17 關於團體諮商中可能出現的心理風險，下列領導者的作法何者最正確？
(A)當成員甲被挑出成為團體的「代罪羔羊」時，最好先探討甲發生何事，避免他成為眾矢之 的，而影響團體運作的效能
(B)領導者對於自我揭露的成員應給予讚賞與肯定，以鼓勵成員的深度自我揭露，增加團體的親 密感
(C)領導者使用「面質」技術時，可以增加成員對於領導者專業的尊重，並且幫助成員更直接 面對內心的痛苦
(D)若成員對於改變感到痛苦與不適，領導者應站在專業的立場要求成員嘗試做出改變行為

(B) 適時的自我揭露是可以的。但過度(或深度)的自我揭露可能會導致其他成員的傷害。如：有些人可能會被過去的自我揭露傷害，而使成員不敢有新的自我揭露。

Corey. Groups process and practice 10th edition, P.67: 

『Self-disclosure is sometimes misused by group members. The group norm has
sometimes been misunderstood to mean the more disclosure that takes place,
the better. But privacy can be violated by indiscriminately sharing one’s personal
life. Self-disclosure is an essential aspect of any working group, but it is
a means to the end of fuller self-understanding and should not be promoted
in its own right. It is important to keep in mind prohibitions against self-disclosure
within certain ethnic and cultural groups. Some members may have
been harmed by past self-disclosure, and others may be hesitant to make any
personal disclosures. Group members may avoid participating by remaining
quiet and allowing other members to talk and do work.』