions are informed about the need. The Human Resource Officials visit the Institution on the fixed date and interviews through group discussion are held and the candidates are selected on that basis.

Organizations think of its merit and demerit. The candidates have to think of actual GD and make necessary preparations to sail it out successfully.

This book is complete in itself as a guide and companion, and if read attentively and followed sincerely one will succeed in any and every GD that either one faces or arranges because it presents each obvious and hidden aspect of a GD and meticulously and step wise prepares a candidate. Go ahead, enjoy it and follow it.

Sarve Shubhe!

Prof. Shrikant Prasoon

SECTION 1

Mental Preparation – Knowing and Feeling

CHAPTER 1

Group Discussion and Introduction

Agroup discussion, popularly known as GD and will be frequently called GD here, is a new version of interview deliberately structured in a way so as to take away the monotony from the traditional interview. Although equal opportunity is given to each candidate, since they have to maintain decorum and stick to the given topic, all the latent abilities of any one candidate do not come to the fore. But it gives an opportunity to the selectors to select the best candidate from the lot available or participating.

A Group and a Topic for Discussion

As the term itself suggests, a GD is a discussion, but most students misconstrue it to be a debate. They consider it to be a wrestling-match and try to score points over other participants. Consequently, a GD turns into a ‘fish market’. What is actually expected in a GD is participation in a systematic way to express one’s views on a particular topic so that the thought, thinking process and inner possession of the candidates is judged.

The prospect of a GD tends to leave most students petrified. You can get rid of that feeling of fear by remembering that you have experienced group discussions right from your childhood. Remember those heated discussions you had across the dinner table with family members, friends and relatives? Consciously or unconsciously, they have helped you learn a thing or two about discussing in a group.

Your parents may have come across as the most heard and respected as they were much better informed than you. Besides, instead of forcing their point of view on you, they heard you out and presented their points in a logical and methodical manner because they had the strength of content and courage of conviction.

As a result, you would have often felt the desire to prove that you were right and they were wrong. A bundle of angst would build within you.

Discard that feeling now. Remember, a GD is a discussion –and not a debate – among the members of a group.

Discussion versus Debate

Human beings love debates because we like to win and see others lose. A debate is a perfect situation for expressing intense emotions. A GD, however, calls for a lot more maturity and logic.

The purpose of a GD, though conducted in a competitive mode, is not to establish one person as a winner and others as losers. Its purpose, as far as you are concerned, is to help you come across as a person with sound, logical reasoning and an ability to respect another’s viewpoint.

A critical difference between a GD and a debate is that, while a debate begins with two groups’ bids to outwit each other, a discussion is evolutionary; this essentially means participants have the opportunity to refine their views in the course of the discussion. Thus, every member needs to contribute substantially and add to the existing knowledge base instead of pulling each other down.

The difference, thus, lies not just in style, but also in the mindset that is required to tackle either challenge.

Preference to GD

Many companies and institutes are making group discussion their first criteria for screening candidates for face-to-face interviews. And there is reason too for giving such importance to group discussion. Firstly, group discussion is used for mass elimination! Secondly, group discussion selection criterias are based on actual company requirements.

Communication and group discussion skills are two relevant soft skills that are required in all those who want to show the world in general, and their family and society in particular, what they can perform and achieve.

Why should group discussion be the first criteria for selecting a consistent performer?

A prospective employee is required to communicate with different people like team members, managers and customers. So, interpersonal skills are very important for those who test for selection.

Many candidates complain that they raised important points but were not marked while another candidate almost repeated the same points and was selected. The reason behind that is the simple fact that they lag behind in communication skills. They have made painstaking preparations but have not developed the most important thing: an effective way of presenting the facts and ideas to attract the attention of the listeners. They are very good at pin-pointing the merits and demerits of the given topic but when it comes to taking the credit for the idea, someone else beats them to it.

A person might be proficient in many skills, but what if he isn’t able to communicate his thoughts in front of his seniors or evaluators? Making a good impression while speaking in meetings or interviews is the basic skill every professional should have.

The following skills are judged in a group discussion:

 How good are you at communication with others?

 How do you behave and interact with your group?

 How open-minded are you?

 How intently do you listen to others?

 How well do you put forward your views?

 Do you possess leadership and decision-making qualities?

 How good are your analytical skills and subject knowledge?

 How powerful are your problem-solving and critical thinking skills?

 Do you have a positive attitude?

 Do you have a confidence, drive and initiative?

GD Separates Chaff and Grain

Group discussion forms the primary stage of contact between the interviewer and interviewee. These are management entrance procedures by universities or also adopted at the recruitment stage by many companies. Aided with qualifications and multifaceted job-related profiles, candidates are all of high quality. Group discussions further narrow down those eligible for further rounds of tests so as to be chosen in a suitable career position.

During group discussions, many management points can be noticed in an individual. Management skills and expertise in cooling down a heated situation can easily be recognized during discussion of a topic. This helps the conductor of a group discussion to list out the right candidate.

There are many group discussion skills that need to be adhered too. Firstly, the main objective is to participate well and moderate in case of a confusion. Be polite and maintain a composure. Easily getting into a heated argument is not the objective and you may be giving many negative signals through your body language. Aggression can be modulated in the form of assertiveness while voicing out an issue.

Decorum has to be clearly maintained. A group discussion is not merely about impressing the conductor but also about putting forth your beliefs. It may happen that you could be the only one who believes in a particular idea and all others speak against you. You should consider yourself in a better bargaining position than others and use valid reasons to state your concept perfectly.

Group discussion are knock-out rounds; you must never consider any participant weak. Also, agree with others where you feel they are correct. Lamely looking around for someone to give you a chance may not work. Find a place for yourself. Dress appropriately. Be formal. Monotone garments are fine. Sloppy dressing should be avoided. Your clothes speak a lot about you.

Learn to articulate a fact well and this comes only by reading and listening to peer discussions. Interrupting is allowed in group discussions but be polite while doing so.

Use informative phrases; avoid jargons and state firmly. Don’t use too many hand gestures. Opening up the discussion is also a nice idea. Concluding a discussion is also seen as a management quality and a token of leadership talent.

CHAPTER 2

Need of Group Discussion

As mentioned earlier, a GD gives an opportunity to the selectors to select the best candidate from the lot available or participating. GDs are held to make a comparative study of the participants and to select a particular type of person or persons for admission into a particular branch of learning or for appointment in an organization to perform a particular and specialized job.

Why institutes and organization conduct a GD

How often have you called a friend in office to be told that he is in a meeting? Your friend must have told you that he was presenting a new project or he has to discuss things and prepare reports to be sent to different departments or organizations. In other words, he was communicating something or he was listening to someone. Institutes conduct a GD because, as a manager, you will be required to attend and conduct innumerable meetings. A GD is a simulation of what you can expect in a meeting at your workplace. A GD is needed to search out someone good at understanding and communicating ideas to different persons and different types of persons.

Depending on the kind of profile you have and the company you work for, you will be a part of meetings ranging from brand launches and employee performance appraisals to company financials, etc. For instance, if you have a meeting where senior employees are working out a strategy to launch a new soap in the market, what do you have to do? You have to listen to their ideas and present your own before them. You have to understand whatever they say and you have to make them understand what you have to say. This is what is expected of you before and during the meeting. How will you prepare for a meeting?

 You will go well prepared for the meeting; this means you need to have sufficient information on the likely points of discussion.

 During the meeting, you will let everyone have his say. When your turn comes, you will present your views firmly and logically.

 Whenever you disagree with somebody, you will present your points calmly but logically and make sure that everybody understands what you have to say.

 You will always attack points and not people.

 You will carefully listen to other people’s points and try to refine your own by using other people’s inputs on the subject.

Project the same qualities during B-school admissions, where the purpose of a GD is to find out whether you possess the critical qualities needed to become an effective manager. While the written exam tests your comprehension and analytical skills, a GD tests you in the following:

 Self management

 Body language

 Communication skills

 Sequence in the presentation of ideas

 Confidence

 Team work skills

 Listening ability

 Ability to present your views logically

 Time management

A GD is a wonderful challenge because you have a maximum of twenty minutes to show if you have it in you to become an effective manager.

CHAPTER 3

Do’s and Don’ts in Group Discussion

Do’s in Group Discussion

 Choose your attire keeping the institution or the organization in mind.

 Make statements appropriate to the issue.

 Make original points and support them by substantial reasoning.

 Listen to other participants actively and carefully.

 Be logical and validate your views with examples wherever possible.

 Make only accurate and precise statement.

 Finish your statement in one go.

 Re-enter the discussion if you have anything important to point out.

 Modulate the volume, pitch and tone.

 Always maintain composure.

 Maintain correct pace in speaking: neither fast nor slow.

 Be considerate to the feelings of the others.

 Try to get your turn.

 Be an active and dynamic participant by listening.

 Talk with confidence and self-assurance.

 Indicate anyone with five fingers of right hand only.

Don’ts in Group Discussion

 Don’t be shy/nervous/isolated from the discussion.

 Don’t interrupt another participant before his argument is over.

 Once against, don’t speak in favour; establish your position and stand by it stubbornly.

 Don’t change opinions.

 Don’t make fun of any participant even if you find his arguments funny.

 Don’t engage yourself in sub-group conversation.

 Don’t repeat and use irrelevant materials.

 Don’t make faces.

 Don’t address yourself to the examiner.

 Don’t worry about making some grammatical mistakes.

 Don’t point fingers towards anyone.

 Don’t be aggressive.

 Don’t be passive.

 Don’t show rigidity.

 Don’t get irritated.

 Do not look at the evaluators only. Keep eye contact with every team member while speaking.

Initiate the GD

 Look with intent towards the speaker.

 Initiating the GD is a big plus. Initiate the group discussion only when you have understood the GD topic clearly and have some topic knowledge. Speaking without proper subject knowledge makes a bad impression.

Allow others to speak

Do not interrupt anyone in-between while speaking. Even if you don’t agree with his/her thoughts, do not snatch their chance to speak. Instead make some notes and counter the points when it’s your turn.

Speak clearly

Speak politely and clearly. Use simple and understandable words while speaking. Don’t be too aggressive if you are disagreeing with someone. Express your feelings calmly and politely.

Make sure to bring the discussion on track

If the group is distracting from the topic or goal, take the initiative and bring the discussion on the track. Make all group members aware that you all need to come to some conclusion at the end of the discussion.

Positive attitude

Be confident. Do not try to dominate anyone. Keep a positive body language. Show interest in