WG Primer

[Tamara SunSong]

This is the Working Groups Primer, a document which we put together to be a resource for all working groups.  Please note in particular the section on Decision making process, which may be of use to WGs as we figure out how best to work together for the Turning.

[Jackie MacDonald]

More info on decision making

Gradients of Agreement consensus decision-making process as done by Capital UU Congregation:

The First Step – The Survey
The first step is what is called a survey of the “gradients of agreement” among the quorum present. This means that we don't just ask if you agree or disagree with a motion – we ask how strongly you agree.
In this First Step you will be given five choices:

Endorse Support Neutral Don’t Like Block

Endorse means you not only like an idea, you are prepared to invest your time and energy into helping to ensure the motion succeeds by volunteering, encouraging others to get involved, donating resources…
Support means you give your approval to the motion and feel in favour of passing it.
Neutral means that it will be fine with you if the motion passes and just as fine with you if it does not.
Don’t Like (but won’t block) means just that, you do not like the idea but you are not completely against it. That is, you won’t act to prevent the motion from passing.
Block means “no”. Indicating a block during the “gradients of agreement” survey means you will stop the motion from passing – at least in its current form. There is accountability attached to a vote to block a motion. You may be asked to work with others to revise the motion or to develop an alternative motion.
After the first vote there is a chance for everyone who would like to comment to speak as often as you need to. However we do have a Speaker’s List. Everyone is given the opportunity to speak once before any one person speaks a second time.
The Second Step – The Decision-Point
In a traditional consensus vote, the decision would be a direct result of the survey of the “gradients of agreement”. That is, if no one blocked the motion, the motion would pass. Here at Capital, the survey is not the “decision point” – the survey is the information on which the vote about the decision is made.
When we vote on the decision you will be given 3 choices:

Implement Develop Set Aside/Shelve

If for example, there was only lukewarm support for a motion (see appendices), the congregation may vote to develop the idea further – to see if changes could be made, for example, that could enable people who don't like the idea but don't want to block it, to be able to support it. Similarly, if there is a motion put forward which most people don't care about one way or the other but which would be very demanding of volunteer time in order to be successful, the decision may be to set the motion aside, at least for now. In a majoritarian vote, or even consensus, both of these motions would "pass" – but potentially be the source of conflict at a later date.

[Jackie MacDonald]

Group discussion guidelines used by Capital UU Congregation

This is kind of long so we highlight different things at each meeting.

DISCUSSION GUIDELINES for a culture of respect

It is well established in creativity theory that innovation and improvement cannot happen without an atmosphere of experimentation, risk-taking and trust. The following discussion guidelines may seem obvious and simplistic to seasoned communicators. People will be familiar with most of them. Nevertheless, it is important to establish a culture where the whole combination of skills and attitudes become the norm. Having a group agree to these guidelines from the beginning prevents needless conflicts and misunderstandings. If you are in a group where these guidelines are being violated, speak up. Create safety and energize everyone in the group.

SHOW EACH OTHER RESPECT

Honour the diversity of opinion in the group.
Honour the differing abilities and disabilities in the group.
Listen until the other person is finished. Give people the space to finish their own thoughts.
Avoid put-downs, name-calling, blaming or labelling.
If someone has a different perspective, that doesn't make them wrong.
Each perspective contributes to the understanding of the whole.

COMMUNICATE FOR UNDERSTANDING

Use "I" statements. "I think .... I feel ... I need." Own your own feelings and opinions.
Speak your own thoughts. Let others speak for themselves.
Describe the behaviour you are reacting to.
Check out your assumptions. Ask for clarification. Do this for both ideas and feelings.
Bring your goodwill. Hear the content through your heart.

PARTICIPATE WITH TRUST AND COMMITMENT

Ask for what you want or need.
If you are a talker, limit your own contribution so that you can make space for others. Invite others to speak.
If you are a listener, remember that the group needs all the perspectives. If no-one else puts your ideas forward then it is important that you share them.
Hang in there when the going gets tough. With trust you will be able to hear each other and come to resolution.
Avoid negotiating with threats.