Strategies For GDs

After written test, the next stage generally consists of Group Discussion (GD) followed by personal interview (PI). The students are short-listed on the basis of their performance in the written test. In some of the institutes, factors other than the performance in the written test i.e. work experience, extra-curricular activities etc. also matter. The number of students shortlisted for GD/PI generally varies from institute to institute.

Generally, there in no further short-listing after GD and all the candidates appearing in GD as interviewed.

The Group-Discussion is a process in which all candidates successful in the Written Test (usually 8 times the number of seats) are divided in to groups of 10 – 2 candidates each, and every group is assigned a specific topic or a Case Study to discuss. The group of 10 – 2 candidates carries the entire discussion forward on its own, and the supervising Panel neither intervenes nor participates in the discussion. The GD is left to evolve itself while the Panel observes and assesses the performance/ attributes all the candidates from a distance. The candidates display their knowledge, viewpoints and exchange ideas on the given subject matter among themselves. This happens in a dynamic situation in which every candidate wants a time period of 25 Minutes or so. The medium of the GD almost, always, is English, though sometimes, a choice is given to the group to speak in Hindi or English (but a majority opts for English). For identification, either the candidates wear chest numbers or their nameplates are displayed in front in a semicircular formation.


Selection
Generally, the Panel recommends only two candidates from a particular group for selection. Occasionally, one or three aspirants may be successful, depending on exceptionally bad or good individual performances, and on whether the level of the GD was very low or very high respectively. Those, who hold top positions in the Written Test may have a little advantage, but usually the WT marks are not disclosed (expect in a few MBA Entrance tests like the Jamnalal Bajaj, Mumbai) and so nobody knows exactly where he or she stands before the GD begins.


Subject Matter
The topic for the Group-Discussion generally is from current affairs. The issues in public domain, where different and even mutually exclusive viewpoints may co-exist, get precedence as topics. In some entrance exams, two current affair topics to choose from are given. The topic may also be in the form of some famous saying like, ‘Nothing Succeeds Like Success’ or some punch line.
TYPES OF GDs

Normal -A topic is given to the group. The GD coordinator and the students are asked to discuss it for a duration of 15-20 minutes. A variation could be a GD where the students are asked to decide the topic amongst them. In either case, the students will normally be given a time of 2-3 minutes for preparation before the GD actually starts. The students will be seated in a circular or a semi-circular pattern.

Case Study- A printed case study is given to the group and the candidates are allowed a time limit of 3-4 minutes to read and comprehend the passage. Then the group is asked to discuss the questions based on the case study given. Here again the students are given a time of about 20 minutes to discuss the topic. Case studies normally pertain to standard business situations and are full of facts and figures. Thus the GD coordinator attempts to examine the comprehension power of a candidate along with the communication skills.

Role Play-A role-play type of GD is one where a situation is described and each person in the group is asked to assume a specific role in a situation. In such cases, you must completely step into the role and your reasoning will have to be consistent with role you have assumed. The participation, in this specific case, needs to appreciate the gravity of the situation and generate appropriate reasoning to facilitate decision making for the group.


STRATEGIES FOR GDs

How to decide a Topic?
Avoid random method while selecting a topic.
Selecting a topic is another way evaluators use to judge participation in Group Discussions.

The evaluators give the group the task of selecting the topic and then discussing that topic for a specified length of time.

Think of the most suitable approach to do it whether by all participants suggesting topics and one selected randomly, or by participants suggesting different areas that could be discussed and rationale given for the final selection.
Try and think of logical ways to select a topic as a group, setting up criteria as the basic for consideration or selection.

Some of the criteria that you could use for selection of a topic could be:
1.      The topic should be general in nature so that all group members are able to speak about it.
2.      It should be interesting so that it motivates everyone to be involved in the discussion.
3.      It should be topical i.e. it should be current so that it is relevant to today’s situation.
4.      It should be such that a discussion is possible i.e., at least two points of view emerge.


How  to select a leader?
Selecting a leader is a discussion in itself. Sometimes, a group is given the task of selecting a leader before the discussion on the topic begins.

Do not brush this aside as an unimportant formality since you are in a hurry to get on with the actual topic. Selecting a leader in a group is as important as discussing the topic.

The evaluators give certain weight to the process used to select the leader since that also involves intra group dynamics.

A group in a hurry to select the leader often ends up making a poor choice so that the leader and the discussion end up quite different from what they should be.

There are different ways to choose the leader.

Avoid random voting and arbitrary methods such as choosing the first member who puts forth his name.

There should be some logic in your selection approach. One possible approach could be:

1.The group discusses and understands the role of a leader.
2. The qualities a leader should posses are highlighted.
3. Participants interested in becoming the leader introduce themselves and convince the others that they posses these qualities.
4.The group then selects the most suitable candidate.
5.You may argue that there will never be enough time for this and that it will interfere with the time available to discuss the topic. However, the process itself gives the evaluators enough information about each candidate.

 A Leader is not just a scrutiniser

•Wanting to be a leader is a high- risk high return strategy.
The leader is in the spotlight but handling the leader’s role well isn’t easy.
Not volunteering for this position need not be negative.
Do what you feel comfortable with because volunteering for a role with which you are unfamiliar could be disastrous.

The role of the leader is to

1. Initiate the discussion i.e. define the topic, lay down the structure.
2. Ensure that the discussion is proceeding in the right direction.
3. Contribute by introducing new points or bringing up a new relevant aspect so as to add value to discussion.
4. Encourage group participation and allow free exchange of thoughts and ideas provided they are relevant.
5. Maintain decorum during the discussion.
6. Summarize and conclude if possible, after attempting to reach a consensus.
7. Avoid falling into the trap of leader being just a scrutinizer telling other participants when to speak and when not to.
8. Once a leader has been selected, it would be advisable for the other participants to respect that position and let him/her start and anchor the discussion.

How to Begin and Conclude a GD?

• Beginning a discussion can put you in jeopardy or put you in command.
• The opening speaker is the person who is likely to get the maximum uninterrupted time since most of the other participants would be still trying to understand the basic issues of the topic.
• If the opening speaker talks sense he/she will get the credit as he/she opened the discussion and took the group in the right direction and vice-versa.
• He/she may be marked as a person who speaks without thinking and merely for the sake of speaking.
• He/she may also be marked as someone who leads the group in the wrong direction and does not make a positive contribution to the group.
• Speak first only if you have enough sensible things to say. Otherwise keep silent and let someone else start.
• Try and summarize the discussion at the end.
• In the summary do not merely restate your point of view; also accommodate dissenting viewpoints.
• Mention if the group did not reach a consensus. But remember do not force a consensus unless asked to by the evaluators.
• Forcing a consensus will backfire and may end up working against you.
• It could project you as a pushy person who is not ready to analyze the issues and is more interested in the final result.

How to jump into the discussion?
It becomes difficult for most of us to get a chance to speak where a number of people are involved and such a situation is likely to prevail during the actual GD that you participate in. Here are some guidelines to show you how you could interject in a loud GD:
Keep an eye on the intensity:  Every GD has its highs and lows. Wait for the lows and time your interjection then. However, it has been observed in GDs where if one waits for the lows he/she would never speak. GDs like that are really loud – where even the lows are very high.

• Jump only when the speaker has finished making his point: The success of our interjection depends not only on our assertiveness but also on the receptiveness of others-
• If you interject when someone else has just begun speaking it is unlikely that he will let you have your way and vice-versa.
• Don’t wait too long or you may lose the opportunity--remember there are only a few minutes that you have.
• Jump in an agreeable manner: A useful way of starting your interjection is by supporting a point that has just been made.
• People will let you speak if they think you agree with them or you praise them.
• Try starting by saying something positive about the other person’s opinion.
• Jump by raising your voice: The most natural way of entering when you find that others are not listening is to raise your voice. This may not be the smartest way of interjecting but it could work sometimes.
• You must be as loud as the situation demands.
• To be effective, however, you will have to combine this tool with some of the others we have mentioned, as it is unlikely to succeed on its own.

QUALITIES LOOKED FOR IN GDs
The GD coordinator does the assessment of candidate’s performance. Normally there are three GD coordinators and they sit in three different positions, each observing the group and noting down the relevant aspects. The coordinators and very senior people who have ample experience in man-management and hence they are easily able to examine the candidates. Following are the qualities that are looked for during a GD--

(A) Leadership Ability   
1. DRIVE, INITIATIVE AND ENTERPRISE
2. ABILITY TO GIVE DIRECTION
3. SHOULDERING RESPONSIBILITY
4. POSITIVE INTERVENTION AND COORDINATION
5. OBJECTIVITY AND GOAL FULFILMENT
 
(B) Knowledge
1. GRASP OF THE SUBJECT MATTER
2. VALUE ADDITION
3. ORGINALITY
4. RANGE OF IDEAS
 
(C) Analytical Ablity
USE OF ARGUMENTS, EXAMPLE AND LOGIC—HOW EFFECTIVELY ARE THE SAME RELATED TO THE SUBJECT MATTER.  
 
(D) Communication   
1. FLUENCY AND CLARITY OF THOUGHT
2. PRESENTATION
3. LISTENING TO OTHERS
4. CONCISE AND CLEAR-CUT VIEWPOINTS
5. CONVICTION  
6. BODY LANGUAGE
 
(E) Group Behavior
 1. PERSUASIVE ABILITY
 2. TO CARRY PEERS ALONG
 3. TO BE ABLE TO GET ALONG WITH THE GROUP

The panel may also assess you in terms of negative attributes like extremism in views, use of foul & abusive language, not following the instructions, aggressive body language etc.

TIPS FOR GDs

DOs

• Be determined to do well
• Listen carefully to the instructions of the panel. Do accordingly.
• Lend ears to others who make genuine contribution.
• Keep it short and simple.
• Always add value to discussion.
• Intervene positively to put GD on track.
• Conclude periodically.
• Adhere to principles of politeness.
• Substantiate and give reasons for your contentions.
• Give facts and figures but don’t overdo it.
• Have a clear- cut view.
• Be deliberate and slow in delivering your points.
• Be assertive not aggressive.
• Make eye contact with your group members while you speak.
• Avoid any irritating gestures.
• Be sincere.

DON’Ts

• Interrupt unnecessarily.
• Try to monopolize GD.
• Adopt a negative stance.
• Speak loudly (if not required)
• Address the panel.
• Flay your hands.
• Speak in turns.
• Talk too fast.
• Be too conscious of your body language.
• Over praise people.
• Adopt a casual look.
• Get excited.

HOW TO RUIN YOUR GD
If you are hell bent upon ruining your GD we provide with some useful tips:

• Start shouting right from the beginning. This way you can make sure that no one gets a chance to speak anything. Also, you should make sure that if someone else also shouts, you should make aggressive and threatening gestures. A fist can be useful.
• Keep changing your stand continuously.
• Always contradict what others have to say.
• Maintain a sardonic smile on your face throughout the GD. This way you will be able to tell the examiners that you are much superior to the other members of the group.
• Ask some other members of the group to shut up.
• Use your pet words like “ Yaar”etc. This will lend a touch of ethnic elegance to the whole affair.
• Laugh loudly and heartily. This shows that you are jolly person.
• Point out the errors of others and make fun of them.
• Keep yawning from time to time. Maintain a blank look on your face.

Kindly note that on adopting these strategies you and only you shall be responsible for the consequences. WE BEAR NO RESPONSIBILITY.