Organizing 101Organizing 101NEA Uniserv AcademyNEA Uniserv Academy

““Never do for others what they can do Never do for others what they can do for themselves.”for themselves.”

-Saul Alinsky, Founder, Industrial Areas Foundation-Saul Alinsky, Founder, Industrial Areas Foundation

What will we be doing What will we be doing today?today?(With breaks & lunch tucked in!)(With breaks & lunch tucked in!)• Overview & Overview &

IntroductionsIntroductions• What is organizing?What is organizing?• Why we organizeWhy we organize• Types of organizeTypes of organize• The role of staff in The role of staff in

organizingorganizing• An effective organizing An effective organizing

planplan• Organizing principled Organizing principled

powerpower

Training ObjectivesTraining Objectives• Explore the concept of organizing & its Explore the concept of organizing & its

potential in building strong localspotential in building strong locals• Define types of organizingDefine types of organizing• Identify characteristics of effective Identify characteristics of effective

organizersorganizers• Explore effective organizing plansExplore effective organizing plans• Internalize the relationship between trust, Internalize the relationship between trust,

relational organizing and principled powerrelational organizing and principled power• Practice a key organizing tool – small group Practice a key organizing tool – small group

discussionsdiscussions

What is Organizing?What is Organizing?• Celebrity Charades: don’t look & don’t Celebrity Charades: don’t look & don’t

tell; ask up to three yes/no questions tell; ask up to three yes/no questions per colleague until you ID your per colleague until you ID your celebritycelebrity

• Form small groups & work on your Form small groups & work on your celebrity’s definition of “organizing”celebrity’s definition of “organizing”

• Prepare, as a group, to share your Prepare, as a group, to share your celebrity’s definition of “organizing”celebrity’s definition of “organizing”

ORGANIZINGORGANIZING• A process used to move A process used to move

people to actionpeople to action• Creates powerCreates power• Requires systems thinkingRequires systems thinking• Appeals to self-interestsAppeals to self-interests• Develops sustainabilityDevelops sustainability• Is a science as well as an Is a science as well as an

artart• Builds organizational Builds organizational

capacitycapacity

Benefits of Benefits of OrganizingOrganizing

Short TermShort Term• Job protectionJob protection• HealthcareHealthcare• Coalition buildingCoalition building• Improved working Improved working

conditionsconditions• Tools for addressing Tools for addressing

everyday problemseveryday problems

Long TermLong Term• People learn about People learn about

themselvesthemselves• Individuals fully use Individuals fully use

their skills & abilitiestheir skills & abilities• An opportunity to An opportunity to

rediscover history rediscover history struggle & resistancestruggle & resistance

• Relearn cooperation, Relearn cooperation, collective action & collective action & support of one anothersupport of one another

Types of OrganizingTypes of Organizing•Scratch organizingScratch organizing•Revitalization organizingRevitalization organizing•Issue organizingIssue organizing•Relational organizingRelational organizing

Issue OrganizingIssue OrganizingIssue organizing is Issue organizing is a strategy that identifies, validates & a strategy that identifies, validates &

clearly frames or state the issueclearly frames or state the issue by which the by which the members will be motivated.members will be motivated.

IdentificationIdentificationKnow the difference between problems & issues. Know the difference between problems & issues.

ProblemsProblemsare long-term conditions that give rise to issues. We areare long-term conditions that give rise to issues. We areconcerned about problems. We take on issues. Chronicconcerned about problems. We take on issues. Chronicunemployment is a problem. An announcement of a 50-unemployment is a problem. An announcement of a 50-

daydaylayoff is an issue.layoff is an issue.

Validating the IssueValidating the IssueWhen an organizer thinks an issue has been identified, it can beWhen an organizer thinks an issue has been identified, it can bevalidated with “yes” answers to these questions:validated with “yes” answers to these questions:

• Is it immediate, recent, close at hand?Is it immediate, recent, close at hand?

• Is it specific, tangible, clearly understood?Is it specific, tangible, clearly understood?

• Is it controversial, their position or ours, polarized?Is it controversial, their position or ours, polarized?

• Is it the right size, can we manage it, control it?Is it the right size, can we manage it, control it?

• Is it winnable, a sure thing?Is it winnable, a sure thing?

Framing the IssueFraming the Issue

The organizer creates the organizing theme by stating the issue The organizer creates the organizing theme by stating the issue in such a way that it can be used to 1) focus the constituents’ in such a way that it can be used to 1) focus the constituents’ energies and 2) mobilize people for action. The statement energies and 2) mobilize people for action. The statement becomes the consistent position of the organizing campaign.becomes the consistent position of the organizing campaign.

Framing is accomplished by combining the following into a Framing is accomplished by combining the following into a statement:statement:

Clearly identify the issueClearly identify the issueDefine the issue in such a way that sides are clearly identifiedDefine the issue in such a way that sides are clearly identifiedDevelop & refine the rationale for the issueDevelop & refine the rationale for the issue

Problems -vs- IssuesProblems -vs- IssuesPROBLEMSPROBLEMS• Global in natureGlobal in nature• Create solutionsCreate solutions• Long-lastingLong-lasting• Source or cause is Source or cause is

distantdistant

• IrritatingIrritating• Encourage studyEncourage study• Resolved only over a Resolved only over a

long period of timelong period of time

ISSUESISSUES• Specific in natureSpecific in nature• Emanate from Emanate from

situationssituations• Short-livedShort-lived• Source or cause is near Source or cause is near

& identifiable& identifiable• InflamingInflaming• Encourage actionEncourage action• Resolved over a short Resolved over a short

period of timeperiod of time

Relational OrganizingRelational OrganizingA type of organizing whereby A type of organizing whereby a connection is a connection is

made to our greater assets & made to our greater assets & strengths. It strengths. It focuses on focuses on stories, values & beliefs of our stories, values & beliefs of our membersmembers & their self-interests. & their self-interests.

• Focuses on listening & respecting members’ Focuses on listening & respecting members’ experiences & storiesexperiences & stories

• Identifies & recruits leadersIdentifies & recruits leaders• Creates & agenda that is driven by the issues, Creates & agenda that is driven by the issues,

lives & experiences of our memberslives & experiences of our members

““OrganizingOrganizingis a fancy word for is a fancy word for

relationship relationship building.”building.”

Ernesto CortesErnesto Cortes

Relational Meeting ConceptsRelational Meeting Concepts• Give & takeGive & take

• The meeting is The meeting is selective & sensitiveselective & sensitive

• Strong sense of self Strong sense of self provides basis for provides basis for taking risks in taking risks in relationship buildingrelationship building

• Self-actualization Self-actualization comes from comes from understanding feelings understanding feelings in ourselves & othersin ourselves & others

• Meetings like this prove Meetings like this prove an essential human an essential human connection that is connection that is necessary to build an necessary to build an enduring relationshipenduring relationship

• You don’t just discuss You don’t just discuss what people do or their what people do or their philosophy or their philosophy or their actions. Ultimately, you actions. Ultimately, you must get to the level of must get to the level of how people feel about how people feel about what they do.what they do.

Relational MeetingRelational MeetingBest PracticesBest Practices

• Work up your curiosityWork up your curiosity• Think about your storyThink about your story• Focus on the other personFocus on the other person• Draw out & share your storiesDraw out & share your stories• Probe for their interestsProbe for their interests• Ask direct, engaging questionsAsk direct, engaging questions• Stick to your time limitStick to your time limit• Take notesTake notes• Reflect & evaluateReflect & evaluate

What is listening?What is listening?Listening isListening is• Receiving information via your eyes & earsReceiving information via your eyes & ears• Giving the information meaningGiving the information meaning• Determining how you feel or what you think Determining how you feel or what you think

about the informationabout the information• Responding to the informationResponding to the information

Listening is an intellectual & emotional Listening is an intellectual & emotional process that searches for meaning & process that searches for meaning & understanding in a message.understanding in a message.

Listening TipsListening Tips• Don’t race up the “ladder of inference”Don’t race up the “ladder of inference”• Monitor & control distractionsMonitor & control distractions• Clear your mind of other thoughtsClear your mind of other thoughts• Make direct eye contactMake direct eye contact• Use supportive voice & body languageUse supportive voice & body language• Without interrupting or changing the Without interrupting or changing the

subject, ask clarifying questionssubject, ask clarifying questions

““When you are When you are tempted to make a tempted to make a

statement,statement,ask a question.”ask a question.”

Fred Ross, Sr.Fred Ross, Sr.

The OrganizerThe OrganizerThe duty of the organizer is to The duty of the organizer is to

provide people with the opportunity provide people with the opportunity to work for what they believe in.to work for what they believe in.

A good organizer is a “social A good organizer is a “social arsonist” who goes around setting arsonist” who goes around setting people on fire!people on fire!

Skills of an OrganizerSkills of an Organizer• Ability to ID an Ability to ID an

issueissue• Ability to evaluate Ability to evaluate

human behaviorhuman behavior• Concern for peopleConcern for people• Ability to “affirm” Ability to “affirm”

othersothers• Ability to recognize Ability to recognize

powerpower• Ability to delegateAbility to delegate

• Ability to Ability to determine needsdetermine needs

• Ability to navigate Ability to navigate tense situationstense situations

• Ability to planAbility to plan• Ability to work from Ability to work from

the general to the the general to the specificspecific

• Ability to monitor & Ability to monitor & evaluateevaluate

Three Attributes of an Effective Three Attributes of an Effective OrganizerOrganizer

PASSIONPASSIONTo have passion you must create a vision To have passion you must create a vision of where you want to goof where you want to go

PATIENCEPATIENCEPatience requires a commitment to your Patience requires a commitment to your own vision in the face of “naysayers”own vision in the face of “naysayers”

PERSEVERANCEPERSEVERANCETo accomplish your vision you must have To accomplish your vision you must have the courage to perseverethe courage to persevere

Cre8tive” Organizers• Believe that there’s always Believe that there’s always

more than one right answermore than one right answer• Have the ability to look at Have the ability to look at

the ordinary & see the the ordinary & see the extraordinaryextraordinary

• Are not afraid of making Are not afraid of making mistakesmistakes

• Reframe problems into Reframe problems into opportunitiesopportunities

From From Everyday CreativityEveryday CreativityDewitt JonesDewitt Jones

““Change means Change means movement. movement.

Movement means Movement means friction.”friction.”

Saul AlinskySaul Alinsky

““Insanity is doing the same Insanity is doing the same thing over and over again, and thing over and over again, and expecting different results.”expecting different results.”

In other words . . .In other words . . .

“No problem is solved via the “No problem is solved via the same paradigm that created same paradigm that created it.”it.”

Albert EinsteinAlbert Einstein

The Organizing CampaignThe Organizing Campaign• WHAT: define the issue/situationWHAT: define the issue/situation• WHY: identify the organizing goalsWHY: identify the organizing goals• HOW: define the organizing strategy to HOW: define the organizing strategy to

employ & the resources that are neededemploy & the resources that are needed• WHO: determine the leaders & members WHO: determine the leaders & members

needed to accomplish the goalsneeded to accomplish the goals• WHEN: organize a sequential timeline of WHEN: organize a sequential timeline of

activities & communications that reflect activities & communications that reflect the goals & strategy & that help mobilize the goals & strategy & that help mobilize the membersthe members

Specific Organizing Plan Specific Organizing Plan StepsSteps• Involve leaders & members from the beginning to Involve leaders & members from the beginning to

ensure their ownership of & commitment to the ensure their ownership of & commitment to the planplan

• Define the organizing goal & the desired outcomeDefine the organizing goal & the desired outcome• Identify options for achieving the goalIdentify options for achieving the goal• Analyze & prioritize the optionsAnalyze & prioritize the options• Select the best optionSelect the best option• Plan action steps for achieving the outcome(s)Plan action steps for achieving the outcome(s)• Develop organizing timeline/calendar & budgetDevelop organizing timeline/calendar & budget• Develop plan for identification & involvement of Develop plan for identification & involvement of

membersmembers• Continually monitor & evaluate the plan, each Continually monitor & evaluate the plan, each

step, the resources, etc.step, the resources, etc.• Continually communicate with leaders & members Continually communicate with leaders & members

to ensureto ensure• Celebrate successes along the way & at the Celebrate successes along the way & at the

completion of the organizing plan/campaigncompletion of the organizing plan/campaign

Keeping the plan on track . . Keeping the plan on track . . ..• Encourage leaders & committee chairs to monitor Encourage leaders & committee chairs to monitor

without micromanagingwithout micromanaging – model that, too! – model that, too!

• Provide feedback to leaders & members, Provide feedback to leaders & members, highlighting the accomplishment of key goals, highlighting the accomplishment of key goals, activities, etc., throughoutactivities, etc., throughout

• Offer assistanceOffer assistance

• If problems are occurring, get involved without If problems are occurring, get involved without taking over the leadership roletaking over the leadership role

Take time toTake time toEvaluate & Celebrate!Evaluate & Celebrate!

• Be sure that members are involved in the Be sure that members are involved in the evaluation of the organizing effortsevaluation of the organizing efforts

• Identify 1) what worked well, 2) what didn’t Identify 1) what worked well, 2) what didn’t go so well, 3) what to continue doing, 4) the go so well, 3) what to continue doing, 4) the surprises that occurred, & 5) what surprises that occurred, & 5) what materials/records to archive.materials/records to archive.

• Celebrate & publicize the collective & Celebrate & publicize the collective & individual contributions & accomplishments, individual contributions & accomplishments, giving credit & thanks to all involved.giving credit & thanks to all involved.

POWERPOWER• The ability or capacity to perform or act The ability or capacity to perform or act

effectivelyeffectively• A . . .group . . . having great influence A . . .group . . . having great influence

or control over othersor control over others• ForcefulnessForcefulness• EffectivenessEffectiveness• The capacity of a system . . . to operateThe capacity of a system . . . to operate

The American Heritage Dictionary of the English Language,Fourth Edition, 2000

““Power is the abilityPower is the abilityto achieve purpose. to achieve purpose.

Whether it is good or Whether it is good or bad depends on the bad depends on the

purpose.”purpose.”Martin Luther King, Jr.Martin Luther King, Jr.

Types of PowerTypes of Power

• Coercion / ForceCoercion / Force

• DeceptionDeception

• Blind obedience to authorityBlind obedience to authority

• Abdication to an “expert”Abdication to an “expert”

• Informed consent - relationalInformed consent - relational

POWERPOWERTwo FormsTwo Forms

• UnilateralUnilateralPower Power overoverDominatingDominatingControlControlPrivatePrivateZero sumZero sumOne wayOne wayClosedClosed

• RelationalRelationalPower Power withwithInteractiveInteractiveMutualMutualCollectiveCollectiveSynergisticSynergisticQuid pro quoQuid pro quoOpen – publicOpen – public

Two Elements of PowerTwo Elements of Power

OrganizedOrganizedPEOPLEPEOPLE

OrganizedOrganizedMONEYMONEY

““All power is primarily an All power is primarily an illusion . . . Illusion. Mirrors and illusion . . . Illusion. Mirrors and blue smoke, beautiful blue smoke blue smoke, beautiful blue smoke rolling over the surface of highly rolling over the surface of highly polished mirrors, first a thin veil of polished mirrors, first a thin veil of blue smoke, then a thick cloud blue smoke, then a thick cloud that suddenly dissolves into wisps that suddenly dissolves into wisps of blue smoke, the mirrors of blue smoke, the mirrors catching it all, bouncing it back catching it all, bouncing it back and forth.”and forth.”

Jimmy BreslinJimmy BreslinHow the Good Guys Finally Won, How the Good Guys Finally Won, Notes from an Impeachment SummerNotes from an Impeachment Summer

B

The Yin-Yang of Power

Feelings of Powerlessness

Feelings of Powerfulness

Dilemmas of UnionsDilemmas of Unions

Organizational Cultures

ServiceOrientation

Single Issue…Confrontational

Multi-Issue… Relational

Purpose “Help” people Win now Build power over the long term -- Involvement  

Leadership Fixer -- Bureaucratic

Charismatic mobilizer Collective builders --Accountable  

Members Viewed as clients Viewed as troops Viewed as story tellers & involved partners  

Issues Occasional Single Multi-issue 

Turnout Limited Open Organize then mobilize 

Activities/Actions Programs & services Events Purpose in mind -- To test organizing & capacity  

Power Legalistic -- Reliance on others

Momentum Relational -- Birthright, redemptive -- Power with  

On Developing Trust

“Anytime a man come into my community and took the hardships that he took, if he was wrong, I better join with him

anyway. He’s ready to take a beating, (get) jailed,

being bombed and get back on two feet. . .

I’m ready to join that fellow, wherever he is,

right or wrong.”

PERCY LARRYMcComb, Mississippi

I’ve Got the Light of Freedomby Charles M. Payne

Self & Self-Interests

Spheres of Influence/Rings of Relationships

““Power without lovePower without loveis reckless and abusive . . .is reckless and abusive . . .

and love without powerand love without poweris sentimental and anemic.is sentimental and anemic.

Power at its best is love Power at its best is love implementing the demands implementing the demands

of justice.”of justice.”Martin Luther King, Jr.Martin Luther King, Jr.