1. FOUNDER´S SYNDROME - A
Unconsciously assigning parent and authority figure roles to founders
2. FOUNDER´S SYNDROME - B
Founders clinging to an unconscious self image as parents or authority figures, assuming a wiser, superior, or more privileged status than other members.
3. VISIONARY ABUSE
When a visionary with a burning mission works grueling hours in primitive cramped, uncomfortable, or health-risking conditions – and expects that all members, interns and apprentices do the same happily. This is related to eco-macho, sustainabler than thou campground slave master mentality.
4. VISION AND VALUE DIFFERENCE
5. VIOLATING COMMUNITY AGREEMENTS
6. LETTING PEOPLE GET AWAY WITH VIOLATING COMMUNITY AGREEMENTS
7. INTERPERSONAL POWER STRUGGLES
8. ASSUMING THE WORST ABOUT OTHER PEOPLE´S MOTIVES
9. STRUCTURAL POWER IMBALANCES
10. EXHAUSTING, DIVISIVE OR UNPRODUCTIVE MEETING
11. LACK OF CRUCIAL INFORMATION
12. REMEMBERING VERBAL AGREEMENTS DIFFERENTLY
13. NO COMMUNICATION OR BEHAVIORAL AGREEMENTS
14. NO PROCESSES FOR ACCOUNTABILITY
15. NO MEMBERSHIP CRITERIA OR NEW MEMBER PROCESS
16. BEING SWAMPED WITH TOO MANY NEW MEMBERS
17. HIGH TURNOVER
18. PROCESSORS VS DOERS
19. SPIRITUAL VS PHYSICAL MANIFESTERS
20. DIFFERENCES IN INFORMATION PROCESSING
21. DIFFERENCES IN COMMUNICATION STYLE
22. WORK INBALANCES OR PERCEIVED INBALANCES
23. FINANCIAL ISSUES
24. TIME-CRUNCH ISSUES
25. GENDER IMBALANCE AND POWER-OVER ISSUES
26. BEHAVIORAL NORMS
27. BOUNDARY ISSUES
28. CARE AND MAINTENANCE ISSUES
29. CLEANLINESS AND ORDER ISSUES
30. LIFESTYLE ISSUES
*******************
SIX WAYS TO REDUCE CONFLICT
1 – Identify your community vision and create vision documents
2 – Choose a fair, participatory decision making process appropriate for your group. And if you choose consensus get trained in it.
3 – Make clear agreements – in writing. This includes choosing an appropriate legal entity for ¨owning¨ land together.
4 – Learn good communication and group process skills. Make clear communication and resolving conflicts a priority. Being able to talk with one another about sensitive subjects and still feel connected is a good definition of good communication skills.
5 – In choosing cofounders and new members, select emotional maturiy. Make sure all members are in alignment with your community´s vision, values and life style.
6 – Learn the Head Skills and Heart Skills you need to know. You need a good combination of – business, planning, and financial skills and knowledge along with trust, good will, honesty, integrity, kindness, and compassionate interpersonal communication skills.
While idealism, dreams and devotion are great, so are structure, organization, practicality and groundedness.
**********************
COMMUNITY CONFLICT RESOLUTION POLICY
When confronted with conflict of any kind, the community agrees to adhere to the conflict resolution principles and steps outlined below:
I - Problem solving ground rules:
II – Conflict Resolution Protocols, community members in conflict will:
Of course there can be other issues and challenges but these seem to be the ones that most communities seem to have to deal with at some point or another.
Taken from the book - ''Creating a Life Together'' by Diana Leafe Christian.
Shared by:
Radiant Life Community and Wellness Center
http://radiantlifecr.weebly.com/
http://radiantlifecr.weebly.com/community-blog
.
Unconsciously assigning parent and authority figure roles to founders
2. FOUNDER´S SYNDROME - B
Founders clinging to an unconscious self image as parents or authority figures, assuming a wiser, superior, or more privileged status than other members.
3. VISIONARY ABUSE
When a visionary with a burning mission works grueling hours in primitive cramped, uncomfortable, or health-risking conditions – and expects that all members, interns and apprentices do the same happily. This is related to eco-macho, sustainabler than thou campground slave master mentality.
4. VISION AND VALUE DIFFERENCE
5. VIOLATING COMMUNITY AGREEMENTS
6. LETTING PEOPLE GET AWAY WITH VIOLATING COMMUNITY AGREEMENTS
7. INTERPERSONAL POWER STRUGGLES
8. ASSUMING THE WORST ABOUT OTHER PEOPLE´S MOTIVES
9. STRUCTURAL POWER IMBALANCES
10. EXHAUSTING, DIVISIVE OR UNPRODUCTIVE MEETING
11. LACK OF CRUCIAL INFORMATION
12. REMEMBERING VERBAL AGREEMENTS DIFFERENTLY
13. NO COMMUNICATION OR BEHAVIORAL AGREEMENTS
14. NO PROCESSES FOR ACCOUNTABILITY
15. NO MEMBERSHIP CRITERIA OR NEW MEMBER PROCESS
16. BEING SWAMPED WITH TOO MANY NEW MEMBERS
17. HIGH TURNOVER
18. PROCESSORS VS DOERS
19. SPIRITUAL VS PHYSICAL MANIFESTERS
20. DIFFERENCES IN INFORMATION PROCESSING
21. DIFFERENCES IN COMMUNICATION STYLE
22. WORK INBALANCES OR PERCEIVED INBALANCES
23. FINANCIAL ISSUES
24. TIME-CRUNCH ISSUES
25. GENDER IMBALANCE AND POWER-OVER ISSUES
26. BEHAVIORAL NORMS
27. BOUNDARY ISSUES
28. CARE AND MAINTENANCE ISSUES
29. CLEANLINESS AND ORDER ISSUES
30. LIFESTYLE ISSUES
*******************
SIX WAYS TO REDUCE CONFLICT
1 – Identify your community vision and create vision documents
2 – Choose a fair, participatory decision making process appropriate for your group. And if you choose consensus get trained in it.
3 – Make clear agreements – in writing. This includes choosing an appropriate legal entity for ¨owning¨ land together.
4 – Learn good communication and group process skills. Make clear communication and resolving conflicts a priority. Being able to talk with one another about sensitive subjects and still feel connected is a good definition of good communication skills.
5 – In choosing cofounders and new members, select emotional maturiy. Make sure all members are in alignment with your community´s vision, values and life style.
6 – Learn the Head Skills and Heart Skills you need to know. You need a good combination of – business, planning, and financial skills and knowledge along with trust, good will, honesty, integrity, kindness, and compassionate interpersonal communication skills.
While idealism, dreams and devotion are great, so are structure, organization, practicality and groundedness.
**********************
COMMUNITY CONFLICT RESOLUTION POLICY
When confronted with conflict of any kind, the community agrees to adhere to the conflict resolution principles and steps outlined below:
I - Problem solving ground rules:
- A commitment to mutual respect
- A commitment to solve the problem
- No put-downs or insults
- No intimidation, implied or direct
- No physical contact
- No interrupting
- Agreement to use the conflict resolution protocol below.
II – Conflict Resolution Protocols, community members in conflict will:
- Make a good faith effort to resolve the problem between/among themselves. If this does not work, the members in conflict will:
- Ask a mutually agreed upon member to help solve the problem with those having the conflict. If this does not work, the members in conflict will:
- Formally request assistance from the community in solving the problems.
- If the community is unable to assist in resolving the conflict, and all avenues of conflict resolution have been exhausted, then the community members involved in the conflict will be asked to leave the group/community.
Of course there can be other issues and challenges but these seem to be the ones that most communities seem to have to deal with at some point or another.
Taken from the book - ''Creating a Life Together'' by Diana Leafe Christian.
Shared by:
Radiant Life Community and Wellness Center
http://radiantlifecr.weebly.com/
http://radiantlifecr.weebly.com/community-blog
.