Personal vs. Group Issues

Sometimes, two people caught up in a personal and emotional kind of war will insist on dragging the whole collective into their squabble, each (or sometimes only one) person demanding that the group censure the other. The person who has greater power within the group, a stronger personality, or the ability to make the best case for being the most aggrieved might then very well succeed in gathering an indignant, angry mob to rally against the other party.

It is sometimes helpful for a small number of collective members, perhaps one to three, to intervene as intermediaries between the warring parties and help them find an appropriate means to resolve the conflict, at least to an extent that will allow them to continue functioning as collective members. For instance, it may be useful to find neutral mediators outside the group. But it is altogether inconsistent with the spirit of consensus and egalitarianism, which presupposes equal respect for each individual and his or her contribution to the group, for the collective to act as judge and jury (or bloodthirsty villagers carrying torches) in a situation that is emotionally painful for those involved and about which the collective cannot and should not know all the details.

Public conflict resolution, while certainly a better alternative than jumping to collective conclusions and decisions based on rumors and innuendo, puts the parties in the embarrassing position of having to explain private choices (of which they may not be particularly proud) in front of everybody. This tactic is likely only to lead to defensiveness, refusal to yield one's ground for fear of losing face, and further hurt feelings.

A collective may come up with the argument that internal disputes harm the image of the group to potential outside supporters and must therefore be suppressed by distancing one of the parties from its activities. Yet, this idea is highly authoritarian, and it is likely to do greater damage to the collective by breaking it apart rather than working to bring it together. Moreover, it leads us to the logical conclusion that the best way to preserve harmony in the group is simply not to tolerate conflict.

A converse sort of problem also occurs fairly often: Someone raises a legitimate grievance about the inappropriate way another member is conducting herself within the sphere of the collective's activities, then finds himself being accused of bringing the complaint up to the collective merely because of a personal dislike.

This instance involves an abuse of the collective process, usually by a self-appointed leader who does not wish to answer for her actions--who will therefore seek to distract from any criticism by claiming that the complainant has a personal problem rather than a legitimate concern. And soon, the poor soul who had the audacity to call the leader to task might find himself slandered, vilified, or attacked with verbal invectives meant to frighten him into submission.

At this point, some well-meaning collective members might respond to all the interpersonal tension by urging everyone to chill. They might even spout a bunch of well-meaning platitudes such as, "What's important is the group's work" (which should not be sidelined by "petty bickering," of course). And to uninformed passersby, this might seem like a good assessment, a reasonable answer given in the interest of peace. In truth, however, such a reaction is simply callous and insensitive. It's symptomatic of the kind of thoughtlessness that results when gullible people allow their leader to manipulate them. (Although, that's not to say that it can't also sometimes be used as a deliberate tactic as well...)

We believe that in this kind of situation, the collective must simply encourage the dissenter to speak up. The group should not allow a dissenting opinion to be stifled simply so that they can avoid further conflict. That is a false kind of peace, a perpetuation of injustice that does not suit a group that's (supposedly) seeking to create a more democratic society.

Please send your comments and suggestions to: collectivebook@yahoo.com.


BOOK I:
"Is This What Consensus Looks Like?"

BOOK II:
"Is This the Just Society We Want to Model?

BOOK III:
"Some
Solutions?"

[Why This Booklet?]
[Introduction to Consensus]
[The Particular Vulnera-
bility of Collectives
]
[Power Sharing]
[Red Flags to Guard Against]
[Ploys To Subvert Consensus]
[The Problem With Politeness]
[The Need For Kindness]
[Creating Pariahs]
[Respect for Differences]
[Personal vs. Group Issues]
[Micro-Managing Behaviors]
[Skepticism is Healthy]
[There's Hope]


[A Model for Justice?]
[The Dearth of Due Process]
[What About Free Speech?]
[Cruelty]


[Codifying the Collective Process]
[Relinquishing Control of Projects and People]
[Staying True to the Mission]
[What’s a Lone Person to Do?]


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COLLECTIVE BOOK ON COLLECTIVE PROCESS

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