How to Build and Maintain Commitment
“Commitment leads to action. Action brings your dream closer.” ~ Marica Wieder
Keys to Relationship Building and Engagement
Here are our main keys to relationship building:
- Both learn the stories of others along with sharing your own.
- Effective relationships require a commitment and consistent asks (e.g., for time, involvement, resources, etc.).
- Effective relationship building requires consistent follow up.
- Conduct frequent one-on-one meetings to amplify engagement (e.g., from initial recruitment to ongoing check-ins, to elevating leadership).
- Maintain a list of all the people you want to engage consistently (e.g., a list of 200 people that you check in with at least quarterly).
What Makes a Strong Relationship in Organizing?
1. Keep in mind the key reasons people get involved/stay involved with a group or effort (i.e., care about the issues, the people, the learning, and the impact).
2. Connect on stories and values. People stay involved when they know they share similar values. This means taking the time to learn about each other (e.g., by sharing your own stories and personal narratives).
3. Focus on building relationships for the long haul. While someone may not be involved 24/7 or may take breaks from being involved, they may get involved in the future. So make sure to focus on sustainable relationships.
4. Consistently follow up. Whether it is reminder texts/calls 30 minutes to 1 hour before a meeting/action, setting up a maintenance one-on-one, or sending a thank you note for a recent accomplishment, you need to constantly be in communication with your people. Consider having a list of all the people you want to stay connected with (e.g., a list of 200 people that you check in with at least quarterly).
5. Involve a commitment. Marshall Ganz writes “In organizing the ‘moment of truth’ is when two people have learned enough about each other’s interests, resources, and values not only to make an ‘exchange’ but also to commit to working together on behalf of a common purpose.” Therefore you need to have a clear ask and gain a commitment from the other person.
One-On-One Meetings
Overview
One-on-one meetings are a fundamental organizer tactic. One-on-one meetings are intentional, scheduled meetings (ideally in-person) where an organizer and the prospective individual connect, share stories, discuss interests, identify ways to get involved, and make a clear commitment.
All one-on-one meetings can vary, but include the following key pieces:
- Face-to-face: Ideally in-person, but also video conference is a good substitute. Avoid phone one-on-ones.
- Scheduled for ~thirty minutes: These are pre-set meetings, instead of just being when you happen to see them. So set aside at least thirty minutes (up to an hour).
- Clear purpose: Explain why you wanted to sit down to meet (e.g., to talk about your organization, to see how their first three months have been with the group, to ask them to take a leadership role) and that you wanted to hear a little more about what they are interested in and also what you are working on.
- Build the connection and ask questions: Here is where you should share your narrative and ask to hear their story/interests. You want to focus on asking questions/follow up questions, but also making sure you share about yourself (i.e., do not make it feel like an interrogation). Basically get to know them and let them get to know you.
- Exchange: Exchange resources with each other (e.g., people to connect with, ideas, etc.) and help show that this a mutually supportive relationship.
- The ask and securing commitment: By the end of the meeting, if you decide it would be good to continue working together, make sure to make an ask for commitment (e.g., come to this next meeting, take on this leadership role, etc.). Make sure to let them know how you two will follow up.
- Focus on consistent follow up: Be transparent and share when you will follow up with the individual. Just make sure to schedule it so you remember!
Do’s and Don’ts of One-On-Ones
From Marshall Ganz:
| DO’S | DON’TS |
| Schedule a time to have the conversation (usually 30 to 60 minutes). | Be unclear about purpose and length of conversation. |
| Plan to listen and ask questions. | Try to persuade rather than listen and ask questions. |
| Follow the steps of the conversation above. | Chit chat about private interests. |
| Share experiences and deep motivations. | Skip stories to “get to the point.” |
| Share a vision that articulates a shared set of interests for change. | Miss the opportunity to share ideas about how things can change. |
| Be clear about the ‘when and what’ of your next step together. | End the conversation without a clear plan for the next steps. |
Maintaining Commitment
Make a Strong Ask
Whenever you work to get someone to take an action or leadership responsibility, you need to ensure you are doing so clearly and accessibly. Here are some best practices from the guide Organizing: People, Power, and Change.
- Ask in concise, plain, and specific language (e.g., “Can you come to our team meeting next Wednesday at 6pm at Alisha’s house?”).
- Feel confident about asking. People are looking for purpose and opportunities to make a difference. If they say “no” that is OK, since then you have a clear answer! (getting a “maybe” is not clear).
- Follow up within 48 hours and exchange contact info. Remember it is more important for you to get their info, then for them to have yours, so you can follow up.
- Before finishing your meeting, make sure to always schedule the next meeting.
Confirming and Following Up on Commitment
Following up with people is one of the most crucial elements of organizing (though it is sometimes overlooked or pushed off due to other important work). Those organizing must build into their schedule a consistent follow up system for all asks (e.g., showing up, getting work done, taking a leadership role, etc.).
Marshall Ganz shares this commitment and follow up process:
- Recruit/Gain a commitment to show up/take responsibility.
- Confirm and remind the person of their commitment a few days or the day before. See if they need any support fulfilling their commitment.
- Give an extra reminder 30-60 minutes before the action (e.g., a text reminder). This is when most people decide whether they will show up or not, so if they know you really want them there they will be more likely to show up.
- Action! Here is where people fulfill their commitment. If there is capacity try and check in on folks during the action to see how they are doing.
- Reflect and celebrate. Everyone should debrief and give feedback on what went well and what could have been improved. Then you should make sure to celebrate!
- Thank those who participated and follow up with those who did not fulfill their commitment. Share specifics of what people accomplished. Then those who did not fulfill their commitment contact them to see how they are doing and to show you still care about their development.