So, you want your own empire? Part III

Star Wars Matte Painting –
Harrison Ellenshaw
via The Art of VFX

 

Researched, Written, Edited and Presented by

Tim

Come on now, you didn’t seriously think you were going to get through this without at least one Star Wars pic did you?

Good evening ladies, gentlemen and budding group leaders, I do hope your plans and schemes are progressing well?

So, after “So, you want your own empire?” and “So, you want your own empire? Part 2” we arrive at the concluding considerations. You have your core, you have your plan, you have your structure and the operational nature of your group pinned down – congratulations, we really need to look, now, at the single most important aspect of the entire process… YOU

What sort of leader are you going to be?

In any “team”, “task group”, “social club”, online or off-line group there needs to be leadership – without proper leadership you have a puddle of “jakshit”. Many groups will, ultimately, falter, if not fail in aim and purpose for a) lack of leadership, or b) improper application of leadership.

In making your group you have obviously made the statement, “I believe that I have what it takes to be a leader.” Now, it’s time to live up to that.

Leadership styles vary greatly dependent upon circumstances, purpose, goal and personal likes/dislikes. For example, if you are asked to head up a “task group” at work to establish the operating procedures for a new corporate requirement that you do not agree with you have two choices, 1) Be professional, give it everything you’ve got in order to get ‘corporate’ exactly what they want, or, 2) Give it only so much effort as is necessary to establish the fact that Corporate wants this but lead no change in methodology to reinforce and support that requirement… Where do you stand on such things?

Leading your own “group” is an entirely different animal. You have time, creativity, best intentions and passion invested… you don’t want it to fail because if it does that will be seen as a personal reflection on you… or does it? This is one of the unrealistic, subliminal pressures that “leaders” place on themselves if they haven’t fully considered the position.

Realise several things,

  • You are NOT infallible, you are a human being (yes, I know, Vampirism etc. notwithstanding)
  • You are NOT superhuman, much as you may like to consider yourself. You will get tired, angry, emo, hungry, thirsty, sleepy, overworked, downright frustrated and all other such things that occupy everyday life… don’t fight it, let it roll over you. The harder you try and tighten your grip the more grains of sand will run through your fingers.
  • You have, hopefully, installed A STAFF, be it big or small, to share your vision and passion and to help in the administration of the “group” when you are on “downtime”.
  • Take time out for YOU… you absolutely cannot be the best for anyone else unless you are the best you can be for yourself first.

    (Photo by Matthew Cavanaugh/Getty Images)

    So, with the “think about number one” under consideration, how are you going to conduct your leadership role?

    In this there are a number of choices.
    “Democratic rule (meaning “rule of the people”) Oligarchy (meaning “rule of the few”) and Autocracy (a system of government in which supreme power,both social and political, is concentrated in the hands of one person.)”

    These are the three prime states of government, your task is to choose which one you intend to apply to your particular group.

    If, for example, you were to choose “Democracy” then you would necessarily have to decide what type of democracy you are going to employ. Will it be “‘Direct Democracy’ in which the people represent themselves and vote directly for new laws and public policy? Will it be “Representative Democracy” wherein the people or citizens of a country elect representatives to create and implement public policy? Will it be a “Totalitarian Democracy” which refers to a system of government in which lawfully elected representatives maintain the integrity of a nation state whose citizens, while granted the right to vote, have little or no participation in the decision-making process of the government?

…annnnnnnd so on and so forth…

“Nineteen Eighty-Four”
Umbrella-Rosenblum Films Production & Virgin Benelux in association with
Virgin Schallplatten and Virgin, 1984.

You may choose to simply say, “Screw y’all, I’m in charge and what I say goes…!!! End of discussion.” Hmmmm… think about that for a minute, how long do you think that will last if your members are independent, free-thinking and intelligent individuals?

You may choose to establish a “Council” of “Elders” to govern, wisely and democratically and represent, fairly and equally, all your members. In that you have to remember you can please some of the people some of the time, you can please all of the people some of the time but you can’t please all of the people all of the time. That, unfortunately, is not possible.

The other determining factor in the make-up of a Council is, how many members do you have? Do you have 10, 20, 30? Up to Twenty persons and I would suggest you do not have need of a Council, it’s simply going to annoy people who don’t get put on “The Council”

Let’s say you have 50 or 100 members, now you’re starting to get into the realm of “Council” country. Managing a group of this size, and keeping it relevant and up-to-date can’t be done by one or two people, not effectively and if that happens you will see stagnation and boredom setting in, then people start drifting away.

Running a group is a juggling act, it’s kinda like being a parent, a confidante, a besty and a priest all rolled into one. Be advised, it is NOT easy, never will be. You WILL end up doing most of the work, along with a trusted 2 or 3 admins and you will find that, unless you can create a vibrant, stimulating and creative atmosphere, that there may be 100 on your membership list but only 15 or 20 will regularly be active at any given time.

This is the position where you need to re-examine the role, meaning, goals and aims of the group.

Img. source: Eastham Vacation Guide/ Robin Lehr

You can’t just make a sandcastle on a beach and hope it’s just gonna stay there by itself – social groups are the same.

Your decision of leadership style and practices will, ultimately, be the “make or break” of your group and so it becomes, as I said, the single most important consideration in forming a new group. From your “tiny acorn” we are all hoping “mighty oaks” will grow but don’t bet your house on it… so to speak.

The decision you make will also determine what sort of people your group is going to attract as members.

If you have a basic anarcho-thrash fest group governed by a sarcastic “upper echelon” then you will attract rat-bags, walking-attitude machines and mouths without brains.

If you have a quiet, well regulated, comfortable group then you will attract the relaxed, intelligent and respectable people… yes, you’ll get hordes of rat-bags, coat-tail riders and trolls coming along but with proper membership methodology you’ll be able to deal with the riff-raff easily.


Simply put, “as ye sow, so shall ye reap”.

As “Leader” of the group, house, enclave, order or whatever your organisation is it will be up to you to not only represent your “group” in the public arena but you will need to ensure that your co-leaders can do the same. If you want to run into the crowded space yelling, “I’m King/Queen Shinybritches Pre-eminent Scallywag the 3rd of the Munificent Royal Principality of Narcissism”wellummm…no one’s gonna actually stop ya.

I can pretty much guarantee that almost everyone’s going to sit at their monitors and do one of several things;

Breathe out a profane name directed at you and go someplace else.

Laugh hysterically and call their spouse/S.O. to the monitor and say, “OMFG… Look at this dick/shit/crap (insert preferred profanity)…!!!”

Groan loudly, outwardly, and write you off as an insane and completely unreasonable member of the race of Homo-Sapiens-Sapiens-Vampyrus.

Mutter (with or without eye-rolling) “Fuck me sideways, not again…!!!”, and leave for the refrigerator/television/book/s.o or other, more stimulating, endeavours.

TRUTH.

Your approach to your new found leadership role is going to require tact, diplomacy, discretion and intelligence or you will find that you and your entire group will be, by and large, ignored except for those folks YOU think are nuts.

In this it is absolutely no different to finding “street cred” – you prove yourself to be a sane and reasonable person and leader, you engage, sensibly, with the greater culture and you exercise respect and remember you are NOT the almighty’s greatest gift to Vampire kind (btw, a great many of us don’t even attribute the almighty… be careful there too eh?)

Reputation is built up over time, if you want a good one, or, alternatively, pretty much overnight if you want a bad one. FIRST IMPRESSIONS are vital here.

In conclusion:

If someone were to ask me what are the five most important thing a leader needs to do I would draw on over 20 years of experience in management roles and I would say to them,

1)   Be fair but be firm. Apply the rules equally across the board.

2)   Don’t start fights that you have no hope of winning, in fact, just don’t start fights.

3)   Don’t pretend to be something you’re not, people will see through you straightaway.

4)   Trust yourself, stick to your guns but if you’re found in the wrong ADMIT it.

5)   Give RESPECT to get RESPECT, it’s not an automatic right.

Outside of that your group, any group will, hopefully be a fluid, dynamic and ever changing entity, go with it, roll with it, be flexible and adapt your plan to accommodate the changing needs of your members and your co-leaders. That will give you the vibrant and pro-active base on which you will build your glittering Empire.

Img. source: SSQQ.com

Good fortune…!

Copyright RVL, 2018

Refs:
https://en.wikipedia.org/wiki/List_of_forms_of_government

NB: Where used, quoted portions of other works are reproduced by permission, or under Section 107 of the Copyright Act 1976, wherein allowance is made for “fair use” for purposes such as criticism, comment, news reporting, teaching, scholarship, and research.

This article may be linked to but may not be copied or reproduced, nor redistributed in any manner, including electronic without the express permission of the copyright owners.

The views and opinions presented in this article are the opinions of the author and/or contributors and do not necessarily represent the views and opinions of The Owner/s of RVL, their officers, assigns or agents. RVL and its officers do not personally, individually, or jointly necessarily recommend or condone any of the activities or practices represented.

For further information please see the RVL Website Disclaimer

 

 

 

So, you want your own Empire? Part II

Constantinople
img.source: themadmonarchist.blogspot.com

Researched, edited, written and presented by

Tim

In the first part of this mini-series, “So, you want your own Empire?” I visited some of the basics that I have concluded from years of organising, and leading, various groups, teams and task groups. That’s an important thing to keep in mind I think, I’m not “blowing smoke” here, I’m drawing on professional and non-professional experience to bring this here and none of it is cast in stone tablets. You can pick up texts on “Group and Team Building” everywhere, not to disparage book learning but don’t you think, in many things,  experience, success, and even failures, make better teachers?

Anyway, in this second part I am going to look at the second tier of group building.. mostly the planning and establishing that comes after the heady rush of the brilliant idea.

————————————————————————————————————-

So, how’d you get on? Got a plan to go with your brilliant idea? Got some friends all hyped up? Got yourself a web-presence for your “Group”, your fledgling empire?

Now, what ya going to do with it?

Let’s assume, for the sake of the exercise, that you and four friends, tried and true, are in on the plan. Good. Let’s say you have set up “shop” and now you’re looking to attract general members to bolster the ranks, to give the “Empire” impetus and to take it from the “special interest” to the “Focus group” stage. Where are you going to look? What’s your hook? What are you going to offer that no one else does?

In a culture, an online community, where pretty much everything has been “done to death” (or so people would have you believe) what can you do to bring people to your magnificent creation?

Consider this, EVERYONE has to, had to, start someplace… hells bells even President #45 started with a couple of bucks and an idea sometime, do you really think that he is a better person than you? Think about it…

Pic. Credit –
www.nightfoxtechnologies.in

The first consideration you need to make is what type of membership are you going to cater for? Is it going to be strictly “Rock collectors”? “Poetry Lovers”? “Sanguinarians”? “Psi-Vamps”? This is going to determine how you manage membership admissions. Are you going to include “supporters of”? Or, are you going to accept anyone whom has a general interest in the subject/s at your “empire”?

It is a vital part of the plan, at this stage, that you have a. a purpose, b. a plan and c. a method. For without these things you are going to end up with a Friday night crowd at a local bar scenario… general mayhem in other words.

PURPOSE: Make it clearly known, amongst your existing members and to prospective members what your purpose is. Don’t beat around the bush, tell them who you are, what you do and why you have this group. This will help in attracting potential members with “like minds” which is how your empire will become stronger. It’s because of the membership that, ultimately, a group will succeed or fail.

PLAN: How are you going to communicate with your members? How are you going to include your members in the aims and goals? Are you just going to issue newsletters created by an “Editorial Staff”? Are you going to create group created documents, books, pamphlets or some such thing? Are you going to hold simple “Topical” discussions? Are you going to have regular membership meetings?

All of these details need to be together, somehow, in an operational plan because the operational plan is how an organisation measures success and gauges what is benefiting the group as opposed to things which the group aren’t really interested in. You absolutely must, at all times, engage the maximum number of your members as possible. In this way you will find your members will be energised and will find the incentive to become truly and actively involved.

In this you will, hopefully, avoid the curse of the “Periodic membership interest poll/ post”, you will avoid having to send out group messages such as, “Hey, only 13 out of 200 members here lately, who doesn’t want to be a member anymore?

METHOD:
The method for administering the “empire” is a crucial step, and a very necessary tool that must be refined, retuned, coaxed along and reviewed regularly. Not everything you do will work, not everything you propose will be accepted, not everything you wish for will materialise… I still don’t have my $350,000,000 national lottery win in the bank despite all the wishing in the world…!

The “Method” can include such things as, regular staff meetings (chat or meetup) between the admins of the group to discuss how the group is going and/or how it could be improved. It can include putting out regular “newsletters” to the membership about the group and the activities of the group and/or its members – many people undertake benefit work that can inspire others to do similar and in general reflect well on your “empire” – let your general membership know about these things, congratulate your members on their achievements, it will make others want to achieve.

Encourage participation at every turn. Accept each member and acknowledge their strengths and the positives they bring to the group, in this way more members will be encouraged and feel empowered.

Or, just sit on your throne and wait for your members to flock to you and kneel at your feet to worship you… regret to advise but that won’t last too long. If you are going to hold yourself up as some kind of “go to” guy or gal you better get ready for a lot of razzing and a general lack of respect for your over inflated ego. Definitely a trap for young, or old, players.

Pic. credit –
whobuysthisstuff.wordpress.com

MEMBERSHIP PLANNING:
Members, members, members…. Ahhhh yes, members… the people you are doing all this for, the lifeblood of your, and every other, group but how do you KNOW that the person who wants to join is actually going to be comfortable/productive or beneficial to your group?

This is where the first stage of membership planning comes in, the point where you decided whether you are building your group to be a helpful, supportive and vibrant resource for others or a closed society for you to gather only those who agree with you.
Don’t get me wrong here, either way is fine but you need to have some method of assessing membership applications.

Some organisations have lengthy “packages” where you have to answer a hundred questions about yourself, you have to demonstrate why you think you will be an asset and sign all sorts of “I agree to’s”… kinda like going for a new job.

Other groups employ “Recommendation Process”, that is, you can only get in if an existing member is willing to vouch for you.

Still others have come up with a “Three Step” approach, the three steps being,

Step 1. Firstly have the prospective member answer three simple questions such as why they want to be in the group, what do they hope to gain from the group and, perhaps more importantly, what will they be bringing to the group.

Step 2. Review their timeline if they have Facebook. Unless they have a private timeline you can see what they regularly post about, if it’s all about their myriad illnesses and how hard everything is that might raise a red flag, are they looking for a new audience? If they are obviously young and consistently posting about drugs, gangs, guns and Satan then you probably don’t want them in your group. Are they in 1438 other groups and have 3,290 friends? Then they are probably looking for another “Trophy” to hang on their wall for whatever reason and it is seriously doubtful whether they will be a consistent and beneficial member for you.

Step 3. Talk amongst yourselves. Set up a “Chat” that can be used only for communication about group matters between you and your co-owners/administrators. Compare notes, share your instincts and take a vote on whether you think they would be good for the group.

HAVE A PLAN
img. source: Parks Library Preservation on WordPress.com

So, let’s assume you have Purpose, Plan and Method all set and it all looks good on paper – that is after you have applied the K(eep) I(t) S(imple) S(illy) theory. On paper versus in reality… yeahhhhh…sometimes can be a problem, you need to stay flexible and responsive and the more complicated you make something the more time you are going to have to put into it, or the more staff you are going to need to run it… think major manufacturing plant versus ‘Mom-and-Pop’s Deli’.

However, let’s assume your empire has the sound foundations and it’s time to start receiving new members and guests. How do you know if someone is going to fit in with your group? Do you care? Do you think that variety is the spice of life? Do you want a ‘Friday night at the local bar’ scenario?

Most, if not all, the bigger and more successful Houses, Clans, Temples or Organisations have standards that they expect their members to adhere to and this needs to be addressed very early on, how do you want your members to behave? Are you among those whom believe that “Freedom of Speech regardless of consequence” is appropriate? Are you of the school of thought that “Common human decency and polite dignity” is the best way to conduct a group?

If you are of the former belief then, hey, all power…and good luck with that to ya, better get yourself some hard core moderators to keep watch over the crowd… get yourself some “bouncers”.

If you are of the latter school of thought then although you will still need moderators you will be well served by having some sort of pre-vetting method for potential members. I have known of several different methods, worked with a few, and I can’t really say with any assurance that one works better than the other. It all depends on what you feel comfortable with. I have known groups that simply admit members under the banner “Newbie”, “Acolyte”, “Seeker” or whatever other term might be seen as appropriate and then it becomes a probationary period situation where if said member gets three strikes or more in a given time frame – BOOM… bye bye.

I have seen “Membership Applications” ranging between one to twenty pages of statements, questions and affirmations. I have seen groups employ Twin Portals, one is the Main Group, or House and outside of that is another portal where potential full members serve out a specified period of time; a probation, before being accepted as a full member.

Yet others will admit a person then present them with a compendium of the Fifty Rules of House Horrorthon… and tell the newbie that if they break anyone of the rules they will boil in a large vat of communal ridicule before being ejected and having their name slandered all over Facebook.

Establish a common sense method that is to be applied across the board and use it no matter what the circumstances, no matter what. One of the worst errors that any House leadership can do is show favouritism, it alienates other members and then the cracks will start to appear.

 

So, to review,

State your Purpose

Have a Plan in place

Have an established operational Method

Have a Membership plan and requirements detailed.

These are the next stages that build on the foundations and give you the walls to protect, defend and support. Remember, a well-planned and well executed meal will ALWAYS be better than something thrown together and quickly boiled the crap out of…!!!

Copyright TB & RVL, 2018

NEXT: In Part 3, what sort of “Emperor” is your Empire going to have? Common Sense Leadership.

 

NB: Where used, quoted portions of other works are reproduced by permission, or under Section 107 of the Copyright Act 1976, wherein allowance is made for “fair use” for purposes such as criticism, comment, news reporting, teaching, scholarship, and research.

This article may be linked to but may not be copied or reproduced, nor redistributed in any manner, including electronic without the express permission of the copyright owners.

The views and opinions presented in this article are the opinions of the author and/or contributors and do not necessarily represent the views and opinions of The Owner/s of RVL, their officers, assigns or agents. RVL and its officers do not personally, individually, or jointly necessarily recommend or condone any of the activities or practices represented.

For further information please see the RVL Website Disclaimer

 

Crossroads 2018 – Groups and Memberships in today’s culture

“To state the facts frankly is not to despair the future nor indict the past.”
~ John F. Kennedy ~

Written and Presented by 

Tim

The modern living Vampyre culture is a somewhat volatile, tempestuous, busy, complicated and confusing scenario and there have long been those whom wished that there was some method of assessing to make some sense out of it.

In the general, global sense, we cannot since, in order to do so, we would necessarily need a team of psychiatrists, psychologists, sociologists, anthropologists, etymologists and fine Irish single malt Whisky…

In considering this problem I began, some time back, thinking about the framework of an instrument that would allow for external observations to be gathered in order to assess the reliability and suitability of group membership applications. It is to be an instrument that evaluates actual, real-time interactions and the overall appearance afforded by a person’s public/ group activities.

I started out by referring to the Advanced Bonewits Cult Danger Evaluation Framework Ver. 2.6 first developed, by Isaac Bonewits, in 1979. I considered each criteria and re-developed the entire question matrix, while retaining certain key-wording constructs, to scale it back to “individuals” rather than groups of individuals.

What I have, so far, is shown below and I believe that real-time observation and reporting, possibly over a ‘probationary’ or ‘qualifying’ period would enable cultural group leaders to render sound decisions about whom is, and whom is not, of suitable temperament for their group/s and /or support. This, in its turn, would go a long way to curtailing the influence of some of the real “crazies” out there and would make for much more stable, productive and long-tenured groups within the modern culture.

img. source: Applied Vision Works

Pop Quiz:

  1. How many groups have you seen come and go, in a very short space of time since you’ve been hanging around the online culture?
  2. What’s the reason for the collapse of the groups that have gone by the wayside?
  3. Could a better “team” balance and approach have made some significant contribution to the modern culture?

I have been involved, in both industry and commerce, in building, organising and overseeing teams going back to around 1984. The keys are the same as the keys necessary for cultural groups to form, survive, produce and be a coherent and helpful, or guiding, force. With that in mind it becomes necessary to look at the structure of the team that you are tasking, or asking for something, and determine the very best balance that can be brought to the team to make it work.

So it is with anything… unless of course you don’t actually WANT to achieve anything..!

The individual skills, traits and attributes of team, or in this case ‘group’ members, is of the utmost importance to ensuring a successful outcome, whether you are running a discussion, production, evaluation, hobby, sport or any other kind of group/team… there needs to be a complementary balance of such things to ensure a positive outcome, otherwise, yep… chaos..! With that in mind I cobbled together the following evaluation tool, maybe you can use it to build a better group, maybe not. Maybe you can save yourself a lot of heartache and drama, maybe not but just maybe it’s worth thinking about…no?

Img. source: psanalfonso.archimadrid.es

Observable Factors:

Rated on the scale: 1, 2, 3, 4, 5, 6, 7, 8, 9, 10.

Median method: The thing to bear in mind here is that the “Highest” possible score could be just as bad as the “Lowest” so it becomes necessary to define a middle range that becomes the ideal. It’s very like the standard pre-employment 125 question sheets they make you do, the psych-evaluation tests that we’ve all seen at some time which are meant to ensure that someone doesn’t get saddled with “extreme” personality difficulties, and let’s face it, the modern living Vampyre culture is replete with those.

With that in mind… a score of 1, in answer to any of the following questions is to be considered the furthest from an “ideal” answer as is a score of 10. Ideally we should be aiming to give a score of between 4 and 7 which would yield an ideal total, if we treat 5 as being optimum, of 80.

Max. Count Method: Alternatively, if it’s more comfortable, the higher the score can mean the better the individual is at achieving the ideal according to the question, in which case the best possible score could be 160 and we would have to set the ‘minimum acceptable’ score that we would consider as being optimum for our purposes… we might say we will only pass those with scores of 90 or above, 120 or above or whatever we might see the best outcome as being.

The Questions:

1
Personal Control: Amount of self-control exercised by individual in everyday interpersonal interactions. (Do they tend to flip out, get rude, offensive etc. frequently, with or without perceived justification?)

_________________________
2
External Control: Amount of external social influence desired or obtained; how much emphasis is placed on directing the affairs/ interactions/ business of others. (Are they friends and advisors or interferers?)

_________________________
3
Wisdom/Knowledge Claimed vs. credible demonstration of; Number, and degree, of unverified and/or unverifiable credentials claimed. ( Can they back-up/ support/ prove their claims?)

_________________________
4
Amount/ level of hostility towards internal or external critics and/or towards verification efforts/questioning. Is there a strong ‘defensive’ element present in responses? (Do they get bent out of shape if someone questions their pet theory or opinion?)

_________________________
5
Personal Dogma: Rigidity of self-reality, inflexible attitude, or non-acceptance of opposing ideas and concepts. (Are they stubborn, one-eyed, inflexible individuals?)

_________________________
6
Recruiting: Emphasis on bringing people round to their way of thinking/ demands that their p.o.v. be recognised as “the one”. (Do they need to be revered/ worshipped/ lauded all the time? Are they narcissistic in nature?)

_________________________
7
Front Groups: Total number of groups the person is affiliated with/ a member of. (If they are in 1,495 other groups are they going to be effective, in any way shape or form, in yours?)

_________________________
8
Perceived ‘wealth’/’currency’: Amount of ‘friends’, or group affiliations, in real-life and/or social media situations. (Are they ‘trophy’ group/friend hunters? Do they friend someone then ‘farm’ that new friend’s ‘friend list’?)

_________________________
9
Influence Rate: Manipulation of ‘friends’/contacts/ members of groups in their circle. (Do they play the two ends against the middle and set back to watch the fun? Do they manipulate people around them to realise some perceived personal goal?)

_________________________
10
Favouritism: Advancement or preferential treatment of fundamental ideas based on certain “personal” connections within the wider social circle. (Are they ‘lap dogs’ for their master/s?)

_________________________
11
Censorship: Amount of control exerted/ expected over the interactions/ activities/ communications between opinions in group/ personal interactions. (Do they hold themselves forth as some kind of ‘be-all-end-all’ adjudicator?)

_________________________
12
Isolation: Amount, or presence, of effort to keep others from communicating with non-‘friends’/ group colleagues etc. (Do they keep ‘friends’ / group members away from folks that might know a little too much about them?)

_________________________
13
Control methods: Intensity of efforts directed at preventing, controlling or influencing and whether those efforts are overt, or covert. (Do they act openly and above board or sneak around being all ‘I spy’ mister/miss/mrs CIA?)

_________________________
14
Paranoia: Amount of fear concerning real or imagined enemies; exaggeration of perceived power of opponents; prevalence of conspiracy theories and or “dramatic” situations within real-life circles/ social media circles. (Are they ‘Drama Queens/ Kings, always seeking out new and exciting frontiers of trouble to get into to make their life appear exciting?)

_________________________
15
Surrender of Will: Amount of emphasis on people around them not being able to be responsible for personal decisions; the amount of ‘telling’ people what to do in any given situation esp. where such input is not requested. (Do they tend to reserve their quiet and confident counsel for PM situations or do the slip the brain into neutral and just let the mouth go for it?)

_________________________
16
Hypocrisy: Amount, and frequency, of actions which would normally be seen as being either immoral or unethical, when done for the purpose of ‘political’, ‘psychological’, ‘social’, ‘economic’, or other – strictly personal – gain. (Are they a hypocrit?)

_________________________

“Le Vampire” Burne-Jones


Okay, okay… while the cries of “booo…”, “pot…pot” and “kettle” die down  – yeah, I’ve made mistakes, yeah, I’ve screwed up… yes, I’ve taken my licks and the beat-downs and I CAN lay claim to having learned from my mistakes. I KNOW who, and where, not to go near now, doesn’t take a rocket scientist to work it out y’know

It’s a theoretical construct based on observable activity and known experiences, the other invaluable tool you have, as a group convener, leader, Head of a House or Clan, is experience… not just yours but the experiences of everyone in your group. Let’s face it, if you didn’t trust them they wouldn’t be there right? (Unless, of course, you’re just there to pad the numbers and feel important then all this will have been wasted…right?)

Evaluation of potential members doesn’t have to take months, not even weeks. It can be done while the “applicant” is in a “probationary member” position and should include not only within your own group but by observing their conduct at other groups they are in, by reviewing their social media activities and by listening to your own members who may well have come into contact with your applicant before.

Or, maybe, you just love having to get up in the morning, or home from work in the evening, and dealing with the latest B.S. wrought by someone in your group that you really should have thought twice about… hmmm?

Build it right, keep it under control, moderate the output and enjoy the achievements and rep… it’s easy enough.

Copyright TB & RVL, 2018

NB: Where used, quoted portions of other works are reproduced by permission, or under Section 107 of the Copyright Act 1976, wherein allowance is made for “fair use” for purposes such as criticism, comment, news reporting, teaching, scholarship, and research.
This article may be linked to but may not be copied or reproduced, nor redistributed in any manner, including electronic without the express permission of the copyright owners.
The views and opinions presented in this article are the opinions of the author and/or contributors and do not necessarily represent the views and opinions of The Owner/s of RVL, their officers, assigns or agents. RVL and its officers do not personally, individually, or jointly necessarily recommend or condone any of the activities or practices represented.
For further information please see the RVL Website Disclaimer