Toward what? Most of us probably aren’t sure. But the people involved in a Wellington, New Zealand-based network called Enspiral have done more than just about anyone to figure out — to figure out where we’d want the future of work to be headed if the better angels of our nature were in charge. I’ve had the chance to visit them (and lived to tell the tale for Vice). Now, a trip down to Wellington, although I absolutely recommend it, is a little less necessary. The Enspiralites have created a book, Better Work Together, which chronicles in conversational stories and pictures their attempts to create a kind of community worth working toward.

Enspiral is fairly small, as organizations go — a few hundred active participants, a modest budget. Rather, it’s lean. Most of the Enspiralites’ businesses exist outside the organization, but attached to it, allowing Enspiral itself to take risks, learn lessons, and reinvent itself when necessary. It’s a community of early adopters. They offer themselves as beta-testers for a suite of collaboration software they’ve co-produced, such as Loomio and Cobudget. They relentlessly explore challenging governance frameworks like sociocracy and teal. They even funded the book’s production through a new blockchain-enabled platform called DAOstack (which still crashes my browser when I try to use it). These are not ordinary workers; they’re people with the passion, the patience, in many cases the privilege, and the fault-tolerance to repeatedly try stuff that may or may not work.

In the book, you’ll see why. There is a generosity and pleasure and even a spirituality in how they talk about their efforts that makes it all seem less like, well, work. There are typos, but these pale in comparison to the challenges we collectively face. The upshot is not a final theory or doctrine or destination, but a mode of working toward it, of declining to accept disguised versions of feudalism as good enough. Order it, digitally or physically, here.

Cross-posted at the MEDLab website and on Medium.

The post Become better together with Enspiral appeared first on P2P Foundation.

mondora is a software services company and a benefit corporation. They care about how their software products are being crafted and used, considering how both people and planet are impacted. For example, they track the paper (and trees) that are saved in the use of their application that allows banks to easily keep digital records.

mondora role models creating benefit for the world and its workers

Their social impact extends beyond outward acts, mondora proposes to change how work is done in Italy by demonstrating a way of working where employees may choose to be as remote as they like and have flexible hours. mondora believes in creating value for their community of workers as well as the world.

mondora was founded with these values in 2002. As they grew from 10 to 60 employees in the last 7 years, they evolved their ways of working to better fulfill their purpose. They have developed a culture of openness and transparency and a flatter organisational hierarchy. They have implemented tools, such as Loomio, so that anyone can share their ideas and everyone decides together.

Loomio helps move discussions to clear outcomes and action

Kirsten Ruffoni, mondora’s Benefit Officer, spoke to a number of the obstacles mondora was facing prior to adopting Loomio. She shared how, “discussions would occur but nothing would happen”. With people working remotely and on flexible hours, it was “hard to move conversation to conclusion”, and, generally, “hard to keep a conversation going as you always run into different people at the office”.

Kirsten reported that they’ve come a long way in this regards, and Loomio has played a role. “Decisions that used to take months now take a week”, Kirsten told me. mondora takes full advantage of the variety of voting and decision tools that Loomio offers, and appreciates not losing messages on Slack and—unlike email—having the ability to indicate deadlines to increase accountability.

Kirsten described a challenging decision that was made on Loomio: making the salaries of mondora transparent to everyone in the company. The CEO had some reservations, but decided to use Loomio to consult everyone in the company. After the input—unanimously in favor—the CEO decided to trust the group and implement the policy. Not only did nothing bad happen, but they were able to do something really positive in the eyes of everyone in their company. They identified, and fixed, a pay gap between women and men, establishing equal pay for equal work. Kirsten commented, “Loomio makes it easier to voice our opinions in front of our boss”. Using asynchronous decision-making tools can make it easier to have thoughtful conversations and hard decisions, whether the team is remote or meeting regularly in person.

Loomio supports collaboration between organisations and across teams

mondora has also been using Loomio to bring customers into the design process to produce better results and strengthen relationships. They involve customers in the process as early as possible and establish open communication between their customer and every person on the team.

Beyond supporting internal communication and decision-making, Loomio allows mondora to invite guest users into specific threads or groups; mondora uses this to improve their interactions with investors and university researchers. According to Kirsten, Loomio supported mondora to “get information they weren’t expecting from stakeholders.”

After acquisition by TeamSystem, a larger IT company, mondora has introduced Loomio as a decision-making tool within TeamSystem’s R&D department.

In their efforts to better the world and cultivate employee happiness, mondora is leading Italy and others into a future of work where there is a new model of employment—a “new employee” where all workers can fully participate with flexibility, remote work, and effective communication and decision-making. mondora leverages Loomio to get better outcomes with less time and effort, supporting every employee to fully participate in all aspects of the business and to deepen their interactions with customers. Want to create more benefit in the world? Look to mondora as a valuable example.

By John Gieryn at Loomio, read the original post here.

The post Leading Italy into the future of work; mondora creates benefit for all appeared first on P2P Foundation.

Around four years ago, after Bath lost it’s charity support agency, the founders of 3SG stepped in to quickly build an organisation that could act in its place—facilitating funding from regional sources and helping to unify charities with similar missions.

Taking action

When it started, 3SG had no building, no governmental support and essentially no budget—but what they did have was a passion for connecting charities. Its founders had worked for numerous nonprofits in the past and getting the ball rolling was as simple as recognising a need.

“A lot of people had talked about it, but no one had done anything. I think it was just a case of ‘well let’s start it’. And that’s the key—just doing something.”

In a smaller city like Bath, there are limited funding sources, so different charities focusing on the same cause would end up competing with each other for money.

3SG facilitates connections between the non-profits that are planning similar projects and gives them an opportunity to collaborate, instead of having to compete for funding.

Managing growth

In the past two years, 3SG has quickly grown from 10 founders into a community of around 200 members that consist of representatives and leaders from the majority of charitable organisations in Bath.

The growth is exciting but it also made organizing events, arranging meetings and making community-wide decisions difficult. He explains that all 3SG members are busy people who volunteer their time to 3SG on top of their existing jobs.

“We were doing it all by email and it was getting really confusing. People felt like they were missing out on being able to contribute.”

Avoiding email confusion with the help of Loomio

James says that Loomio helps them organise and keep track of communications so that their members are never struggling to catch up on information they missed throughout the day or battling the confusion of a reply-all email chain.

He likes the way Loomio provides summaries of every conversation, which cuts down on reading time so they have more time to do the work that matters.

Listening to the voice of the majority

The polling feature on Loomio is another winner in his book. The 3SG team recently used it to decide the theme of their next big meeting and James was surprised by the outcome. He hadn’t realised that so many members were interested in the topic that was chosen.

The voice of the majority, he explains, can sometimes get drowned out by big personalities. People who don’t want to ruffle feathers often miss the opportunity to voice their opinion. With Loomio polls, it’s a less intimidating process.

“It’s more democratic,” he says, adding that it’s also satisfying to be able to see who is engaging.

Future-minded

James’ longterm dream for 3SG is to develop a community hub where charities can share space and work together.

He says that they will need to broaden their scope and potential for funding before that is possible but he hopes that with the structure that Loomio provides, they will be in the position to achieve all of their goals sooner than expected.

And with 3SG’s tireless dedication to taking action on behalf of those who need it, we have no doubt that anything is possible.

Reprinted blog by Madina Knight on Loomio, you can see the original post here

The post Uniting charities for a common cause appeared first on P2P Foundation.

How do you role-model a democratic workplace?

This was the question on Austen Cordasco’s mind as he set out to integrate new technology to improve decision-making within Co-operative Assistance Network Limited (CAN).

Purpose and community

For more than 30 years, CAN, a workers’ co-op, has catalysed the movement of cooperatives and social enterprises across the UK, helping people work better together through principles of democracy, autonomy, and concern for community.

As a visionary organization committed to empowering and supporting other co-ops, it is important to CAN that they effectively role-model an “active democracy”, where their workers have a voice.

How do we move forward together?

However, as the organization grew, this was proving to be difficult. CAN’s team is geographically distributed across the UK and the time delay in-between meetings, combined with the chaotic nature of email, was leading to big losses.

Austen, a Director and Worker-Owner of CAN saw an opportunity for their board of directors to be more effective and efficient by adopting an online decision-making tool to aid with governance. They chose Loomio.

The power of making decisions online

“Quality of directorship is dependent on the quality of decisions we make, so Loomio has been game-changing for us,” says Austen.

Using Loomio helps CAN to do their decision-making online and organize different threads of conversation, while Loomio’s proposal tool helps CAN move conversations to clear outcomes, creating shared understanding and impact.

Austen adds that using Loomio enables CAN to “effectively have a director’s meeting open all the time,” which not only increases productivity, but also saves money for the organization.

“Our board group has been particularly transformative, enabling continuous governance, improving response times and increasing our agility, resilience and sustainability… Loomio saves us thousands of pounds every year” —Austen Cordasco

More effective co-ops in the UK and beyond

Overall, incorporating Loomio into their company toolbox significantly improves the speed and efficiency of their working together. Undoubtedly, as CAN becomes more agile in their decision-making, they will be able to help even more organizations in the UK put purpose and community at the heart of their work.

Reprinted blog by Madina Knight, John Gieryn. You can see the original post here! and learn more about CAN on their website.

The post Helping UK cooperatives thrive appeared first on P2P Foundation.

When: Thursday, 27 June – Friday, 28 June
9:00 am – 8:00 pm

Where: University of London, Malet Street, London

In previous years, we’ve promoted platform co-ops in a traditional conference format. This year we’re doing things differently and will be exploring opportunities to increase decentralised collaboration in a completely open space format. We’re proud to be working on collaboration with Phoebe Tickell and Nati Lombardo from Enspiral, to convene and facilitate the event.

Who is OPEN 2019 for?

OPEN 2019 is an inter-network event for community builders, network organisers and key connecting members of organisations from a wide range of progressive communities. We welcome all cooperators, rebels, mavens, network builders, systems architects, open source developers, and anyone else who is interested in designing and building our collective future. The idea is to network the networks by creating deeper connections and relationships between some of the key connectors from a wide range of mutually aligned communities.

What will we be doing?

To kick off each day attendees will be introduced to a handful of new, distributed, cooperative, technical and social projects, through a selection of lightning talks. After that attendees will be guided to co-design the event by proposing, refining and voting on the content for the rest of the two days’ sessions. Experienced facilitators from the Enspiral network will help us create a ‘container’ for our time together. Working in small groups we will discuss, debate and feedback ideas to the wider group, to ensure everyone has a chance to have their say and that the collective wisdom of the group is captured and shared.

With an informal evening dinner and drinks and more networking opportunities, there will be plenty of time for building deeper understanding and relationships too.

What will you get out of it?

Recognising that effective collaboration, at any scale, can be hard to define and even harder to achieve OPEN 2019 does not aim to build immediate collaboration between attendees. Having studied the key ingredients of collaboration we know that the first step towards effective collaboration is building deeper connections and trusted relationships, and that is what OPEN 2019 aims to deliver.

By introducing more connectors to each other, getting to know one another, and working together over two days we aim to strengthen our relationships, deepen our understanding and to cross-pollinate and fertilise the pre-existing projects and evolving ideas within our networks.

We will explore opportunities to coordinate our existing organisations better, to keep each other better informed about what we are working on and to potentially cooperate if we can find opportunities to do so. Ultimately, as a result of the networking, we aim to pave the way for any collaborative opportunities which might arise as things evolve…

When and where is it?

The OPEN 2019 Community Gathering will take place on the 27th and 28th of June at the University of London in Holborn, London.

What should I do if I want to come?

Spaces are limited to 150 attendees in order to keep the group small enough to be effective so, if are interested in being involved, please order your tickets below asap. If this event becomes over-subscribed we will explore the possibility of running additional events. If you have a project you would like to present at a lightning talk we’d love to hear from you (please email a short description of your project) but please note – all attendees, including presenters, will be required to buy a ticket.

Please join us to discuss, explore, connect and decide how we can deliver systemic change, together.

For more information and tickets click here!

The post OPEN 2019 Community Gathering – Decentralised Collaboration appeared first on P2P Foundation.

Darren Sharp: How do you create a viable business or organization without a hierarchy?

Enspiral, an entrepreneurial collective based in Wellington, New Zealand, has been working to answer this question since 2010. Started as a group of individuals doing contract work together, the community quickly shifted to launching companies focused on making its ongoing experiments in self-organization accessible to a wider audience. Successful projects include Loomio, a worker-owned co-operative that developed an open source app for consensus decision-making.

Distributed leadership has been key to the success of Enspiral and thousands of other sharing, open source and peer-to -peer communities around the world that rely on participation and networked governance to achieve outcomes for the common good.

Alanna Irving, who contributed to Enspiral’s new book Better Work Together: How the Power of Community Can Transform Your Business, has co-founded multiple startups, including Loomio, Cobudget, Enspiral, and Dark Crystal. She currently works as executive director of the Open Source Collective. We caught up with Irving to learn more about bossless leadership and her practical advice for how groups can both share power and tap members’ strengths to drive personal and social transformation.

Darren Sharp: What’s the book’s core message?

Alanna Irving: Better Work Together doesn’t give you a formula to instantly make your organisation collaborative, flat, or purposeful — because there isn’t one. In this book, we share what we’ve learned by pushing the boundaries of the future of work in a network of social entrepreneurs called Enspiral.

It’s not a book of theory, but a field guide by and for practitioners. As is fitting for a book about non-hierarchical, peer-to-peer, distributed practices, these stories are told through many voices, in many forms, like essays, toolkits, illustrations, exercises, and even a bread recipe. Sharing the failures is as valuable as sharing the successes. The truth is organic, emergent, and human. You can’t tie it all up neatly with a bow on top, or claim that everything fits into a clever 4-quadrant diagram.

We want to offer what we have learned to others, so they can make it their own and take it even further. We’ve gathered up the best insights and transformational experiences we’ve had while growing companies, networks, and ourselves in pursuit of truly meaningful work. The core message is: Join us on the journey.

Why was Better Work Together developed, how are people using it, and what’s its impact so far?

We’re doers, often too busy doing to reflect and communicate. Enspiral has never been great at marketing itself. We’ve never been good at productising or selling what we do, because that’s never what it was about. But whenever bits of our story got out, in talks or blog posts or podcasts, people clambered for more.

I think there’s a lot of abstract theory out there about new paradigms for human group dynamics, but a lack of real, unvarnished, on the ground lived experience. People are hungry for it. The book is a way for us to bring some structure to analyzing and communicating the ideas, tools, and practices we’ve developed, and offering them to the world in an accessible format. It’s our way of recognizing that we’re part of a much bigger worldwide movement, away from top-down, command and control structures, toward bottom-up, consent-based, shared power. The book is our contribution to the larger collective discourse.

It’s been truly amazing to see people respond to the book all over the world, excitedly realising that they are far from alone in this work, and how much further we can go by sharing our stories. A lot of people are telling us they want to go deeper, so now we’re developing workshops and courses based on the book.

Your contribution to the book is largely about distributed leadership in groups. Can you share what that looks like using examples from your personal experience?

Some people think that rid of bosses means there’s no need for leadership. I think just the opposite: It means you need to grow the leadership capacity of everyone. Personally, it took me a long time to reclaim the notion of leadership, because I felt uncomfortable with all the baggage it carried from coercive power hierarchies.

There is a name for this thing I do, and it’s called leadership, but it’s not about bossing people around. Once I was able to uncouple leadership from positional authority, I began to see it purely as a force that moves human groups toward coordination and velocity and away from entropy. It became clear that leadership is not contained in a specific role, but can and should be distributed among many people and processes.

This led me to questions like “How do I develop as a leader when there’s no ladder to climb?” and “How can I increase overall leadership capacity in my network?” I developed a framework for understanding these ideas, which is in a section of the book called “How to Grow Distributed Leadership”, which builds up from the base of shared power and self-leadership through leading others, leading leaders, and ecosystem leadership.

The framework has definitely helped me think more consciously about my own development, and how to mentor others who are intentionally developing leadership capacity in their own networks.

You use archetypes or personas to describe different types of leadership which have their corresponding shadow aspects. How can people become aware of their shadow aspects and make the most of them in group situations?

One of the chapters I wrote in the book describes a leadership development framework I created called Full Circle Leadership. In my work at Enspiral, I noticed an eight-step life cycle projects went through, and saw how projects fell over or fizzled if they missed some steps.

It partly came out of my annoyance that, as a network, we were great at coming up with new ideas but not as good at taking them all the way to completion. I needed to get the word “operationalisation” into our collective vocabulary. I also saw other organisations with the opposite dynamic: great at maintaining but struggling to innovate.

In parallel, as an operational leader, I went through a process of developing empathy for visionary leaders, and came to understand that we weren’t at two opposite ends of a spectrum, but part of a circle. Each of the eight steps represents its own unique kind of leadership, all of which are valuable and important.

This became a lens to better appreciate and nurture diverse leadership strengths. Equally, it’s a lens for awareness of the shadow sides. I got better at seeing my own shadows as a leader, and seeing both the light and dark sides of my collaborators. This is why working alongside diverse, respected peer leaders, who are different to you, is so important.

How can groups leverage people’s strengths and also take team members out of their comfort zone to learn new skills?

This work asks a lot of us. There is no way to keep engaging deeply, purposefully, and vulnerably in community without a lot of self-development. Sometimes we call that The Work. It never ends because humans are dynamic, complex, living beings, and groups of humans even more so.

On one level, it means always being out of your comfort zone. On another level, it means gaining a profound sense of purpose, confidence in you abilities, and unambiguous commitment to guiding values that stay steady in the face of enormous change. It’s great if you can be responsibly and safely held and guided by someone who “knows what they’re doing”, but really, no one knows what they’re doing when you’re charting new territory and constantly experimenting. It can be risky. You need a lot of self awareness and excellent boundaries.

My seven or so [years] at Enspiral felt like a never-ending stream of intensive challenges and growth opportunities. I learned so much about myself, at the same time I was learning about startups, facilitation, building technology, social impact, money, and everything else. It was incredibly rich — and, frankly, exhausting. I miscalculated and burned out multiple times.

There’s a lot in the book about self care, well-being, group processes for looking after each other, and strategies for avoiding burnout when you’ve got a fiery passion in your heart. The risk and challenge are inherent, so I’d definitely encourage people to regularly reflect and check in about how it’s really going. But to me, there is no question that it’s worth it.

Power dynamics are an inevitable characteristic of human groups. What advice do you have for groups for making them more transparent? When does it make sense to share power and what steps can groups take to get there?

The first step is to practice talking about power dynamics openly, regardless of their shape. A healthy culture means being honest about power. If you are a hierarchy, admit it. Own it! Sometimes hierarchies are the right shape for what you’re trying to do. You can have consent-based, ethical hierarchies. A lot of people actually just want to be told what their job is.

Talking about power dynamics will allow you to collectively ask important questions, like “How is our structure working for us? Could it be improved?” Sometimes groups that aspire to less hierarchy will treat power like a taboo, and try to pretend it doesn’t exist. This will not result in shared power, only in implicit, unaccountable power.

Power dynamics are an inherent property of human groups. Your collective task is to take ownership of your group’s power dynamics and make them work for you. One frame I often use is “align power and responsibility.” If people have responsibility for things they don’t have power over, or are exerting power over things they aren’t taking responsibility for, you’ve got a problem.

Sometimes that’s about an internal emotional boundary around what you will feel responsible for. Sometimes it’s about restructuring roles to give power over their scope of responsibility. Sometimes it’s about calling out unacknowledged power. It’s a frame I find useful to examine in a lot of situations.

Finally, consider how our work on power in the context of human society overall [is] inextricably linked to social justice. We need to consider how power dynamics function at every level, from the macro to the micro, to truly understand them.

This interview has been edited for length and clarity.

ABOUT THE AUTHOR

Darren Sharp | Twitter

Darren Sharp is a leading sharing economy strategist, consultant and researcher.  As founding Director of Social Surplus he develops strategy and facilitates capacity-building using strength-based approaches including asset-based community development,

The post What Enspiral can teach us about how to run a company with no boss appeared first on P2P Foundation.

This an intensely risky moment, emotionally and strategically. The phase change could knock you off your feet, especially if this is your first time participating in a major mobilisation. I’ve been in this position before, back in 2011 when we decided to close the camp at Occupy Wellington. So I wanted to write you this letter. Granddad Rich has a story for you. Please imagine a rocking chair, a pipe, a pot of tea.

Back in my day…

Joining Occupy absolutely blew my mind, and blew my heart right open. It was the first time I felt the courage that comes before hope, the first time that “solidarity” moved from my head down into my heart, my blood, my hands. I reckon I did 30 years of growing up in 3 weeks. It felt like we were on the front edge of history, wide awake and fully alive at last.

So leaving the camp feels super risky. At this moment, despair is the biggest threat. Is this the end? Do I go back to my normal life now? Was I deluded when I felt like we were changing the world?

First off, I know you know this, but humour me while I remind you anyway: the camp is closing but there’ll be more actions. These weeks in London were just one line of an epic beautiful song. Extinction Rebellion will carry the tune for maybe a verse or two, and then some other movement will pick it up and carry on. When I joined Occupy in 2011, I had no idea that I was entering into a lineage, generations of resistance made invisible by the histories I learned in school, a thousand grandmothers I never knew the names of. Occupy dispersed, but the lineage continues. I watched it surging through Hungary, Taiwan, Brazil, Korea… the movement of movements is everywhere. Your job is not to bring an end to injustice, to stop climate change, or to replace capitalism. You just have to keep going.

“It is not your responsibility to finish the work of perfecting the world, but you are not free to desist from it either.” — Rabbi Tarfon

The surest way to guarantee your endurance is with company.

If you’re not sure what to do next, I can tell you what worked for me. After we left Occupy, a small crew of my closest allies made a commitment to each other. We made a pledge to keep going: to let go of individualism and hold tight to the mutual aid, the care, the passion and the purpose that we found in camp.

Eventually we started a tech co-op to spread the meme of participatory democracy. Now I have a consulting company helping groups to get beyond hierarchy. For the past 7 years I’ve been paid to work on the problems that feel most urgent to me. I’m free from the discouraging, dehumanising, exhausting grind of my old bullshit jobs. I’m not rich, but I’m satisfied, deep down in my guts. It’s not all plain sailing, but I have an anchor, a rudder, and crewmates I trust with my life. I can’t tell you how much my life has improved since I found my meaningful work, and found the people to share it with. Sure, that’s partly down to privilege and good luck, but don’t underestimate the value of a clear intention. It’s in my head every day like a mantra: mutual aid, meaningful work, mutual aid, meaningful work.

Probably you’re not going to start a tech co-op. If you’re committed to Extinction Rebellion, you can join one of the many local XR groups. But XR doesn’t have a monopoly on solidarity: you can form a savings pool, a reading club, a shared house, a freelancer collective, a community choir… just don’t go on alone. At the very least, find 3 or 4 people you can meet with every couple of weeks: form your crew now while the enthusiasm is high, so you can hold each other up when the energy gets low. If you need inspiration or resources for how to do this well, check out microsolidarity.cc.

The breeze at dawn has secrets to tell you
Don’t go back to sleep
You must ask for what you really want
Don’t go back to sleep
People are going back and forth across the doorsill where the two worlds touch
The door is round and open
Don’t go back to sleep

— Rumi

p.s. This story is published by Richard D. Bartlett with no rights reserved: you have my consent to use it however you like. You’ll find files for easy reproduction on my website. The artwork is licensed for non-commercial use.

No rights reserved by the author.

The post The Morning After The Rebellion: An Open Letter To The People of #ExtinctionRebellion appeared first on P2P Foundation.

See the shared notes from this session too.

The post OPEN 2018 – Decision making for participatory democracy appeared first on P2P Foundation.

Mike Hales: When I first read Gary Werskey’s 2007 ‘three movements’ article – four years ago – I was sceptical. He discussed two British movements of radicals around science, in the 30s-40s and the 70s-80s, and speculated on the possibility of a third (which might possibly have an environmental impetus).

I was particularly unconvinced about the possibility of a Marxist movement, like the other two. But now, in 2018, I do have the sense that, yes, the peer-to-peer commons movement may be the thing that is in fact standing in that place. It would be worthwhile, at least, to proceed on the basis that it is – with substantial (if, for activists, secondary) implications for the field of science and technology studies (STS). I’m in no doubt that P2P-commons is the biggest thing I’ve seen in my activist lifetime . . and that it mobilises the stuff I’ve been cultivating these past 50 years, as a libertarian socialist with an orientation to the politics of knowledges and technologies.

It would be worth proceeding on the basis that P2P-commons is ‘the third radical science movement’

‘Radical science’ in the 70s wasn’t essentially about science?

The movement for P2P-commons may be significantly ‘cultural’ and profoundly ‘materialist’, in ways that might be facilitated and clarified

The P2P-commons movement seems to be carrying forward – expanding – the organic intellectual impetus that began to be apparent in the 70s, ‘in-and-against the PMC’

P2P-commons is way bigger than ‘radical science’ was

Photo by pedrosimoes7

The post Peer-to-peer-commons – The historical ‘third movement’ of radical science? It can only get better appeared first on P2P Foundation.

Cities have been caught in the middle of a clash: they are stuck competing for business investments while, simultaneously, seeking to meet the needs of their inhabitants through access to public goods and social services. For this reason, there is no surprise in seeing two opposite trends growing globally: on the one hand, the commodification of cities — where public spaces are sold to private buyers at the expense of citizens fenced out by these transactions; on the other hand, and likely in reaction to this privatization, there is a growing trend where cities are turning into ecosystems for collaboration, cooperation, and sharing.

Pressure is especially mounting from social movements that are asserting claims to urban governance by invoking a “Right to the City” — a slogan proposed by Henri Lefebvre in his 1968 book, “Le Droit à la ville.” This can be generally characterized as the collective right of urban inhabitants to have control in the decision making processes concerning public spaces, city resources, and other factors that shape their lives. The “Movimento dos Trabalhadores Sem Teto” in Brazil, Reclaim the Streets in the UK, and the Gezi Park protests in Turkey are all examples of this. Yet, the effectiveness of these movements has been limited, due to a lack of conceptual or legal frameworks that could connect their movements and advance their claims to a Right to the City.

In “The City as a Commons,” Sheila Foster and Christian Iaione propose an urban commons framework that provides new ways of seeing and creating the city, itself, as a commons. It is also a valuable way of thinking about how people can exercise their Right to the City. They explain how if collective action of a community is what creates common wealth from a shared resource, then the activities themselves are what creates wealth from the city. This can be a way to grant each person a right to that wealth, and a right to any decision making processes regarding the distribution of that wealth. This is distinct from commoning — a type of governance that is based on self-organized sharing arrangements — which is characterized by the sharing of authority, the sharing of power, and the sharing of control, relying wholly upon collective action and collective accountability. —Ryan T. Conway and Marco Quaglia

1.  Open Source App Loomio Used to Govern 200-person Artist Collective

Gängeviertel Collective emerged in 2009 following the occupation of 12 buildings in the center of Hamburg, Germany, next to the European headquarters of Google, Facebook, and Exxon-Mobile. The original motivation for the occupation was to create affordable space for local artists to live and work while saving the historic buildings from development. The collective is governed by a weekly general assembly which every member can attend, and where they can speak out, and vote. However, for more complex decisions requiring detailed preparation, the community uses Loomio, an open-source collective decision-making app created by the Loomio Cooperative. This online tool can quickly and easily take input from all community members and, after adequate feedback collection and deliberation on Loomio, bring the decision back to the main assembly for a final vote. The software was used for decisions about the potential ownership structure of the collective’s housing and remodeling of the main gathering place. —Neal Gorenflo

2. Neighborhood Partnership Network: Empowering Residents to Participate in City Planning

The aftermath of Hurricane Katrina revealed longstanding economic and racial inequalities in New Orleans, with low-income people of color having been left most vulnerable to the disaster. Even those who managed to escape the storm returned to find public services had become privatized, their housing demolished by developers, and their access to basic needs almost nonexistent. Amid the chaos, many people self-organized to support and provide mutual aid to each other. From this, the Neighborhood Partnership Network (NPN) emerged to empower residents to take part in city planning. Since 2006, the NPN has connected neighborhoods through regular meetings, a weekly newsletter, and a self-published journal. NPN has held a Capacity College that builds individual and organizational capacity through workshops and classes on topics ranging from stormwater management to filing public records requests. Furthermore, it was a pivotal advocate for pushing through changes to New Orleans’ City Charter, which requires the city to implement “a system for organized and effective neighborhood participation in land-use decisions and other issues that affect quality of life.” —Ryan T. Conway

3.  Club of Gdansk: Cross-Sector Collaboration for Urban Administration and Planning

While the port city of Gdansk in Poland was ravaged by World War II, a majority of its population was either lost or displaced during its many years of heavy conflict. Today, however, the Polish city is a modern and vibrant urban center in eastern Europe. Having only relatively recently caught up with other European cities in terms of economic development, the city looked for ways to improve its quality of life. The city created the Club of Gdansk, an informal think tank for civil society groups and grassroots organizers to collaborate with city leaders to design and develop the Gdansk’s long term strategy. What began as an experiment in enabling bottom-up processes to identify priority issues, eventually became a fixture of the city’s administration. Core to the Club’s civil society and government members is their commitment to a set of values, which includes transparency, self-determination, and “courage to act.” Over the years, the Club of Gdansk has transformed the city and brought about a wave of institutional reorganization supported by the city administration. It has successfully involved tens of thousands of citizens and made them active co-creators of city policies. —Ryan T. Conway

4.  LiquidFeedback: Free and Open-source Civic Engagement Software

E-governance is the state’s use of communication technology to provide information and services to the public. Many cities have successfully implemented such systems to give people access to ongoing policy discussions, provide input on local policies, or even make proposals for official consideration. Though these efforts can enhance civic engagement, the bulk of the digital consultation platforms are proprietary and, therefore, carry a hefty price tag that many cities cannot afford. LiquidFeedback is a collaborative decision making software based in Wunstorf, Germany, that is both free and open-source. That means it is freely available for anyone to install, maintain, and modify — although they may need the help of a computer technologist to put it into place. The Public Software Group in Berlin had initially developed it for use within political parties and community organizations, but in 2015 they scaled it up to expand its application to e-governance. Since then, several cities in Germany and across Europe have incorporated LiquidFeedback into their digital consultation systems. —Ryan T. Conway

These four short case studies are adapted from our latest book, “Sharing Cities: Activating the Urban Commons.”

Header photo by Lyndsey Marie on Unsplash

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