With development of group counseling and psychotherapy, more and more qualified group leaders are needed. However, there is lack of specific study on what qualified group leader in group counseling and psychotherapy is, especially in Chinese culture. At present there are only some views of qualified group leaders in group counseling and psychotherapy from influential psychologists in this area, but lack of empirical support on this topic. Even in the field of counselor’s competency, which focuses on the research of abilities a counselor needs in psychological counseling process, restricted its studies on individual counseling ability, thus lacks pertinence. Meanwhile, psychologists agreed that group counseling ability is not exactly the same as individual counseling ability. For these reasons, this study sought to explore which abilities group leaders need in group counseling and psychotherapy, and construct “The Competency Model of Group Leaders” via a qualitative approach. This model is aimed to provide a reference standard for evaluating the capability of group leaders, and it can be used to guide the training and evaluation of group leaders. Fourteen Chinese group leaders from university counseling centers, hospital and corporation participated in the study, out of which thirteen were valid. Five of these people belonged to the “excellent group”, and the other eight belonged to the “average group”. Two were male and eleven were female. The average age was 40.64 [Age range was from 26 to 58]. We collected qualitative data by using Behavior Event Interview (BEI). Every group leader was interviewed face to face at least two hours. Then we convert the recording into text. There was no statistically significant difference between the excellent group and the average group in terms of the length of the interview and the coding frequencies. And then referencing the coding protocol, we coded the text from the interview materials and analyzed the most critical coding words and built the competency model for group leaders in China with this data. Validity and reliability of this model are reported. The primary competency model of group leaders was established, which consisted of benchmark competency characters and distinctive competency characters. The benchmark competency characters conclude professional knowledge, change detection, environmental monitoring, judgment, discernment, observation, rational thinking, analytical thinking, comprehensive thinking, flexibility, initiative, clear objectives, problem solving, the ability of reflection, ability under pressure, emotional expression, self-awareness, honest, positive self-evaluation, focus on others’ positive side, interpersonal understanding, communication skills, empathy, care about others, desire for help, respect for others, tolerance of others, influence, guidance and training others, dedicated and responsible. Besides the common features, the distinctive competency characters also conclude courage to attempt, strong willed, stability, optimistic, patience, listening skills, the ability to control, rule consciousness. The reliability of the model (category agreement) was between 57.0%~72.1%. In addition, the coding results of behavioral interviews and their subjective capability cognition were analyzed. There are differences between the competencies they show and the competencies they thought to be the most important, between the new group leaders and the experience ones, and between the male group leaders and the female group leader. Reasons as to why these differences exist are discussed.