The group leader will want to be aware of the group dynamics and redirect and positively influence the group when problems may arise. According to Toseland & Rivas (2012), “group workers should be familiar with four dimensions of group dynamics: (1) communication and interaction patterns; (2) the cohesiveness of the group and its attractiveness to its members; (3) social controls such as norms, roles, and status; and (4) the culture of the group” (p.94). The common thread among members will be addiction issues, but the leader must be aware that each group will include people who differ in gender, socioeconomic status, race, religious ties, age, and mental and physical abilities. The practitioner should help the group to have cohesion and encourage openness within the group. Leaders should promote group unity and acceptance of diversity within the group. If conflict develops due to differences within the group, the leader should help resolve it sensitively and promote acceptance of members' differences. According to Fujishin (2013), “The main benefit of diversity lies in group decision making, problem solving, and productivity. Heterogeneous groups provide much greater perspectives, experiences, information, and expertise than homogeneous groups” (p. 13). The group leader should also avoid personal judgments or discrimination against some group members. Common aspects as well as differences should be discussed within the group. Communication styles and ways of participating can be influenced by cultural background. Group leaders should modify the principles of group practice to use different techniques that work for all cultures represented in the group. Strength-based perspectives and evidence-based practices should be used by the social