AGPA Guidelines and Expectations for Serving in Leadership Roles

The American Group Psychotherapy Association (AGPA) is dedicated to advancing group therapy practice, research, and providing quality training in group psychotherapy and other group interventions, consultation, and direct services nationally and internationally.

Aspirational Leadership of AGPA

AGPA leaders are expected to provide service to and strengthen the organization in all domains. It is expected that individuals in leadership will read agenda materials and attend and actively participate in all meetings related to their role. Further, they will serve AGPA by joining committees, being mentors, earning the CGP status, and advancing group therapy through research and publications that reflect the full range of contemporary science in an integrative, comprehensive, and inclusive fashion.

AGPA leaders are ambassadors for the organization, and our public-facing actions in our personal and professional lives reflect on the organization as-a-whole. As a 501(c)(3) tax-exempt nonprofit organization, leaders are required to be mindful of the ban on political campaign activity to which AGPA is subject.

Divergence of opinion is expected to be addressed in an inclusive spirit that humanizes the other and reflects our professionalism. AGPA leaders are expected to engage in respectful dialogue, sharing responsibility for cultivating a space for growth and understanding, openness towards alternative perspectives, utilizing tools as outlined by the AGPA Guidelines for Creating Affirming Group Experiences.

Leadership as Related to Advancing Group Therapy Research

AGPA leaders are encouraged to support the organization’s mission by advancing the group therapy field through research and publications. Group therapy is an underutilized, underrecognized, and underappreciated treatment which is puzzling given the soaring mental health needs around the globe. AGPA leaders can contribute to group therapy research in a few ways including: 1) Publishing evidenced, empirically based group therapy research; 2) Publishing articles, columns, chapters, books that strengthen the topics and norms of diversity, equity, inclusion, intersectionality of marginalized identities, vulnerable and disabled identities in group therapy practice and non-Eurocentric approaches; 3) Publishing in AGPA’s Group Circle newsletter and the International Journal of Group Psychotherapy; 4) Mentoring others to publish and research, especially those who are inexperienced.

Positional Privilege of Leadership

In our professional lives, we work to align our intent with our impact. As a leader in AGPA, one is expected to be mindful of one’s positional privilege and the potential impact of one’s communications, even when not speaking officially on behalf of the organization.

Leadership as Related to Diversity, Equity, and Inclusion

AGPA is dedicated to being an antiracist, anti-oppressive, and accessible organization advocating for the respectful inclusivity of all our members. Adhering to this goal, leaders are expected to model and promote the highest professional and ethical standards and boundaries: honoring and respecting the diversity and intersectionality of a large national and international multidisciplinary mental health organization.

Leadership facilitates a process within an organization where diverse individuals (specifically those who have been underrepresented in AGPA and our communities at large) are welcomed, supported, empowered, and belong. Leadership provides specific opportunities to make a difference by speaking up, inviting dialogue, and fostering change toward inclusion and equity. This can be achieved by sharing best practices as it relates to knowledge and skills, which facilitates the efficiency and effectiveness of the organization and its goals. 

Proposed Service Requirements with AGPA Leadership Roles

We recognize that it is a privilege to serve in a leadership position in AGPA. As such, we recommend the following requirements, attitudes and commitments, and personal and professional aspirations.

Requirements of Professional Standing

It is expected that those in leadership positions of AGPA will:

• Have an active membership in good standing in the organization.
• Adhere to the organization’s guidelines.
• Be free from sanction by any professional licensing or certification board/body.

Professional Attitudes and Commitments

It is expected that those in leadership positions in AGPA will commit to:

• Safeguarding, the AGPA mission and aligning professional statements and actions with the that mission.
• Engaging with AGPA projects and initiatives.
• Identifying and/or promoting diverse professionals (including from a range of historically marginalized identities) to engage in AGPA, its leadership, operations, and Affiliates.
• Implementing, abiding by, supporting and upholding AGPA Guidelines for Creating an Affirming Group Experience, the AGPA Safe Environment Conduct Policy, and the AGPA Policy Statement on Inclusion (see the Website for these documents).

Professional and Personal Aspirations Related to DEI

It is expected that those in leadership positions in AGPA will have:

• Integrity, courage, compassion and respect in their professional interactions and roles.
• Knowledge, insight and understanding regarding sensitivity into issues of identity, diversity, equity and inclusivity, intersectionality of marginalized identities, vulnerable and disabled identities and how this impacts an individual’s experiences of exclusion and not belonging.
• A commitment to keep DEI as a focus in the development, growth, and advancement of AGPA.
• Evidence of past and contemporary DEI practices and values by examining personal implicit bias and privilege.
• A commitment to action to mitigate the influence of biases and privilege.
• An orientation to continue learning about DEI, power, privilege, and marginalization.
• Openness to feedback; accountability, and willingness to engage in constructive dialogue to advance individual and collective understanding.

This document, while neither exhaustive nor fixed, has been created as part of the governing documents for AGPA. It is a living document that will continue to be updated as needed over time. (8/24)