There are several reasons why it is important for me to have an individual, private identity that is separate from the organization I work for. This in contrast with the consolidation of image that can sometimes happen with an activist and the cause that s/he works on. It is also different than the way a leader within an organization may be identified with that organization. separation of identity isn’t necessarily apart of the culture of activism. This separation of the identity of the paid organizer from the organization is part of the culture of the kind of group I work for. And really makes sense both the organizer and for the organization.
When I talk about an “organizer” or the culture of an organization, in this entry and really throughout this journal I’m talking about these things as they are at SOCM and a bunch of other grassroots groups that follow a similar model.. These organizations and their organizers are part of what sometimes gets referred to as the Alinsky tradition. (Here is a link to a short blurb about Saul Alinsky
http://www.itvs.org/democraticpromise/alinsky.html ) It is a white, male, organizing tradition that is separate from the tradition of labor organization and also from the many organizing traditions that have bubbled up form within oppressed communities. It is a tradition with its own baggage, for sure. It has some basic tenets and assumptions, some of which have been and need to be challenged and others which are fairly useful.
Some of the tenets this Alinsky tradition are that the organization and organizer are “a-political” or non-ideological and that the job of an organizer is to build a powerful organization. The tradition is based on some assumptions about who the organizer is: that he is someone from outside the community where he organizes, that he is paid (but not paid much), and that he will come with enough privilege that he can put his own “needs” on the back burner and work full time on the needs of others. I might actually even say the needs of “the other” because I think that some of the roots of this tradition are shared with those of academic disciplines like anthropology. (The following link is to a paper that talks a little about the roots of this organizing tradition, lists some of the basic tenets of organizing, and goes on to criticize this tradition of community organizing and examine organizing in India.
http://comm-org.utoledo.edu/papers2001/mediratta/background.htm )
Interestingly SOCM, the group I work for, was not born out of this tradition. Although the first staff people were privileged folks from outside of the mountains, several of the early staff were local people. When SOCM started no one was a trained organizer –certainly no one had been trained a specific organizing tradition. People just tried different ideas and methods that seemed to work stuck. Some of SOCM’s orientation came not from the Alinsky tradition but from early members experiences in the UMWA. This is where the idea of building a powerful organization came from and I imagine that the policy of paid staff not speaking for the organization and having a dues structure also was borrowed from the labor movement.
When I maintain that, just because I as an individual have heard of Mountain Justice Summer, it does not mean that SOCM as an organization has heard about Mountain Justice Summer, or even though it is clear that I am thinking a lot about Mountain Justice Summer, I can say that SOCM has not yet talked about Mountain Justice summer and decided how to relate to it, that is because I see there being a clear separation between the personal identity of an organizer in their private life and their role working for their organization. This comes both from the culture of the organization I work for and my beliefs about the need for separation of a paid organizers role at work and her or his individual, private identity.
In the culture of organizating of which SOCM is part, it is the organizer’s roll to be in the background. Organizers are supposed to get members to come up with ideas and strategies and have those directly effected members out front talking about the ideas and implementing the strategies. The organizer rarely talks about her or his own thoughts or ideas, but instead the organizations positions or the thinking of a particular identity within the organization. Staff members aren’t quoted in the media and we do our best to have members reperesnt the organization at events.
There is one SOCM member, SOCM’s first president in fact, who will say: buddy I am SOCM. While I want members to have ownership of the organization, I don’t think it is good for any one member to think that they are SOCM, that is unless they mean in a collective way: we are all SOCM. But for sure no organizer who works for SOCM should say that they are or be thought of as SOCM. Members are out front in leading an organization like SOCM; a great organizer is invisible when s/he is leading.
As mentioned above one aspect of the Alinsky tradition of organizing is that the organizer and organization is non-ideological This tradition has its limits and there is very valid criticism that it prevents an organization from ever addressing root causes like racism or capitalism. However, I think that there is an aspect of this tradition that can serve to protect the freedom of the organizer to engage in civil society outside of work and can protect the democracy of the organization itself.
For the most part my work at SOCM fits OK with my anti-authoritarian political values, but I often have times when I don’t feel passionate about a particular piece of work. As I carry out these pieces of work I simply think: look this is my job, this is what SOCM pays me to do. There are times when I don’t really feel up to selling SOCM or when I have ideas that conflict with those which make the most sense in building the organization, but I figure I am getting paid good money to bring people into SOCM and build a powerful group. I just suck it up.
So while my politics inform my choice to work for SOCM they do not drive my work there. My work is driven by the agenda set by SOCM’s members. Of course there could be a conflict between my own political convictions and the organizations agenda that was big enough that I would have to leave, but for the most part it works OK. This separation allows SOCM to go own being directed by its membership and what ever collective agenda they can hash-out. It also lets me engage in my own polictical activities outside of SOCM. (If I’ve got energy left for them at the end of the day.)
The tradition of a-political organizing combined with idea that staff don’t represent the organization, help provide a buffer between an organizer’s role as an employee and what s/he chooses to do outside of work. It is necessary for people to understand that an organizer who works for a grassroots group does not represent that group when s/he is “off work.” I believe that someone who works for SOCM should have the right to on the free time go to an anti-war protest or, for that matter, an anti-abortion protest. However, it has to be very clear that their presence at either demo does not represent an endorsement by SOCM of that event or cause. If that was not clear, it would prevent SOCM staff members from going any where or saying anything without SOCM approval. No matter how clear it is made that SOCM organizers do not represent the organization when they’re off the clock, we have to be cautious. I probably shouldn’t go to an adult book store in one of the counties I organize in and I might want to steer clear of being quoted at in the media at a anti-Bush protest. I sure need to be careful if I happen to be at an event where issues SOCM is working on are being addressed beacuase it would be easy to be seen as representing SOCM.
So, just because I have been at events where folks have talked about Mountain Justice Summer, does not mean that I have been approached, as a SOCM organizer, about Mountain Justice Summer.
A final reason that I wouldn’t want an organizer to be seen as representing the organization they work for 24-7 is simply working conditions. At SOCM I am expected to work 40 hours a week. I know this is pretty humane in the organizing world –and probably for salaried workers in general-- but, I actually would like to see a world where no one has to work a 40 hour week, so I try to stick to my forty hours. You can imagine that after being “at work” all day I might not want to run into someone at a rock show and have to talk about SOCM’s work around mountaintop removal. If I did talk to someone about mountaintop removal at that show, it sure would be nice if I didn’t have to do so as a SOCM official. It would be like running into your friend who is an auto mechanic after work and asking her to help you fix your car, or asking your friend who works at Subway to make you a sandwich. You might see an neat car and ask your buddy what she thinks about it, but don’t ask her to change your oil!
In reality most of the above is based on my own personality and a little on the culture of SOCM. Organizing can happen all kinds of ways, and there are plenty of committed unpaid organizers that are always on duty. There are also lost of folks who organize in much less formal ways. I remember an older activist telling me that he did his best union organizing not while working in a plant but after he got laid off and was working as a bartender. But I just would rather keep it more formal. I don’t want someone thinking: is this guy hanging out with me because he enjoys my company or because he thinks I’d make a good leader in his group? It also keeps me more accountable, and part of me being accountable when I’m working is that there are times when I’m not working.