A step-by-step guide to self defence

So, it looks like you’ve got b(r)ed bugs…?

Here’s a step by step self defence guide, based on some group work that happened in an anti-entryism workshop that we (the compilers of charts and checklists!) designed and ran at an activist training day.

Step 1: Building and maintaining strong foundations

Have strong and documented processes for decision making. For example, people might need to come to two or three meetings before they can bock consensus. Run workshops on consensus and facilitation, so that all of the people in your group have access to, and confidence with, these skills.

Have a Participants’ Agreement [google ‘Bill Moyer Participants’ Agreement for a commonly-used example].  You could also have  a grievance procedure, an appointed grievance officer, and transparent processes for dealing with unacceptable and unsafe behaviour.

Consider having a closed group: membership by invitation only, with a trial period for newcomers. This goes against the ethos of openness but is quite appropriate when faced with overtly hostile infiltration, such as informers in repressive regimes.

Less formally, new people could express interest in joining your group, and need to meet up with someone already in the group before they come along to a meeting.  You could use this meeting to get to know them, explain how the group makes decisions, and see if they are interested in organising in this way.  Or, new members could be admitted with the agreement of the group.  Other groups we know of require new members to come along to two or three meetings BEFORE they can block consensus on an agenda item: this easy and reasonable tool can help avoid stacking, and facilitate better and more consistent decision-making.

You could even rethink your methods of action so that they are less attractive to those who have other agendas. Our guess is that rallies, for example, are more attractive to takeover tactics than boycotts or neighbourhood organising.

Step 2: The follow through

USE the processes you have put in place. If  people object to the processes, then you can discuss them, but be warned against long conversations about processes that drive away people who don’t know what’s going on. Also, the people objecting to your processes might be wasting your time by pretending the object to processes but actually just want to have their way in the group.

So, if people refuse to stick to processes, you can talk to them outside of the group to see what their real concerns are, and to stress the importance of safe meeting spaces. Try to convince them individually to stick to meeting procedures that the group has committed to because that’s how you can work together best in a way that makes everybody feel safe.

Following through on your safe meeting procedures might mean that the grievance officer brings concerns to people who break the rules and ask them to change their behaviour or else leave the group.

Step 3:  The enforcement

If talking to people individually doesn’t work, then you can try to talk to people as a group. Organise a meet up of people like you who want to have safe and fun meetings, and talk about they way forward. Don’t feel alone! There’s probably loads of others who feel the same way.

As a group, you could write a document or letter outlining all the behaviours you find problematic in your collective and the reasons why they need to change.  Send this to your collective e-list, as well as to the organisation that is doing the entryism. Ask for behaviours to change and don’t feel that you are being imposing for demanding  a safe space to organise in.

Step 4: Declare autonomy

If things don’t get better, and the people who are making meetings awful refuse to leave the group, then don’t feel bound by history that ties your group together. Declare your own autonomy! Set up a new group and feel free to make new rules that exclude people who abuse your processes.

Make it clear that the new group requires everyone to stick to the participants agreement or automatically have to leave. Be explicit in your commitment to collective principles like consensus and non-hierarchical organising. People who don’t agree with these principles should see that your group is clearly about collective organising hence they will not be welcome.

Tell everyone else in your network about what happened! You can ask for help earlier from the network too if you are stuck for ideas on how to move forward. That’s what networks are for. Send out an email to the various groups that you are involved in to let them know that your group has changed and why. Ask for support for your group and you can even ask them to disengage with the old group because it was destructive and dominated by entryist groups with sinister motives.

Step 5: Celebrate!

Getting rid of entryist groups was probably stressful. So now sit back and enjoy your new and safe space, do the campaigns that you want to do and celebrate your victory in creating a vibrant space for strong activism.

Remember to keep watch in case the same thing happens again – stick to your participants agreement and make the space great.

These experiences are characteristically draining and exhausting, and take a huge personal toll.  Don’t give the conflict all your energy, and do what you can to support each other.