Keeping The Group Together

It's great to have people getting together with a common goal. Passion and dedication should be channelled positively - try to focus on why you're there, not on personalities.

However, sometimes negative dynamics can happen… Here are some of the problems which may face a group, and suggestions for resolving them:

Cliques And Factions

In an ideal world all the group members would see eye-to-eye and cooperate well. Unfortunately the presence of factions or cliques may result in unproductive conflict. Conflict can arise for a number of reasons, including disagreement over the group's goals and/or methods of achieving them. For example, one faction may favour direct action whilst another faction may prefer less confronting methods of campaigning (e.g. meetings, letters, petitions). Alternatively, conflict may be personality based.

Try to resolve the conflict rather than let it disrupt the group. Consider asking an outside facilitator to help. Another option is for the factions to leave the group and form their own organisation.

Sometimes conflict can be constructive; for example, it can introduce new ideas and debate around an issue.

Dictatorial Leadership

The best way to deal with this is to develop more democratic decision-making processes within the organisation.

Entrenched leadership

It's not a good idea to rely on a small number of people to provide all the leadership in an organisation. There is the risk that a strong individual/s who has carried the group drops out for some reason and leaves the organisation floundering. You may need to insert a limit upon terms of office in your organisation's constitution. Encourage development of leadership skills in the group.

Apathetic Membership

This may be a symptom of dictatorial or entrenched leadership. Possible ways to solve this problem are to try to recruit energetic new members and to re-examine the campaign. Try to give members specific jobs to motivate them.

Prospective Members Drop Out

Many organisations fail to convert possible members into supporters. This may be because no one takes much interest in them and they don't feel included. You might consider appointing someone to be responsible for:

• 'Meeting and greeting' potential members.
• Introducing them to the meeting.
• Finding out their particular reasons for coming along and introducing them to a person with similar interests.
• Giving them an information sheet with background information. on the group including the constitution, relevant phone numbers and meeting dates and times.
• Contacting them a week before the next meeting encouraging them to attend.

You might also consider name tags for all members to help new people remember names.

Unclear Objectives

This is particularly likely to be a problem in groups which have existed for a few years and have forgotten their original reasons for forming. Involve as many members as possible in setting clear objectives. Set goals for the short, medium and long term. These should include membership numbers and income.

Make sure everyone involved has a copy of the group's mission statement, aims and objectives.

Co-option By Authorities

Co-option is an excellent way for local councils and other authorities to defuse an issue. They simply offer the group one or two positions on their committee. This effectively keeps most groups quiet, because they believe their views are being considered. Unfortunately the usual result is that your representatives on the official committee unwittingly become too friendly with the other committee members. They may become alienated from the group they are supposedly representing. If your group is asked to nominate members to an official committee, consider this request very carefully. If you decide to go ahead, get as many members as possible to represent you (at least two) and make sure they are strong enough to represent your group's views effectively.

It's not always a bad idea to get on to these sorts of committees. In fact, being on one might actually benefit your group. Discuss the best approach.

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