The goal of screening is not to select members based on the needs of the leader; the goal to prevent harm. It is important to consider member’s similarities, common experiences, but also their differences to foster both connection and opportunities to learn from others. Determining the fit of each person, the member’s readiness, the timing and dynamics of the of the group, and the leaders unique character are all part of the screening process (Corey et al., 2018).

Group composition - should have a homogeneous connection or a heterogeneous one

Group size – consider the age of members, leaders experience, type of group, target problems

Frequency and duration – appropriate timing for children vs. adults, balance time necessary to allow processing, but not too long to cause fatigue

Length of group – necessary to meet long enough to develop trust and cohesion while facilitating change

Location – consider privacy, comfort, and accessibility

Open vs. closed group – changing members vs. consistent membership (Corey et al., 2018).

When leaders are prepared, they are able to prepare members for a positive, meaningful experience.

• Shared responsibility in organizing and getting the group off the ground  

• Be clear about purpose, goals, and objectives

• Whenever possible, interview applicants as a team to set up the group with the intention of balanced roles

• Co-leaders should have a relationship where they understand each other. Spend time getting to know one another, personally and professionally . Co-leaders do not have to be best friends, however they should have a solid connection based on mutual respect,  understanding, and appreciation (Corey et al., 2018).