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) amongst members. It was found that she became more directive and ambivalent towards the evolving group dynamics (Corey, 1987) and I agree with Corey (2000 p.62) who argues: ''...it is a mistake to assume that anyone...with certain personal qualities...will be an effective group leader. ''Human diversity is a significant factor in working with all people'' (Brill, 1995 p.55) and the leader portrayed limited awareness of important ethical guidelines knowing ''the central ethical issues in group work is confidentiality'' (Corey & Corey, 1987 p.55).as well as in relation to the ethical framework (BACP, 2009) and It was found that both leaders demeaned and derogated the centrality of the group members (Miles, 1981).

The leader also failed to acknowledge the principles of beneficence (BACP, 2009) by refusing to act in the best interests of members whilst also contravening the group contract by utilising the sessions for her personal therapy (Corey et al. 1992). The co-leader unethically solicited members for private counselling consultations and misused his position regarding non-maleficence (BACP, 2009) this being the commitment to avoiding harm and remaining impartial towards group members. This violation was accompanied by prejudice, derogatory and discriminatory behaviour (Brown, 1995) becoming openly antagonistic towards members by consistently interfering with task achievement (Benjamin, 1978 p.90) and ''...task work behaviors and teamwork behaviors...'' (McIntyre & Salas, 1995). One member became notably aberrant and ambivalent (Benjamin, 1978 p.98) towards the group during confrontations with members as Weisharr (1996 p.188) argues that: ''...during psychological distress a person's thinking becomes more rigid and distorted''.

The co-leader made distressful comments to member Jim who became known as the group monopolist (Yalom, 1996) and to member Joolz the African-American member concerning 'equalitarianism' (Kloph, 1994) after which Joolz remarked that she experienced a sense of diminishing self-esteem (Brinich & Shelley, 2002) whilst remaining in the group. Festinger, Pepitone and Newcomb (1952 pp.382-389) describe the phenomenon of de-individuation as the loss of individuality when a person becomes a part of a group. Smith, Stewart, Myers and Latu (2008 pp.264-277) propose: ''Coping responses toracism have been suggested to mediate the relationship between discrimination and distress...''. This member then became ''...the silent member...'' of the group (Yalom, 1996 p.385) but continued to use ''...silent messages...'' (Barker et al. 1979 p.198) during which the co-leader made comments such as: ''[t]here are some people in here who never say anything'' (Corey & Corey, 1987 p.144).

I commented to the co-leader that not everyone was as talkative as him (Corey & Corey, 1987) and It was found that as Simmel (1955 p.13) argues: ''It is impossible to have social conflict without interaction among the parties in conflict...''. It would seem that the member who departed for no apparent reason had been victimized [and] 'the angry exit'...is upsetting to the group'' (Mullan & Rosenbaum, 1978 p.199) but as Fisher (1974 p.110) argues: ''...it is a way of achieving some kind of unity, even if it be through the annihilation of one of the conflicting parties''.

The Members' sense of unity and emotional welfare, their 'Habeas emotum' (Luft, 1966) became more nurturi