Sunday, May 17, 2015

Linked Listing of 18 Different Columns JAN 2006 - MAR 2008

CHARTING DEMOCRACY: Navigational Aids for Sustainable Organizing was a monthly column (2006-2008) in the Munjoy Hill Observer, a local neighborhood newspaper

The columns are archived here on our archive-blog: We remain ever hopeful of more discussion and action on sustainable organizing of, by, and for people at the grassroots.
Here is a linked listing of the 18 different columns which ran between JAN 2006 and MAR 2008:

JAN 2006 | A Brief History of Navigation and of Sustainable Organizing

FEB 2006 | Meg Wheatley = G.O.D.

MAR 2006 | CULTURAL CREATIVES: True North on the New Political Compass

APR 2006 | COOPERATIVES: A Sustainable Model for a New Culture

MAY 2006 | METAPHOR IN FULL BLOOM: Sustainable Agriculture, Sustainable Organizing, and Spider Plants

JUN 2006 | Now I Know My ABCD’s – Next Time Won’t You Do ASSET-MAPPING with Me?

JUL 2006 | PEOPLE POWER: Saul Alinsky, Sherry Arnstein & the “Ladder of Citizen Participation”

SEP 2006 | Navigation of the Motivation of the Self and the Organization

OCT 2006 | Forming, Storming, Norming, and Performing: Tuckman’s Organizational Development Cycle

NOV 2006 | COMMUNITY VISION: Dayton, Ohio Has Its Priority Boards in Order

DEC 2006 | NONVIOLENT COMMUNICATION: Using the OFNR 4-Part Model to Navigate Difficult Passages in the Turbulent Waters of Organization Dynamics

JAN 2007 | Community Development Corporations: The ABCs of CDCs and DIY Neighborhood Development

FEB 2007 | Knitting and Weaving Social Fabric: The Art of Smart Network Building for Communities

MAR 2007 | Kolb’s Learning Styles & Kolbe’s Action Styles: Two Frameworks for Understanding Learning & Action

APR 2007 | Grassroots User-Friendly Functions (GUFF): The GUFF Organizing Model – When the going gets tough, the GUFF gets you going

MAY 2007 | Social Intelligence: The latest work from Daniel Goleman – the guru of leadership & emotional intelligence

NOV 2007 | Navigating the journey to real power in organizations

FEB 2008 | The Future of Democracy & the Democracy 2.0 Declaration

Thursday, January 15, 2015

2006 SEP | Navigation of the Motivation of the Self and the Organization

SEP 2006 | PDF
Navigation of the Motivation of the Self and the Organization 

One seeks "to be true to one's own nature, to trust oneself, to be authentic, spontaneous, honestly expressive, to look for the sources of one's action in one's own deep inner nature." And "capabilities clamor to be used and cease their clamor only when they are used sufficiently."  - Abraham Maslow

In 1999, on a cold January day in Castine, Maine on the campus of Maine Maritime Academy,  you could see by the looks on people's faces that "lightbulbs" were turning on inside their heads.  I was attending a workshop on motivation and recognition at a statewide student leadership conference.  People were looking at each other from across the room like they had never looked at them before.  People who had worked together for years looked like they were seeing each other for the first time.  We had been given a simple tool to guage our motivation.  Then we grouped by motivation for an exercise which illustrated how people with different motivations approach the same situation.  

The tool is found in the, "Red TAXI Trainers’ Guide: Training Volunteer Managers to Get Going" (1994).   It has only eleven questions which will show who in your organization are motivated by achievement, affiliation, or influence.  Some 4-H groups use this tool to tailor their volunteer recognition program to individual volunteers and their personal motivation.  The conceptual framework is from David McClelland's Achievement Motivation Theory.  McClelland actually uses the terms achievement, affiliation, and power.  He theorized that we all have these three needs but one tends to stand out more for each person.  

Another major theory of motivation is Abraham Maslow's Theory of Human Needs.  A summary on Wikipedia states that there are 5 levels of human needs which range from the most simple, basic, lowest, and earliest  up to the most complex, highest, and latest - Physiological, Safety and security, Love, Self esteem, and Self actualization.  The further the progress up the hierarchy, the more individuality, humanness and psychological health a person will show. 

A more contemporary approach is nicely summarized in an article in O Magazine entitled, "HOW TO BE WILDLY SUCCESSFUL”, by Martha Beck: 

"It came from a no-nonsense bundle of kindly energy named Kathy Kolbe, a specialist on the instinctive patterns that shape human action. Kathy's father pioneered many standardized intelligence tests, but Kathy was born with severe dyslexia, which meant that this obviously bright little girl didn't learn in a typical way. She grew up determined to understand and defend the different ways in which people go about solving problems."   Kolbe describes four styles: 1) Quick Start, 2) Fact Finder, 3) Implementor, 4) Follow Thru.  Her 30 years of amazing and innovative work can be accessed via: .

An organization full of people who are unclear about their own motivations let alone those of others is not sustainable.  It will be full of confusion and conflict.   However, there is a raft of fun and interesting information which can help you chart a course which facilitates smooth sailing!

WEB-LINKS to Navigational Aids for Sustainable Organizing:


From Wikipedia, the free encyclopedia

David McClelland

Maslow's Hierarchy of Human Needs
From Wikipedia, the free encyclopedia

Rewarding Team Members

Kolbe Learning Styles