Diagnosing low group capacity: Difference between revisions

Latest revision as of 22:21, 8 December 2022

The following resource was compiled using existing organizer databases and resources by movement thinkers on group capacity, and using thoughts from grassroots organizers within the hub's community of practice. This guide was developed in response to a request from a grassroots group asking for support on addressing low capacity. In particular, the group was struggling with keeping current members engaged.

We at the Hub have identified 3 main root causes of low group capacity: 1. Culture-related, 2. strategy-related and 3. structure-related.

Culture-related

Culture-related ^[1] problems that might reduce group capacity, and some approaches to solving them, might include...

In a group of 'X' people, each person should speak no more than 'X%' of the time.

See this resource created by activist Daniel Hunter on how to build a resilient culture in our activist groups, or this one from Transition Network on balance vs exhaustion.

A care web is a system in which people support each other through reciprocity. They differ from charitable care models in which people with disabilities only receive passive care. Webs are best monitored by the needs and wants of team members to ensure that their needs are adequately addressed. Check out Leah Lakshmi Piepzna-Samarasinha's articles on care webs .

What are the reasons why the members initially got involved?

What were they looking for in this group?

Compare your answers to the mission statement, vision, values, etc. of your group.

For more on culture-related concerns, see this resource by the New Economy Organizers network.

Strategy-related

Strategy-related ^[2] problems that might reduce group capacity, and some approaches to solving them, might include...

See elements of group strategy, systems mapping and theory of change for more.

Structure-related

Structure-related factors that might reduce group capacity, and some approaches to solving them, might include...

See the ladder of engagement for more.

A Buddy system applies older members as mentors to help newer members understand the movement. Read more about buddy systems in our navigating turnover wiki page. Read more about the bottleneck effect from momentum here.

Read more about delegating tasks here.

Hub Community Responses

Caitlin Chan (Climate Justice Montreal)	The group to which I belong (@CJM) has undergone a restructuring and a reflection on itself. For us, it's easier to build internal capacity and motivation by 1) focusing on two areas that members are actively enthusiastic about working on and b) planning a 'friendlier social event to learn how to knowing on a more personal level so that you can tailor a larger group structure that can withstand drops in capacity. I think the focus on social connection as a way to build internal capacity and energy is key for us! I think the logic for us is that if we flourish within the collective, more people will want to mobilize through our energy and our actions !'

Climate Justice Toronto	"Assuming we do this kind of grassroots work [democratic and slow, with efforts to meaningfully connect with all members and integrate their thoughts and perspectives], the movement we are building has its own compelling spirit that can surviving when a person needs to step back and rest." - Climate Justice Toronto Check out the following write-up by Climate Justice Toronto which reflects on their restructuring process. !'

Further resources:

NEON culture toolkit

350: How to get others involved

Gini's approach to culture

350: Ladder of engagement

Momentum Structure Report

Giving and receiving feedback

CJTO's reflections on restructuring

Mobilisation Lab on team culture

Change Agency: Elements of campaign strategy

Power dynamics in virtual meetings

Relationships: the glue of organizing

Balance or burnout

Building a resilient culture of resistance

Leah Lakshmi Piepzna-Samarasinha's articles

System Map Template

Theory of Change

If you have any suggested revisions or additional resources to share related to the above content, please email them to kenzie@lehub.ca.

This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.

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↑ mobilisationlab.org
↑ commonslibrary.org/elements-of-campaign-strategy/

[1] sationlab.org

[2] slibrary.org/elements-of-campaign-strategy/

[1]

[2]

@@ Line 1: / Line 1: @@
-''<span style="background-color: rgb(209, 241, 238); font-size: 16pt;>"Assuming we do this kind of grassroots work [democratic and slow, with efforts to meaningfully connect with all members and integrate their thoughts and perspectives], the movement we are building has its own compelling spirit that can surviving when a person needs to step back and rest." </span>''
+<span style="font-size: 11pt;">The following resource was compiled using existing organizer databases and resources by movement thinkers on group capacity, and using thoughts from grassroots organizers within the hub's community of practice. This guide was developed in response to a request from a grassroots group asking for support on addressing low capacity. In particular, the group was struggling with keeping current members engaged.</span>
-''<span style="font-size: 14pt;">- </span><span style="font-size: 14pt;">[https://climatejusticeto.com/2021/10/18/building-a-better-future-from-the-inside-out-cjtos-restructuring-process/ Climate Justice Toronto]</span>''
+[[image:Diagnosis Low capacity (wiki banner) (1).png|1125px|border]]
-We at the Hub have identified 4 main root causes of low group capacity.
-[[image:Diagnosis Low capacity (wiki banner) (1).png|1125px|border]]
+We at the Hub have identified 3 main root causes of low group capacity: 1. Culture-related, 2. strategy-related and 3. structure-related.
 == <span style="font-size: 18pt;">Culture-related</span> ==
@@ Line 15: / Line 13: @@
 [[File:3.png|1125px|border]]
-[[File:4t.png|1125px|border]]<p>''<span style="font-size: 10pt;" ><span>Example</span></span>''</p>
+[[File:4t.png|1125px|border]]<p>''<span style="font-size: 10pt;">In a group of 'X' people, each person should speak no more than 'X%' of the time.</span>''</p>
-<p>''<span style="font-size: 10pt;" >"In a group of 'X' people, each person should speak no more than 'X%' of the time."</span>''</p>
 [[File:5.png|1125px|border]]
-''
+''See this resource created by activist [https://commonslibrary.org/how-to-build-a-resilient-culture-of-resistance-in-hard-times/ Daniel Hunter] on how to build a resilient culture in our activist groups, or this one from [https://transitionnetwork.org/news/editorial-sophy-banks-on-balance-or-burnout/ Transition Network] on balance vs exhaustion.''
-<span style="font-size: 10pt;" >
-<span>Consult this resource created by activist [https://commonslibrary.org/how-to-build-a-resilient-culture-of-resistance-in-hard-times/ Daniel Hunter] </span><span>on how to build a resilient culture in our activist group as well as the one from the [https://transitionnetwork.org/news/editorial-sophy-banks-on-balance-or-burnout/ Transition Network] </span><span>on the notion of balance vs </span><span>exhaustion.</span></span>''
 [[File:6.png|1125px|border]]
-<span style="">[[File:7.png|1125px|border]]</span><p>''<span style="font-size: 10pt;" ><span>A '''care web '''is a system in which people support each other through reciprocity. </span><span>They differ from charitable care models in which people with disabilities only receive passive care. </span><span>Webs are best monitored by the needs and wants of team members to ensure that their needs are adequately addressed. Read more about </span></span>''[https://static1.squarespace.com/static/5a354481a9db0961249f52ec/t/5f5c2593ce23ec19f7cae9f8/1599874451239/Care+Webs.pdf care webs]''<span style="font-size: 10pt;" > here.</span>''</p>
+<span style=" ">[[File:7.png|1125px|border]]</span><p>''<span style="font-size: 10pt;"><span>A '''care web '''is a system in which people support each other through reciprocity. </span><span>They differ from charitable care models in which people with disabilities only receive passive care. </span><span>Webs are best monitored by the needs and wants of team members to ensure that their needs are adequately addressed. Check out </span></span>''[https://brownstargirl.org/care-webs-experiments-in-collective-care/ Leah Lakshmi Piepzna-Samarasinha's articles on care webs]''<span style="font-size: 10pt;"> .</span>''</p>
-[[File:8.png|1125px|border]]<p><span style="font-size: 12pt;">''<span>What are the reasons why the members initially got involved?</span>''</span></p>
+[[File:8.png|1125px|border]]<p><span style="font-size: 10pt;">''<span>What are the reasons why the members initially got involved?</span>''</span></p>
-<p><span style="font-size: 12pt;">''<span>What were they looking for in this group?</span>''</span></p>
+<p><span style="font-size: 10pt;">''<span>What were they looking for in this group?</span>''</span></p>
-<p><span style="font-size: 12pt;"><span>Compare your answers to the mission statement, vision, values, etc. </span><span>of your group.</span></span></p>
+<p><span style="font-size: 10pt;"><span>Compare your answers to the mission statement, vision, values, etc. </span><span>of your group.</span></span></p>
 <span style="">[[File:9.png|1125px|border]]</span>
-== Peut-être que la faible capacité n'est pas votre défi principal? ==
+<span style=""></span>
-Here are some group culture concerns compiled by the New Economy Organizers Network <ref> drive.google.com/file/d/1J029Essmq9apE7C8qlf-vA7EDWA7mJ1S/view</ref> :
-{| class="wikitable" style="border-collapse: collapse; width: 100%; height: 316px;"
-|-
-| style="width: 24.1634%; background-color: rgb(153, 225, 217); border-color: rgb(187, 145, 183);" | <span style="color: rgb(0, 0, 0);">'''Dysfonction'''</span><br>
-| style="width: 42.5032%; background-color: rgb(153, 225, 217); border-color: rgb(187, 145, 183);" | <span style="color: rgb(0, 0, 0);">'''Solution'''</span><br>
-|- style="height: 79px;"
-| style="width: 24.1634%; height: 79px; background-color: rgb(209, 241, 238); border-color: rgb(187, 145, 183);" |
 ''
-<span style="color: rgb(0, 0, 0);">Absence de confiance</span>''
+<span>For more on culture-related concerns, see this resource by the [https://drive.google.com/file/d/1J029Essmq9apE7C8qIf-vA7EDWA7mJ1S/view New Economy Organizers network].</span>''
-| style="width: 42.5032%; height: 79px; background-color: rgb(255, 255, 255); border-color: rgb(187, 145, 183);" |
-<span style="color: rgb(0, 0, 0);">- Accord de groupe sur la culture</span>
-<span style="color: rgb(0, 0, 0);">- Développement de pratiques anti-oppressives</span>
-<br>
-<span style="color: rgb(0, 0, 0);">-Culture des relations</span>
-|- style="height: 69px;"
-| style="width: 24.1634%; height: 69px; background-color: rgb(209, 241, 238); border-color: rgb(187, 145, 183);" | ''<span style="color: rgb(0, 0, 0);">Peur du conflit</span>''<br>
-| style="width: 42.5032%; height: 69px; background-color: rgb(255, 255, 255); border-color: rgb(187, 145, 183);" |
-<br>
-<span style="color: rgb(0, 0, 0);">- Compréhension de son approche face aux conflits</span>
-<span style="color: rgb(0, 0, 0);">- Outils pour faciliter les discussions d'enjeux</span>
-|- style="height: 87px;"
-| style="width: 24.1634%; height: 87px; background-color: rgb(209, 241, 238); border-color: rgb(187, 145, 183);" | ''<span style="color: rgb(0, 0, 0);">Manque d'engagement</span>''<br>
-| style="width: 42.5032%; height: 87px; background-color: rgb(255, 255, 255); border-color: rgb(187, 145, 183);" |
-<span style="color: rgb(0, 0, 0);">
-<span>- Établissement une direction stratégique</span>
-<span>- Assignation de rôles précis</span></span>
-<span style="color: rgb(0, 0, 0);">- Création d'un système de prise de décision</span>
-|- style="height: 57px;"
-| style="width: 24.1634%; height: 57px; background-color: rgb(209, 241, 238); border-color: rgb(187, 145, 183);" | ''<span style="color: rgb(0, 0, 0);">Absence de responsabilité</span>''<br>
-| style="width: 42.5032%; height: 57px; background-color: rgb(255, 255, 255); border-color: rgb(187, 145, 183);" |
-<span style="color: rgb(0, 0, 0);">
-<span>- Processus de responsabilisation</span>
-<span>- Processus de rétroaction</span></span><br>
-|- style="height: 24px;"
-| style="width: 24.1634%; height: 24px; background-color: rgb(209, 241, 238); border-color: rgb(187, 145, 183);" | ''<span style="color: rgb(0, 0, 0);">Manque d'attention aux résultats</span>''<br>
-| style="width: 42.5032%; height: 24px; background-color: rgb(255, 255, 255); border-color: rgb(187, 145, 183);" |
-<span style="color: rgb(0, 0, 0);">- Processus d'apprentissage</span>
-|}
-<br>
 == <span style="font-size: 18pt;">Strategy-related</span> ==
@@ Line 82: / Line 35: @@
 ''
-<span style="font-size: 14pt;" >Strategy-related  <ref> commonslibrary.org/elements-of-campaign-strategy/</ref> <sup id="cite_ref-1" class="reference"></sup>problems that might reduce group capacity, and some approaches to solving them, might include...</span>''
+<span style="font-size: 14pt;">[[Strategy]]-related  <ref> commonslibrary.org/elements-of-campaign-strategy/</ref>  <sup id="cite_ref-1" class="reference"></sup>problems that might reduce group capacity, and some approaches to solving them, might include...</span>''
 [[File:11.png|1125px|border]]
@@ Line 89: / Line 42: @@
 ''
-<span style="font-size: 10pt;" >See </span>''[https://commonslibrary.org/elements-of-campaign-strategy/ elements of group strategy]''<span style="font-size: 10pt;" >, </span>''[https://commonslibrary.org/system-map-template/ systems mapping]''<span style="font-size: 10pt;" > and </span>''[https://drive.google.com/drive/folders/1YIBlngntMqeQAbRHJC8SuVbwFGBmTQKh theory of change]''<span style="font-size: 10pt;" > for more.</span>''
+<span style="font-size: 10pt;">See </span>''[https://commonslibrary.org/elements-of-campaign-strategy/ elements of group strategy]''<span style="font-size: 10pt;">, </span>''[https://commonslibrary.org/system-map-template/ systems mapping]''<span style="font-size: 10pt;"> and </span>''[https://drive.google.com/drive/folders/1YIBlngntMqeQAbRHJC8SuVbwFGBmTQKh theory of change]''<span style="font-size: 10pt;"> for more.</span>''
 == <span style="font-size: 18pt;">Structure-related</span> ==
@@ Line 95: / Line 48: @@
 ''<span style="font-size: 14pt;">[[File:13.png|1125px|border]]</span>''
-<span style="font-size: 14pt;" >''<span>Structure-related factors that might reduce group capacity, and some approaches to solving them, might include...</span>''</span>
+<span style="font-size: 14pt;">''<span>[[Structure]]-related factors that might reduce group capacity, and some approaches to solving them, might include...</span>''</span>
 ''<span style="font-size: 14pt;">[[File:14.png|1125px|border]]</span>''
@@ Line 101: / Line 54: @@
 ''<span style="font-size: 14pt;">[[File:15.png|1125px|border]]</span>''
-<span style="font-size: 10pt;" >''<span>See the [https://trainings.350.org/resource/increase-your-volunteers-involvement/  ladder of engagement ] for more.</span>''</span>
+<span style="font-size: 10pt;">''<span>See the [https://trainings.350.org/resource/increase-your-volunteers-involvement/  ladder of engagement ] for more.</span>''</span>
 ''<span style="font-size: 14pt;">[[File:16.png|1125px|border]]</span>''
-<span style="font-size: 10pt;" >''<span>A Buddy system applies older members as mentors to help newer members understand the movement. Read more about buddy systems in our [https://en.wiki.lehub.ca/index.php/Navigating_Turnover_in_Student_Groups navigating turnover wiki page]. Read more about the [https://drive.google.com/file/d/10gxDNtlCGVRXv4DYIfAKLjxoxuxV8AIe/view bottleneck effect] from momentum here.</span>''</span>
+<span style="font-size: 10pt;">''<span>A Buddy system applies older members as mentors to help newer members understand the movement. Read more about buddy systems in our [https://en.wiki.lehub.ca/index.php/Navigating_Turnover_in_Student_Groups navigating turnover wiki page]. Read more about the [https://drive.google.com/file/d/10gxDNtlCGVRXv4DYIfAKLjxoxuxV8AIe/view bottleneck effect] from momentum here.</span>''</span>
 ''<span style="font-size: 14pt;">[[File:17.png|1125px|border]]</span>''
-<span style="font-size: 10pt;" >''<span>Read more about [https://trainings.350.org/resource/how-to-get-others-involved/ delegating tasks] here.</span>''</span>
+<span style="font-size: 10pt;">''<span>Read more about [https://trainings.350.org/resource/how-to-get-others-involved/ delegating tasks] here.</span>''</span>
 == Hub Community Responses ==
@@ Line 118: / Line 71: @@
 <br>
 | style="width: 77.5097%; height: 195px; background-color: rgb(255, 255, 255);" |
-''<span style="">The group to which I belong (@CJM) has undergone a restructuring and a reflection on itself.&nbsp;</span><span style="">For us, it's easier to build internal capacity and motivation by 1) focusing on two areas that&nbsp;</span>'''<span style="">members are actively enthusiastic about working on and b) planning a&nbsp;</span>''''''<span style="">friendlier</span>'''<span style="">&nbsp;social event&nbsp;</span><span style="">to learn how to knowing on a more personal level so that you can tailor a larger group structure that can withstand drops in capacity.&nbsp;</span><span style="">I think the focus on social connection as a way to build internal capacity and energy is key for us!&nbsp;</span><span style="">I think the logic for us is that</span>'''<span style="">if we flourish within the collective, more people will want to mobilize through our energy and our actions</span>'''<span style="">&nbsp;!</span>''
+''<span style="">The group to which I belong (@CJM) has undergone a restructuring and a reflection on itself.&nbsp;</span><span style="">For us, it's easier to build internal capacity and motivation by 1) focusing on two areas that&nbsp;</span>'''<span style="">members are actively enthusiastic about working on and b) planning a&nbsp;</span>''''''<span style="">friendlier</span>'''<span style="">&nbsp;social event&nbsp;</span><span style="">to learn how to knowing on a more personal level so that you can tailor a larger group structure that can withstand drops in capacity. </span><span style="">I think the focus on social connection as a way to build internal capacity and energy is key for us!&nbsp;</span><span style="">I think the logic for us is that </span>'''<span style="">if we flourish within the collective, more people will want to mobilize through our energy and our actions</span>'''<span style="">&nbsp;!</span>''''<span style=""></span>''
+|}
+{| class="wikitable" style="border-collapse: collapse; width: 100%; height: 195px;"
+|- style="height: 195px;"
+| style="width: 22.4903%; height: 195px; background-color: rgb(187, 145, 183);" | Climate Justice Toronto <br>
+<br>
+| style="width: 77.5097%; height: 195px; background-color: rgb(255, 255, 255);" |
+''<span style="">"Assuming we do this kind of grassroots work [democratic and slow, with efforts to meaningfully connect with all members and integrate their thoughts and perspectives], the movement we are building has its own compelling spirit that can surviving when a person needs to step back and rest." </span>''
+''<span style="font-size: 14pt;">- </span><span style="font-size: 14pt;">[https://climatejusticeto.com/2021/10/18/building-a-better-future-from-the-inside-out-cjtos-restructuring-process/ Climate Justice Toronto]</span>''
+Check out the following write-up by Climate Justice Toronto which [https://climatejusticeto.com/2021/10/18/building-a-better-future-from-the-inside-out-cjtos-restructuring-process/ reflects on their restructuring process.]''<span style="">&nbsp;!</span>''''<span style=""></span>''
 |}
+<span style="text-decoration: underline;">'''Further resources:'''</span>
+[https://drive.google.com/file/d/1J029Essmq9apE7C8qIf-vA7EDWA7mJ1S/view NEON culture toolkit]
+[https://trainings.350.org/resource/how-to-get-others-involved/ 350: How to get others involved]
+[https://drive.google.com/file/d/0B44XthBdMmN6bGlfdk8zejdSZUU/view?resourcekey=0-8wiUDAzNKJFFsxdErHp7tA Gini's approach to culture]
+[https://trainings.350.org/resource/increase-your-volunteers-involvement/ 350: Ladder of engagement]
+[https://drive.google.com/file/d/10gxDNtlCGVRXv4DYIfAKLjxoxuxV8AIe/view Momentum Structure Report]
+[https://commonslibrary.org/giving-and-receiving-feedback-2/ Giving and receiving feedback]
+[https://climatejusticeto.com/2021/10/18/building-a-better-future-from-the-inside-out-cjtos-restructuring-process/ CJTO's reflections on restructuring]&nbsp;
+[https://commonslibrary.org/creating-a-team-culture/ Mobilisation Lab on team culture]
+[https://commonslibrary.org/elements-of-campaign-strategy/ Change Agency: Elements of campaign strategy]
+[https://commonslibrary.org/power-dynamics-and-inclusion-in-virtual-meetings/ Power dynamics in virtual meetings]
+[https://commonslibrary.org/relationships-are-the-glue-of-organising/ Relationships: the glue of organizing]
+[https://transitionnetwork.org/news/editorial-sophy-banks-on-balance-or-burnout/ Balance or burnout]
+[https://commonslibrary.org/how-to-build-a-resilient-culture-of-resistance-in-hard-times/ Building a resilient culture of resistance]
+[https://brownstargirl.org/category/recent-articles-media/ Leah Lakshmi Piepzna-Samarasinha's articles]
+[https://commonslibrary.org/system-map-template/ System Map Template]
+[https://docs.google.com/document/d/18590bIb-Xuf4PHmXOv_vw3MmYjIgoYp_/edit?usp=sharing&ouid=107892748027579981492&rtpof=true&sd=true Theory of Change]
+If you have any suggested revisions or additional resources to share related to the above content, please email them to kenzie@lehub.ca.
+<br></p>
+[[File:Creative commons.png|300px|link=https://creativecommons.org/licenses/by-nc/4.0/|center|frameless]]
+<div style="text-align:center;">This work is licensed under a [https://creativecommons.org/licenses/by-nc/4.0/ Creative Commons Attribution-NonCommercial 4.0 International License]. </div>
+'''[https://en.wiki.lehub.ca/index.php/Militant_Wiki Back to Homepage]'''