I found a book in the library called The Five Dysfunctions of a Team by Patrick Lencioni. It was focused on business executive teams, but I found a lot of it applicable to communities. His five dysfunctions were Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, and Inattention to Results. To put it in positive language, I would say that in creating a team or a community you need to build trust, be willing to disagree, be able to make commitments, and also be held accountable, before you can achieve results.
A friend of mine pointed out that every group, including communities, has to deal with power dynamics. It may be especially true in the commune world.
I have written about how a new community with an aggressive, dominant man at the core will often fail to grow. In December, with the MeToo movement in the news, we published a series of articles about how communes and communities need to deal with the problem of abusive men among us. While sexual abuse and harassment are the worst examples and have been what has been featured in the media, there is also a strong problem of men (generally white men) dominating discussions, and often ignoring or disregarding the contributions of women and people of color–or, worse yet, claiming those contributions and taking credit for them. (Full disclosure, I am a white man.)
If we want to build diverse, inclusive communities, we need to deal with these dynamics. We need to deal with anyone dominating conversations, and ignoring or disregarding the contributions of others. While white men are the prime offenders, we need to call out anyone with these behaviors. And it’s not just women and people of color who get trampled on, but queerfolk, people with disabilities, and working class and poor people. In fact, the whole community is often being trampled on.
To return to what I began with, when you have a person or a few people dominating in a community, it’s impossible to build real trust. People become afraid to disagree with these folks and have no desire to give real commitments to the community. Accountability is at least difficult, if not impossible, under these circumstances, and what results happen are usually not what the group wants.
Patrick Lencioni claims that what gets in the way of teams achieving results is a focus on people’s status and ego. Well functioning teams do not have stars; they have a group of people willing to listen to each other and work together. If that’s true in the business world, how much more so with communes. Having dominating people makes true community impossible.
Changing all this is not easy. If you are dealing with strong people, you will probably need a cohesive group to confront them. The more the group can be clear about what it wants and needs, the better the chances of getting it. And that goes back to the need to build trust among this group.
It’s difficult work, but if our communes are going to be truly egalitarian, it’s work that needs to be done.