Some Hot Organizing Tips 
We’ve Learned 
 
 
 
 
 
2018 
 
 Table of Contents 
 
Key Elements of Philly Socialists’ Approach ​(from 2016’s Camp Cadre) 
 
Recruitment: 
 
- Intro to Social Network Theory 
- Tips for Tabling 
- How to Organize a General Interest Meeting 
- PS Sign-in Sheet Template 
 
Retention: 
 
- How to have a good organizing conversation ​(Tenants Union) 
- Organizing Conversation Flow 
 
Project Work: 
 
- Partisan editorial guidelines 
- Working through Divisions: Building Unity as an Organizer (​Tenants Union)  
 
Healthy Culture: 
 
- Ability Caucus Field Guide 
- Effective Leadership for Non-Cis Male comrades 
 
 
 
 
 
 

 
Key Elements of Philly Socialists’ Approach 
 
1. Values: the bedrock of our organization 
 
Values are important and enduring beliefs or ideals shared by the members of a 
group concerning what is good and desirable and what is not.  
 
These are the basis of all the decisions we make, and the foundation for 
membership is belief in these values. 
 
1. Science ​--​ ​prove it ​We begin with an insatiable desire for truth. We find joy 
in the search for knowledge of ourselves and the world around us. We act on 
the working assumption that there is a real world, and that its workings can 
be best understood through the scientific method. The method of empirical 
verification and experimentation, while flawed, is the best existing model for 
understanding and intervening in the processes of the world. 
 
2. Human Rights​​ -- ​everybody matters ​Every human life has inherent value. 
Every human being in the world can legitimately claim certain rights. No 
person should be denied their rights for any reason without first having 
recourse to a fair and democratic hearing. Rights are historical. They were 
imagined and created by human beings, and won through struggle. It is the 
obligation of society to respect and protect these rights. 
 
3. Democracy​​ -- ​everyone decides ​is a process and a set of institutions which 
rest on a foundation of individual and collective rights and liberties. It 
functions on the principle that people should have a say in a decision 
proportional to the extent they are affected by it. Democracy means being 
able to change your mind. It means being able to change courses, reverse 
decisions, and generally adapt to new information or changing 
circumstances. Democracy calls into question the finality of every decision. 
 
What would a world of our values look like? 
 
1. A “defined benefits” package is available to all humans simply for being 
alive--a guaranteed living wage, universal health care, basic housing, ... 
2. Rather than being compulsory, work is voluntary (because benefits are 
guaranteed.) This is the same thing as democratic control over work. 
3. Many necessities of life will be controlled collectively: transportation, 
 utilities, … 
4. New forms of democracy will emerge that will allow us to deal with global 
issues such as uneven economic development, war, and global climate 
change. 
 
2. Organizational Style 
 
Organizing vs. Activism 
 
● Activism is politics as self-expression. 

● Activists are individuals who dedicate their time and energy to various efforts 
they hope will contribute to social, political, or economic change. 

● Organizers are activists who, in addition to their own participation, work to 
move other people to take action and help them develop skills, political 
analysis and confidence within the context of organizations.  

● Organizing means building strong, lasting relationships between people 

based on shared values and concrete political projects. 

● Movements need both of these types of people to succeed 

 
Organizing through Relationship-Building: 
 
● Humans tend to socialize with those who are similar to ourselves, this 
phenomenon is called homophily. 

● Humans tend to become more like those we are around, which is called the 
peer effect, which reinforces homophily 

● Humans tend to form relationships with those they are geographically 

closest to 

● It is also true that when someone has strong social ties to an organization, 
they are more likely to stay involved 

● The more ties someone has, the more likely they are to stay involved 

● Therefore, the duty of every member is to create ties with new members and 
potential members, ​particularly ​those who aren’t similar to ourselves. We call 
this “bridging the gap.” Connecting with one new individual can potentially 
 lead to connecting with an entire new network of people. 

● It is also our responsibility to increase the quality and number of 

relationships a member in Philly Socialists has. The more connections, the 
more likely someone is to stay involved. 

● Friend on Facebook potential members, anyone who comes to meetings, etc. 

This will show them that you remember them, help you remember their 
names and enable you to invite them to future events to keep them in the 
orbit of the organizations.  

● We’re not here to make friends, we are here to build a movement 

 
Organize the unorganized:  
 
● Philly Socialists believes in organizing the masses 

● Most people aren’t in an explicitly political organization 

● Instead of trying to organize people who are already in organizations, we are 

trying to reach those who aren’t in organizations 

● Avoid the “activist-networking” model 

 
3. Building a Mass Political Party 
 
Dual Power 

● A dual power strategy is one that directly challenges institutions of power 

and at the same time, in some way, prefigures the new institutions we 
envision.  

● Philly Socialists practices this by both building institutions that serve people 
in the way capitalism does not (examples: Free ESL classes), and directly 
challenging and seizing power (Tenants Union, workers’ center, protest 
team, potentially running candidates) 

 
Three key processes to growing our organization: 

● Recruitment 

● Retention 

● Fundraising 
 
Recruitment 

● Attracting new people to the organization 

● Tabling, word of mouth, flyering, propaganda, public events (talks and 

fundraisers), projects 
 
Retention 

● Getting and keeping recruited members engaged in the organization 

● Phone calls to invite new recruits to meetings and events has proven to be 
the most successful way to get people in the door once they sign up/express 
interest 

● Regular meetings, events, projects to keep people involved 

● Political education events to build a shared culture and understand the 

diversity of opinions and approaches on the Left 

● Socials to create strong ties within the organization 

 
Fundraising 

● Securing funds to make it possible to do everything that we do! 

● We do not apply for grants or seek out government funds, as such funding 
has limitations on being explicitly political and requires fundees to 
accountable to the foundation (aka corporate tax shelter) or government 

● Philly Socialists is a dues-funded organization, meaning we are supported by 

the capital of our members, and are accountable to our members  

● Official membership is determined by dues payments, either regular dues, 

solidarity dues, student dues, or a special arrangement 

● Ensuring that people who are involved in our organization become members 
 by committing to pay dues is essential to our organization’s growth 

● Dues also create buy-in on the part of members, it is a model that has been 
used by other poor-people’s organizing campaigns, including ACORN 
(Association of Community Organizations for Reform Now)  

● Benefits to members: ability to vote on proposals, ability to hold an elected 

position, access to the Philly Socialists strategy listserv, as well as our 
housing and jobs listservs.  

● Otherwise, funds have primarily been raised by two online IndieGoGo 

fundraisers, which included a lot of in-person conversations and 
relationship-building to get funds committed  
 
4. Culture 
 
● We strive to always approach our comrades, the masses, our work, and our 
lives in a positive fashion. 

● We admit our own ignorance and tackle new problems with open hearts and 
open minds. 

● We believe that leadership is a fact...and awesome responsibility.  

● We respect hard work and believe it is the way that we change the world 

● We believe all members and people who participate in any of our projects or 
events should be safe from sexual harassment and bullying 

● We promote leadership training and opportunities for women and people of 
color. We encourage men and white members to speak last and listen more. 

 
5. Structure 
 
● Constitutional Congress​ - annual gathering of members citywide, where we 
vote to make amendments to the constitution and elect Arbiters and 
leadership to the Central Committee 
 
● General Assembly ​- a gathering of the citywide membership that can happen 
at any time when 10 or more members call for one, or if the Central 
Committee decides to hold one. At General Assemblies, new projects can be 
 voted on, and Central Committee members can be repealed. 
 
● Central Committee​ - the leadership body of Philly Socialists. The Central 
Committee makes tough political choices (e.g. “will it further Philly Socialists 
and our values to get involved in Black Lives Matter?”), manages the 
organization’s finances, ensures the organization’s basic functions are 
happening (recruitment, retention, fundraising), makes important decisions 
in between General Assemblies, and serves as a clearinghouse for 
propaganda.  
 
● Branches​ - branches were autonomous groups that sought to organize Philly 
Socialists activities and projects in a particular part of the city. We had three 
branches, Kensington, West Philly, and South Philly, and may revive them in 
the future if the need arises.  
 
● Autonomous Groups​ - Autonomous Groups must follow the Constitution of 
Philly Socialists. However, they are free to run their projects however they 
see fit, with the scope and values dictated by the General Assembly.  
 
 
Summary 
 
1. Philly Socialists is a value-based organization. Our values are the bedrock of 
our organization. Everything else should be adaptable. 
2. Recruitment, retention, fundraising is our formula for growing our 
organization 
3. Dues keep our organization running, and free from obligation to capitalist 
government or corporations 
4. People, their desires, motivations, and the structure of their relationships 
can be studied and understood. Philly Socialists must model our organization 
after people as they are, not as we might want them to be. 
5. Homophily can be countered by bridging the gap and building density of 
social ties. Rather than only attempting to build strong-ties, we can 
effectively build density by increasing the number of weak-ties. 
Social Network Theory

A social network is any group of people and the relationships between them.

Social networks can be broken up into subnetworks. Philly Socialists is a network within the larger
network of Philadelphia.

Social networks can take on different structures. The structure of a network determines many of the
capabilities and limitations of that network.

Organizing is the intentional creation of a large, dense network. Large networks are powerful and
diverse. Dense networks are robust.

Three real, observed tendencies in human behavior make organizing difficult:

1.Homophily -- social distance -- the tendency for people to form relationships with people like
themselves
2. Peer effect – the tendency for people to become more like the people they’re around (this
reinforces homophily, above)
3.Propinquity -- geographical distance -- the tendency for people to form relationships with
people in limited geographical space. Example, a neighborhood.

Social networks can be broken into zones. The first-order zone is everyone you know. The second-
order zone is everyone those people know, but you don’t. Studies have indicated that you can reach
across the entire world in just six zones.

Networks can overlap. Because of this fact, it is easier to span an entire social network than you could
if relationships were random.

Organizing is a two step process:

1.Bridge the gap -- move beyond your individual and organizational comfort zone to reach out
to new individuals and groups.
2.Build density -- increase the number and quality of relationships among people in the
network.

The organizing sweet-spot is to focus on your second and third-order zones. “To break out of a dense
set of relationships, requires connections with others one does not know very well. Through two or
three steps, one can encounter worlds that one might not otherwise know.” -- Social Network Theory,
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First Contact
How organizers connect with people by tabling

by David Thompson

If you want to improve your living conditions and change the world, you have to reach
out to people. Whether at a neighborhood festival, music concert or political event,
setting up a literature table and talking to people can offer them an inspiring invitation to
get involved in your work. Here are some tips from Philly Socialists’ chair David
Thompson that can be used by any group!

When you’re out tabling, you have ​two goals:

1) To have conversations with people who you plan to engage in the near future.

2) To get those people’s ​phone numbers​​ so you CAN engage them in the near
future!

The set up:

1) Literature—pamphlets, newspapers, etc.

2) Sign-in sheets where you can get people’s name, email, and most importantly,
their ​phone numbers​​. Fill in the top spot of your sign-in sheet with any name, number
and email and then asterisk it [put * next to the info] so whoever enters the data knows
it’s not a new contact.

3) Ideally, you should have a flyer for an event that’s coming up.

The approach:

Greet people with a smile and an ​active, rhetorical question​​, not one you’re
actually trying to get answered. Go right into your “answer.” Give them the lit
you’re holding in front of them as you’re talking, without looking at it or making
a big deal out of it.

For instance, this is my standard opener:

“Hey! Have you heard about Philly Socialists? ​(they don’t run away while saying
“sorry” so I go…)​ We do community organizing all around the city and we have a
meeting next week. You should come out! What’s your name?”

This introduces what you’re representing, ​why they should care​​, gives them a
clear action​​ they can take, and ​opens up a conversation​​. It also lets them know
you’re not looking for money. This makes people feel good.
 *​You have to approach people.​​ Most people will walk away. It’s okay! It’s a
great way to get used to being rejected in other areas of your life. If someone
looks totally uninterested, you’re probably right and shouldn’t waste your time on
them!

*People will vibe with whatever you’re putting out. If you’re tentative and unsure,
they will be unsure and will probably walk away. ​If you think what you’re
doing feels weird, so will they.​​ But if you fake that it’s totally normal, it will put
people at ease and they’ll be more open to talking to you.

The conversation:

Once you get the person’s name, share yours and ask one more small talk
question, like, “Where are you from?” Then tie their response into something
about yourself, and, if it feels natural, tie that into something about the
organization.

“Oh, South Philly? Cool! My sister lives there, I love it. We’re having one of our
rotating neighborhood meetings there in February. We had ESL classes there for
a few years but not right now. We have them going in North and West Philly but
we’d love to get them started again there.”

Then after that, I tend to do a quick list of our projects:

“But yeah we do those classes, a community garden, we organized the Philly

Tenants Union to build tenant power and fight landlords, and we have an
awesome magazine, the Partisan.”

By then you’ll see what, if anything, has grabbed the person’s attention. If nothing
has, you can probably start wrapping up because they’re just not into it. You can
ask, “Any of that sound interesting to you?” to be sure.

Finally, tell them a bit more about what they show interest in, and/or say
something like, “I can put you in touch with (so and so) to plug you into that.”
Then move onto….

The ask:

It’s very simple. Ask for their number! I like to say something like:

“Can I get your info so we can keep you posted about stuff we’re up to?”

Then I show them to the sign-in sheet and have them sign up.
 *​Phone numbers are best. ​Ask for it as they sign up if they don’t put it down. If
they say, “​Can I just do my email?​” say ​“Sure! It’s just easier for us to stay in
touch by texting,”​ which is true. If they don’t give us their number after that,
that’s okay! But when they leave, ​write a fake number in and asterisk it for
whoever enters the data to know it’s fake​​. Otherwise, every person who follows
that person ​WILL NOT​​ write their number down and everyone will hang their
heads at the end of the day.

*Look at what they write as they write it so you can make sure it’s legible. ​If
it’s not, confirm with them what they wrote (“​Is that a 4 or a 9?”)​ and write it
below what they wrote. Otherwise, they may be waiting forever for a phone call
that will never come.

Extra tips:

1) ​Remember that this is a numbers game.​​ Most people will walk away from
you. Of those who don’t, only some will want to sign up with contact info. Of
those, few will ever show up in person to a Philly Socialists event. That’s why we
do this so much. But you never know, you could be talking to the future
revolution’s pride. I like to imagine as much with nearly everyone I talk to. Don’t
feel down if your conversion rate is low! Everyone’s is! If you stand out there and
talk to people, you’ve done your part.

2) ​Do NOT lead with phrases like, “Are you interested in…” or “Would you
like…” ​ People are hardwired to say and think, ​“NO look away KEEP
WALKING”​​ when they hear any of those questions.

3) ​Do NOT ask, “Would you like a flyer?”​​ Again, ​everyone will say “NO” as
they run away​​. The material you have is a prop — it’s not important. Focus on
giving lit out to people you connect with. A flyer in the hands of someone you
haven’t connected with is going in the trash. A flyer in the hands of someone you
have ​connected with is going to remind them of you and your connection.

4) ​Talking only to other tablers puts people off.​​ It’s cool to take breaks and
chat with your comrades. Just know that when you do that, you’re ​not ​talking to
passersby, and you’re encouraging passersby to ​not ​stop and find out more.

5) ​Don’t sit behind the table and wait for people to come to you.​​ Stand in front
of the table with your material and approach people.

6)​ Seriously, if you’re at a table and sitting behind it, you are wasting your
own time!

7) ​Have fun and enjoy the chance to get to meet new people who want to talk
about socialism.​​ There are plenty of them out there. Remember that you’re doing
 them a solid! You’re giving them a way to get active about their beliefs and do
meaningful work. It’s good. You’re good. Thank you for being you.

https://drive.google.com/open?id=13k5PYyYEl49BWJm-guYu9nr4ang1rIwN
 

How to Step by Step: 

Organize a General Interest 

Meeting 
FOR DUMMIES 
___ 

You can do it! 

INTRODUCTION 
 
With this step by step guide organizing a general interest meeting is easier than organizing your
room!
It might sound intimidating and like a lot of steps, but as long as we work as a team, everything
should unfold nicely, the key is to tagging people with you.
General interest meetings are the best way to recruit new people and funnel them into our
projects which will <retain> these new people and turn them into members!

Anyone can do this and bottom lining this type of meetings does not mean speaking at it (ask
someone else to do it!)

 
  

  2 

 
Logistics

● Find a location (look at spreadsheet make sure it is ADA accessible and ask about
childcare)

● Pick a few possible dates and check with venue and see what’s available

● Organize child care (ask Alex)

● Secure the date and send the money (Marlon)

● Make facebook event on public page (not on the discussion group) at reasonable time (if
weekday, a time after work hours and if on weekends early between 12 and 5pm is best
because people likes to party)
Design a flyer (talk to Lilly/Andrew or design team, this should be done well advance 2 to
3 weeks since they need time to make the design and we need time to flyer)

● Get facilitators: -introduction and ice breakers -some one per project preferably to pitch
projects.

 
Contents

● Facilitator: will introduce the organization and keep times

● Ice breaker questions and introductions: good for small meetings of 30 or less people
(large meetings will just take up the whole time lol) Encourage people to share their
name and pronoun.
Good ice breaker questions are often unrelated to politics like who’s your fav superhero
and why? if you could be a vegetable what would you be? worst/best halloween
costume/ tattoo? Things that we can all relate to each other.

● Introduction: talk about what is the organization, why it’s different and it’s goals.
Introduce projects old and new ones.

● Divide into break out groups for projects to answer more specific questions, invite to
coming up project meetings or work days and to get contact information.
  

  3 

● Lastly, get the group together, if time allows do a last go around, and do
announcements.

Equipment​​:

● Table with flyers, pamphlets and a SIGN UP SHEETS (if nothing else, the sign up sheets
are the most important) and couple of volunteers at the table to encourage people to
sign in.

● Name tag stickers, markers and pens and freebies (like pins, partisan and stuff)

● If a large meeting then sound equipment might be needed but more often than not
venues provide that as well (check with venue, otherwise when taking the sound
equipment from the office let Marlon, Ariel or Mara know and check the day before for
any cables/parts missing and if lost after event PLEASE ALSO LET SOMEONE KNOW
SO WE CAN REPLACE THE PART)

Promoting/outreach:

● In a perfect world we’ll have general interest meeting every three months but preferably
every six months is better than never.

● For this, working as a team is the best solution, talk to the outreach person (santiago)
and the engagement person (Stephanie) to plan how to best contact all the new people
from recent tabling/flyering/social events and organize a CADRE meeting to personally
call every single new contact. Do not, NEVER ever only rely on social meeting for
outreach, people who have approached us at a table or send us their information in
some other way ARE interested already and want to be involved and they will be the
ones most likely showing up.
It is also good practice to flyer the area 2 weeks prior and a few days prior to the event,
since in philadelphia it is illegal to put up flyers and they will be taken down. Also it’s
good to leave flyers at coffee shops, stores, corner stores, restaurants and the venue
itself.

Unsolicited Advice:

● Know your rights as a member and involve the arbiters. It is also good practice to have
an arbiter introduce briefly our anti bullying and harassment policies before the event
starts but arbiters are not always available so having prints out of those available are
good to have too.
  

  4 

● Involve people! Engage members! Ask some 3 to 5 people to help you organize and
work/mentor at least one and encourage this person do organize a meeting on their on
next! This way we make sure to pass on the knowledge.

● Invite people to a bar/pizza/hang out after! This is a good way to tighten up those new
relationships and relax after organizing a stressful event.

● DO NOT WORRY ABOUT THE NUMBER OF ATTENDEES on facebook, for this kind of
events facebook is not a good predictor of how many people are coming (protests/rallies
and activist activities are different low commitment stuff so then fb is a good teller of
attendees) If not as many as hoped show up, keep on going, go through your program
the same, and wait on people a max of 10 mins. Even if one person shows up, it is a
success.

Take a day off to decompress. Enjoy.

 
 Philly Socialists Sign-in Sheet
NAME PRONOUNS EMAIL PHONE NEIGHBORHOOD PROJECTS

☐garden ☐design
☐ESL ☐recruitment
☐Partisan ☐immigration
☐Tenant’s Union ☐response
☐worker organizing network
☐campus:_________________

☐garden ☐design
☐ESL ☐recruitment
☐Partisan ☐immigration
☐Tenant’s Union ☐response
☐worker organizing network
☐campus:_________________

☐garden ☐design
☐ESL ☐recruitment
☐Partisan ☐immigration
☐Tenant’s Union ☐response
☐worker organizing network
☐campus:_________________

☐garden ☐design
☐ESL ☐recruitment
☐Partisan ☐immigration
☐Tenant’s Union ☐response
☐worker organizing network
☐campus:_________________

☐garden ☐design
☐ESL ☐recruitment
☐Partisan ☐immigration
☐Tenant’s Union ☐response
☐worker organizing network
☐campus:_________________
 How To Have a Good Organizing Conversation

One on one conversations are the building blocks of an organizing relationship. They’re how we
get to know each other, get what makes each other tick, deepen our understanding, and push
ourselves to take actions we couldn’t on our own.
A good one-on-one should help a person who’s not currently engaged to discover the
things that got you, an organizer, to think your organization is a good idea: that our problems
are the results of a system, and that collective action has the power to change that system.
People tend to get who and what’s oppressing them. People are less likely to believe
there’s anything they can do about it. That’s why labor organizer and author Jane McAlevey
describes the job of organizers as “raising expectations.” We’re in the business of making
people believe they deserve what society tells them they don’t.
It can be intimidating to talk to someone you don’t know well, hoping that they’ll join you
in a cause. When you start, you might not know how to move your conversation from a place of
fear, anger, or apathy to a place of action. There are more and less effective ways to do it.
Labor Notes, a publication that’s been a gathering place for leftists in the labor movement for
decades, has a good set of basic steps to remember in their book, Secrets of a Successful
Organizer.

1- Discover the Issues

2- Agitate
3- Lay the Blame
4- Make a Plan to Win
5- Get a Commitment
6- Inoculate and Re-commit
7- Set a follow-up plan

It’s not a science, but it’s a good idea to memorize these steps and think of them as you
talk with the person you’re organizing. If you forget everything else, though, remember that
you’re not trying to convince someone about something. You should be mostly (80%) listening
and asking questions, letting the person work their way through things themselves.
When you “discover the issues” and then “agitate,” you’re finding out what a person
cares about. What do they like about where they live/work? What do they want changed? The
key word here is discover—don’t go fishing for what you think the tenant, worker, or neighbor’s
issue might be.
When you get into how their issues affect their daily lives, it can and should get
emotional. If someone’s being oppressed—and most people are being oppressed in some kind
of way—it’s natural and right to feel angry, dejected, hurt—and it’s our job to let people know
that they have every right to feel those things. You should be asking lots of “How does x make
you feel?” questions at this stage. And don’t try to diffuse anger or pain—lean into it and let the
person know you share it. Their anger and pain is the same anger and pain we feel. It’s what we
fuel our action with, what we power our resolve with.
When you “lay the blame,” you don’t do it yourself, you ask the hard questions that allow
a person to think it through and figure it out themselves. Maybe you’re organizing in a building
and the issue you’ve discovered is a bedbug infestation. In that case, laying the blame would
include questions like—“Why is the bedbug problem so bad? How is it your fault when this
building has several units? Who would have the power to order regular exterminations here?
Who do you think wrote the laws that exclude bedbugs from the list of pests landlords have to
exterminate?”
Then it’s time to “make a plan to win” and “get a commitment.” This is where you talk
collective solutions. “We’ve got five units in here ready to take action to get the landlord to
exterminate the bedbugs. If we got half the tenants in this building to march to the management
office, do you think they’d be able to keep neglecting this? What if it got to the point where half
the tenants committed to stop paying rent unless the landlord did something? Do you think the
bedbug infestation will stop if we don’t do something like this? If we win on this, do you think it
will change how the landlord treats everyone here?” Getting a commitment is about the person’s
role in that collective action. “Will you sign this petition? Will you commit to being there the day
we make the drop off?”
It’s in this phase of the conversation you’re likely to run into what McAlevey calls the
“long, uncomfortable silence.” And that’s good. You’re helping a person confront a difficult
reality, and asking them to consider a bold action. It’s not easy. But it ‘s necessary. “What’s
going to happen to your daughter if we don’t fight this eviction with your neighbors?” isn’t
something you want to hear or think about, even if you know the answer. I’ve seen plenty of
people stay in denial until it’s too late for anything to be done—in part because I was afraid to
ask the tough questions. My point is: go there. Ask “what’s holding you back” when you’re not
sure.
When a person commits, you want to make sure they’re mentally prepared for possible
risks and make sure they want to commit even in the face of those risks (“inoculate and re-
commit”). “What do you think the property manager might do when she gets confronted? What if
she threatens to evict everyone who shows up? Does that change what you think about doing
something about the bedbugs?” You’re going to face risks, and if you don’t prepare for them
right from the beginning, people will cave when the going gets tough.
Finally, you want to end your talk with a clear “follow-up plan.” Agree on a date and time
for your next step, whatever it is. Send a reminder as you get closer to the date, and see if they
follow through. Then it’s in their hands. Don’t be too disappointed if they don’t come through!
You still made a connection and you never know what will come of that down the line. But if they
do come through, it’s time to start thinking about the next level of work or leadership you can
ask your new comrade to take on. The people who follow through on a follow-up plan: those are
the ones you can build with, and the ones you want to develop leadership in. But that’s for
another how-to!
Organizing Conversation Flow

1. Discover the Issues

(don’t fish!)

2. Agitate
(get mad!)

3. Lay the Blame

(let people think it through)

4. Make a Plan to Win

(put your ideas forward)

5. Get a Commitment
(‘maybe’ means ‘no!’)

6. Inoculate and Re-commit

7. Set a follow-up plan
(time, date, place.)
*set a reminder to remind!
Partisan Editing Checklist

Read it. Read the article through once to get a general sense of it. Do you understand the main
points the writer is making? Did it engage you or turn you off or bore you?

Track your changes. In google docs, at the top right, click on “Suggesting” instead of “Editing.”

Check its scaffolding. Read the article again, thinking about structure:
● Does it have an exciting or intriguing first paragraph that draws you in, maybe with a
story about a person?
● Does the second or third paragraph tell you the main gist of the article and why it’s
important for you to read it?
● Does the order of the concepts, quotes and stories make sense?
● Does the end feel like an end, leaving you with thoughts to reflect on but no loose ends?
If the article doesn’t do these things, make comments to the writer suggesting ways they can do
these things. [In google docs, use the cursor to highlight the part of the article you want to
suggest changes on, then click on “Insert” at the top of the screen, then “Comment” and write
your suggestions in the comment space.] Sometimes you will need to move things around
yourself and make edits instead of comments. Just make sure your changes are tracked.

Check for clarity. Read each paragraph, sentence by sentence. Is each word, phrase and
sentence clear? Do you understand what the writer is saying, or are you confused? Make a
comment if you are confused, with your questions about that sentence or paragraph. Or make a
change yourself that will make things more clear.

Check for glaring omissions. Are there any ideas, questions, facts or stories that are missing
from the article? For example, if I wrote an article about evictions in Philly but didn’t cite
information about how common this is, or if I didn’t quote anyone who’s dealing with eviction
personally, or if I didn’t show how gentrification and capitalism are behind it.

Check for weak logic. Does the article claim that, for example, the reason the city is building
riverside paths for bikes is UnUniversity of MichiganUniversity of MichiganUniversity of
MichiganUniversity of Michiganiversity of Michiganbecause all bicyclists are rich? Well, we know
a lot of working class people ride bikes and even do so for their living. But cutting new pathways
for bikes can also be part of gentrification. So it’s more complicated. The writer needs to show
the contradictions and complexities, and if they’re making an argument, show how the facts
support their argument.

Check that sources are cited. The writer should back up all statements of fact with citations to
let readers know where they got the information. Wherever the article cites another media
source, hyperlink the title of the publication when referencing it: “According to the NY Daily
News, Carroll sustained a swollen ankle as well as back and leg injuries as a result of the
violent incident.” The hyperlink will allow readers of the blog to get more info. When the article is
printed, the link won’t be there, but the reference to the newspaper will let readers know where
the writer got that quote.

Run spell-check. In google docs, you do this by clicking “Tools” at the top of the page, then
“spelling,” then “Spell check.” It should let you decide whether to change or ignore each word it
thinks is misspelled.

Check names, pronouns and descriptions. Make sure interviewees’ names are spelled
correctly (google them or look on facebook) and that their pronouns are used correctly. Check
the writer’s name too — it should be there under the headline. Check names of groups [or the
fact checker can check the spelling] and make sure they are described in a way that respects
how they describe themselves. In some cases, the writer may be exposing ways the group isn’t
living up to its description, so there may be some cases where groups will not like what we say
about them, but it’s OK.

Anything offensive? If any wording could be stigmatizing to an oppressed or marginalized

group, or blames a group for its own oppression, or uses oppressive stereotypes or language,
make a comment suggesting a particular change. Or just change it yourself.

Check for readability. Is the article clear for readers with low literacy? You can use this online
readability checker: http://www.readabilityformulas.com/free-readability-formula-tests.php We
aim for an 8th grade to 10th grade reading level, but not all our articles can be edited to this
standard. Just keep in mind that the average American reads at an 8th grade level, and we want
these articles to be read by working class Philadelphians who didn’t go to college. For tips on
making an article more reader-friendly, see Prison Health News’ “Tips for Writing for Low
Literacy Readers,” which can be found here:
https://drive.google.com/open?id=0B8Zk1KypWIMXNUpxYndvTGpHTG8

Are there parts you love? Make sure to comment so the writer will know which parts of the
article are fabulous and powerful.

Is there a headline? If not, write one, and ask the writer if they’d like to change it.

Does this article have an image to go with it? If not, ask the writer if they have something in
mind, and if not, ask the other editors to help you come up with an idea for a photo or
illustration.

Read it again. Go back to any parts of the article that were unclear or not engaging to you the
first time you read it. Make sure they are fixed now, or that you have made comments to the
writer suggesting ways for them to fix those problems.
Working through
Divisions
Building Unity as an Organizer
 Contradictions:
They’re good.

Contradictions are good! Working them out leads us to better understanding. In the
dialectical process, you start out with a thesis, but then you have its opposite, its
ANTI-thesis. Duking it out produces a synthesis. But that’s only temporary, cuz there
will be an antithesis to THAT synthesis, and SO ON and SO ON. There are all kinds
of opposites and contradictions we have to work through--differences of race, of age,
of class background. But ultimately we’re trying to build something together.

The danger comes in when we don’t push through it and just get stuck in infighting,
where we don’t resolve to come to an agreement or make a new “synthesis.”
Whatever you think of Mao, he had a very effective method for keeping an
organization together and powerful. He has an approach to resolving contradictions
with our enemies, like the landlords, but a different approach to resolving
contradictions among “the people,” the people who should be on the same side, or
could be. In our case, tenants. That’s Unity-Criticism-Unity. This is a process of open,
respectful discussion and debate, one that doesn’t write anyone off, or resort to
attacks, or focus on being RIGHT. The focus is on getting people together, on UNITY.
 So there’s a disagreement….
Have respect. Talk it out. Be civil.

Consider the roots of your position.

Consider the roots of their position.

Express why you disagree, but don’t make it personal.

Always remember the goal is not to BE RIGHT or CONVINCE, but to FIND UNITY.

Ask yourself, do we actually need to agree on this to have unity?

On examine your own position--is it the product of preconceived notions? Privilege?

Having an education at a bourgeois (landlord)-production factory (elite college)? Or
being mired in an activist scene in thrall to those factories’ ideas?

On consider the roots of their position--where might this be coming from? Is there an
experience they’ve had you can’t identify with?

Last point--you might not really need to hash this difference out at this exact moment.
Part of your job is discerning which contradictions need to be addressed now and
which ones might actually need to wait until you have developed greater trust.
“Our comrades must understand that ideological remolding involves long-term, patient and painstaking
work. They must not attempt to change people's ideology, which has been shaped over decades by life, by
giving a few lectures or by holding a few meetings. Persuasion, not compulsion, is the only way to
convince them.”

– Mao, “Speech at the Chinese Communist Party's National Conference on Propaganda Work” (1957)
Love this Onion thing. Has a great line about how a barb “instantaneously
invalidating the 56 years of individual thought and life experience that had led
him to his previous political beliefs.” DON”T BE LIKE THIS.

“Our comrades must understand that ideological remolding involves

long-term, patient and painstaking work. They must not attempt to change
people's ideology, which has been shaped over decades by life, by giving a few
lectures or by holding a few meetings. Persuasion, not compulsion, is the only
way to convince them.”
– Mao, “Speech at the Chinese Communist Party's National Conference on
Propaganda Work” (1957)
 White vs. Black

Subsidies vs. No Subsidies

Young vs. Old

Divisions: Disabled vs. Able-bodied

They’re inevitable. “Good” Tenants vs. “Bad” Tenants

Partiers vs. Quiet

Employed vs. Unemployed

So one thing to remember about divisions is that they’re inevitable. These are some
key divisions.
 Build trust across Divisions.
Bridge the gap between divisions.
Build density within each group.
Be reliable. Be principled.

This is our job as organizers. The question is how do we do this?

We're not going to simply collapse these divisions. We need to embrace them and
work with them. Here’s another process from Mao about how to think about this. Our
aim is to build power. The goal is not to win over every single tenant in a given group.
Thats not going to happen. Instead we want to [click]
 1. Investigate

You begin by investigating. Talking with people, getting to know them. Finding out
about dynamics in the building.
● What are the divisions?
● Who’s on what side?
● Who listens to who?
● Who’s respected?
● Who has what reputations in the building?
● What do people tell you about their neighbors?
● Who doesn’t like who?
 2. Map

Who is connected to who. Who lives where. Who listens to who. This is for you to
make sense of what’s going on in the building or within the group.
You also want to be consistently mapping your own base of support: from the core all
the way out to hostile people. This can take a variety of forms, charts, whatever.
 3. Lead the Leaders

You’ve put in work over time to identify leaders. If you’ve identified divisions, you want
to know who carries some weight within each one. Maybe there’s a small crew of
people who like to get down, and you’re having trouble getting them to sync up with
the base of senior citizens. You need to do some work there! Find out who has
respect. Take the time and extra effort to get to know them, have a one-on-one with
them. Convey that THEY are important. Find things they believe in that can be
incorporated into the larger strategy, things you think people across the division could
be won over to.
 Build consensus by practicing the mass line

Test Your Ideas
Put out what you believe
without false pretenses,
without thinking it’s the only
way..
Listen to Their
Ideas
Seriously consider what
they have to say,
incorporate their ideas into
your strategy.
Get support for the consensus
When you believe you have critical mass around a
working plan, bring supporters together to carry it
out. It will continue to be fine-tuned.

So this might mean you don’t always pursue exactly what you think is right. One great
example is that 90% of people you’re organizing will want to pursue legal strategies.
We should always make clear where we stand on that--but we should also recognize
that 1) we’re leading this WITH others, and 2) it’s better to try something and SEE
FOR YOURSELF that it fails than to just be told that. This means you will need to
incorporate some wrong ideas into your plan--so long as they won’t lead to disaster!!!
Give people a chance to own their struggle.
 4. Persuade the Followers

How do we persuade the followers? In large part, this has to do with convincing the
leaders and having a plan that THEY OWN. They’re leaders, so they’ll bring around
their people. You can take time to do part of it, but the focus needs to be on bringing
the leaders aboard, and organizing them to convince the people that follow them.
 5. Isolate the Hostile

This is a last resort, and a step you really only want to get to after dedicated work with
a group, after a long time of coming to know someone, and, really, having your or
others’ trust betrayed. MOST HOSTILE PEOPLE WILL ISOLATE THEMSELVES.

You need to do this in a principled way. You need to level with the person. Talk to a
person about their conduct. Explain why you think it’s causing problems. Force votes
on issues. Make sure the majority rules. Allow for free discussion, but don’t let a lone
dissenter hijack things.

Speak with people and build consensus through one-on-ones. If it needs to be

confronted in a group, it needs to be confronted!

Don’t do surreptitious things like have secret meetings or what have you, that’s going
to lose your intermediate. Be mindful of going overboard.

Take time to build up resolve among the advanced and intermediate, let them know
their contribution is valued and the toxicity is only temporary.
 Scenario:

One tenant earns a reputation for being "too angry" with the management, too militant. You start hearing
from people that they don't like this tenants attitude, that management would be more likely to come
around if they weren't so in the management’s face.

Meanwhile, this tenant resents people in the building for being “naive.” They explosively leave a meeting.
You overhear them fighting with another leader when you come in one day. This other leader says they
can’t keep doing this union stuff.

This tenant has PTSD from a history of dealing with dehumanizing government bureaucrats. What are
some ways you can work through this?
 Scenario:

A poor white tenant whose on a HUD-VASH (Veterans voucher), a minority in the building, tells you that
the issue is all these people on Section 8 vouchers. They say, “I don’t want to be racist but you know who
I’m talking about.” Their next-door neighbor is a black tenant on Section 8 who speaks very loudly and
listens to loud gospel music for several hours a day.

A poor black tenant tells you the real issue in the building is the young kids who trash the place and the
parents who don't look after them, “all the drug dealers.” There are significant messes created by tenants
in one hallway next to second tenant.

A working-class black tenant who is not on any housing assistance resents people who have vouchers
because they have to bust their hump working to make rent.

Additionally, there are systematic issues with the building--no security system, heat goes in and out, no
regular exterminations, and people are regularly taken to court.
 5 Ways to Support
Your Disabled
Philly Socialists
Comrades Ability Caucus
We miss 100% of the shots Field Guide
we can’t access.
• Often we can’t access personal transport
and for reasons like accessibility or low
energy levels, public transit’s not always an
option. If you have the means, it’s a good
idea to offer a ride to actions or meetings.

• When your health & care isn’t guaranteed

the will to get there isn’t always enough.
Volunteer to record meetings or take
notes. It keeps us involved and in the loop.

• Look out for roles we can fill. If someone

struggles to make phone calls suggest they
work on text for a printed project. If they
aren’t able to participate in a march, suggest
they help organize it. Et cetera.

• If an upcoming or regular event is

inaccessible advocate for it to be made
accessible, even if you personally won’t
benefit from the accomodation. We can’t
advocate for ourselves if we can’t get there.
• Don’t use ableist slurs against folks you
hate. Tell me Donald Trump has the political
experience of a baked potato who’s conditi-
-oned by privelege and power to dictate Grapic Layout: Damien Andre
reality, not that he’s insane, narcissist or Text: Maddie Rose & Damien Andre
r******d. It’s inaccurate and perpetuates the Illustration: Mara Henao
association between mental illness and evil.
 Socializing with
Disabled Comrades
A few basics.
• also exhausting. It’s okay to disconnect
• awareness and political exhaustion. If you
If I’m accompanied by an able-bodied
person don’t relay questions to them. It
can be insulting.
•
Often I must cancel plans for health & care fac-
-tors. If I need to cancel consider visting me.
Plan some in-home activities!
• Think of my mobility aids as part of my body.
Ask before you touch them, including leaning.
• Some things I do differently, if it looks like
I’m struggling, ask before helping. I can get
hurt even if you think you are helping.
• If you invite me to something, ensure the
location can accommodate me. Is there a
ramp? Will it involve walking a distance? etc.
Self-care for Activists
Mental health comes first!
• Being socially aware is important, and
from social media sometimes if you need
to. There’s a difference between political
need to keep your account up, delete the
app off your phone for a while to avoid
the forever-scroll.
• Be realistic about what you can do.
Saying “no” is okay. We’re all doing our
best to survive under capitalism, and it’s
important to recognize what your limits
and abilities are to contribute to politics.
• Pick your battles. Not every person with
a dissenting opinion is worth fighting with.
Better to use your energy trying to get
your liberal friend into organizing work
than having another fight with that kid
from high school who loves cops and
never listens.
• Show up to social events! political work
is way more fun when it’s with friends
and there’s time to unwind.
• Remember that for marginalized folks,
self-love can be a kind of activism in
itself. Take time to yourself and don’t be
afraid to ask your community and
comrades for support if you need it.
What to Do In
a Protest
Always plan ahead!
• Always go with friends. Know what
your friend’s level of risk is: if there is a fight
with counter protesters or police, will you
all stay or bail?
• Check in with yourself and your buddies,
regularly. Protests can be so overwhelming
you might not even notice that you aren’t
doing okay, physically or mentally.
Checking in when you’re near public tran-
-sportation spots is a good idea, so you
can get out easily if need be.
• Show up prepared. This might mean
bringing your inhaler, some earplugs, or
candy for blood sugar.
• Leave information with folks who can
help you in case you are arrested (even if
you don’t do anything illegal, it happens). It
should have a list of your medications
and your doctor’s number.They may have
to advocate on your behalf to get you
necessary medications.
If you want to know more, check out:
“Philly Socialists Disability Discourse
and Outreach” on Facebook or talk to
Damien about how you can get involved.
DamienA88@Gmail.com
 Effective Leadership
For non-cis male comrades

At our last Dolphin caucus it was decided that we needed to invest more in building
leadership within out non-cis male members.
Show start Trek clip
Leadership? What’s that?
“The action of leading a group of people or organization”

Who chooses a leader?

No one and everyone at the same time. People who exercise leadership (be bad or
good) can be self selected while simultaneously elected by people around them.
Leading is an action and if you engage in this action you are a leader. People listen to
those who sound like they have a plan and can take action.
Boss vs Leader
Boss:
-Yaps all day

-Gives orders

-Doesn’t inspire

-Person put in charge of a group of

people, usually between the bigger boss
and the rank and file.
-Doesn’t build others up
Boss vs Leader
Leader:
-Builds others up

-Not about them but about their team

-Builds relationships

-Inspires

-Leaves a legacy (thinks about the future)

What makes an effective leader?
-Delegates

-Sets goals

-Communicates

-Builds relationships/ knows their team

-Recognize Achievements

-Thinks about the future/lasting solutions

-Don’t take it personal/ too seriously

Delegates
-Recognizes skill sets in team members

- Has confidence in their team members

- Creates confidence in their team

members

-Doesn’t shame for mistakes

-Ready to help out if something slips

Sets goals
-For their team

-For each member of their team

-For themselves
Communicates
-Communication is key to develop a
good relationship

-Good listener

-Isn’t ashamed of mistakes and sharing

knowledge

-Keeping up with their team members

and every one’s tasks

PErsonal reach outs

Phone calls
One on ones
Builds relationship- Knows their team
-It’s all about the relationships we build

-We can only build others up when we

know them

-We build mutual trust when we work

together

Importance of one on ones:

Dedicate time with the people you want to build up, a one on one can be something
as organic as a meeting them outside or at a coffee shop, or bumping into them and
talking with them. Make your people feel important because they are important.
Trust the people you work with and engage in their lives.
Recognize achievements
-Takes that extra mile to recognize others
achievements (and efforts)

-This build confidence and trust

-Helps the leader remember that it is not

about them

I usually keep list with small details on people about their lives (since I know so many
people) and I try to update when I can.
I can’t personally meet with everyone, but I try to go to birthday events and special
occasions in their lives or try to engage in a hobby together.
I try to be organic since it is what I have found that works for me.
Future and lasting solutions
An effective leader doesn’t think that
they are indispensable, they are aware
that to build a lasting movement (in our
case) that we have to think about the
future generation of leaders.

This means building younger effective

leaders and leaving a system that can
be passed on.

Look for people who show interest, give them more responsibilities, and always ask
new people to take on more.
Don’t take it too seriously
-Have fun

-Be creative

-Don’t be afraid of mistakes

-Never give up
Obstacles in the left for non-cis male leaders
Please copy and paste this link and watch video before going to the next slide!

https://drive.google.com/file/d/16px1fDjI7-I0-f-IlB1D-5Z6ImyPSWgF/view
Talk about star trek clip: Ask: (unrelated to the left)
Have you been questioned about your abilities before?
Have you felt that you need to prove that you are capable?
Please share (2 people max)
(related to the left)
Have you felt somewhat inferior because of your knowledge of theory?
Do you feel sometimes nervous about sharing your point of view because you feel
that you don’t have the right words/theory to back it up?
Please Share
(2 ppl max)
Sexism in the Left
-We are called too emotional: Being “emotional” is a strength and we should not
be ashamed for it.

-”Women are not interest in theory” WRONG- not everyone is interest in theory,
body!

-Carving a safe culture in our organization. If someone is creeping, communicate

with our arbiters- use our policies, they are here to protect us.

-Caucuses are important. We have crafted the only anti-sexual harassment and
bullying policy in the left. Without these spaces this need would have not being
identified.

I usually give out my number to new people interested in our events. Recently i had a
creep call me so i decided to get a google number.
Take action TODAY <3
Changing the left is up to us and
our comrades.
We have to build a culture where
sexism at every level is not
accepted.

We are not above or below

falling into the same mistakes.
We are the active agents of a
just future.