We need to describe a real structural problem that shows up again and again in grassroots projects. Well-meaning people arrive claiming to help “community”, but operate through control patterns learned from institutions, #dotcons platforms and professional #NGO culture. They work very hard, believe they are doing good, and unintentionally damage horizontal processes they want to become a part of.

This isn’t primarily a personal problem – it’s a culture clash problem. And yes, mediation, especially embedded mediation, is what we’re building into #OMN to correct direction. Let’s break this down in to practical approaches that actually work in messy grassroots ecosystems. First we need to name the real tension clearly, the conflict is NOT good people vs bad people, activists vs NGOs and grassroots vs professionals. The real tension is: Control logic vs Trust logic

• Control logic (learned from #dotcons / NGO structures) is about optimising for risk reduction by centralise decision-making to push standardisation. They measure success through outputs and metrics, and assume governance must prevent failure.

• Trust logic ( #DIY / grassroots / early #openweb) is about optimise for participation and learning by distributed responsibility and messy iteration. Success is measured by living community, where governance supports emergence rather than preventing mistakes.

Most people don’t consciously choose control, they import it because it’s what they know. So #OMN mediation starts by framing this as different operating paths, not moral failure. We build “translation layers” instead of confrontation, the worst outcome is ideological escalation, leading to #blocking

Instead, we try to create structures that translate between cultures. Examples: Write governance docs describing WHY things are messy, explicitly explain “social messiness is intentional design”. We to do this to frame openness as resilience, not lack of structure.

People from institutional backgrounds need permission to stop controlling. We can try and use process friction as onboarding. Maybe sending people through archaeology (reading posts, repos, etc). Might be actually GOOD – but only if framed constructively. Instead of “read this before asking questions” we could try “The project is built through shared learning – exploring this material helps you understand why we work this way.” Make friction educational, intentional, welcoming but firm. Not defensive.

One contradictory thing is that we need to recognise is the hardest workers are risk points, the worst ones work the hardest. Yes, because control-oriented people express care through effort, effort becomes legitimacy, legitimacy becomes informal authority. What’s the solution maybe to balance effort and decision power, decisions require some consensus and transparent process, not only labour contribution. We can also help by make invisible labour visible (care work, mediation, maintenance).

On this path, we need to introduce “soft boundaries” instead of hard blocking, as hard blocking only escalates conflict. Instead, we can focus on redirecting energy into specific roles or tasks, channel control impulses into infrastructure or documentation. Example: “That’s an interesting governance idea, can you prototype it in a parallel working group?”. This, preserves autonomy, avoids direct rejection and tests ideas in practice.

What works if you have the resources and patience is to teach #DIY culture implicitly, not by argument. Many problems come from lack of exposure to horizontal culture. Best not to lecture about #DIY, instead make participation experiential, let people see how trust works through doing. Design processes where newcomers experience collective decision-making, and failure is visible but safe.

Structural mediation patterns for #OMN are strengthened by regularly asking:

• Are we slipping into control patterns?

• Are we excluding through complexity?

• Are we drifting too far into informal hierarchy?

Make this normal so that multiple pathways allow for experimental edges, stable core infrastructure and messy periphery. People can self-select into environments matching their comfort level.

We should always be making visible social values, not just technical #4opens. This needs to be explicit: openness to disagreement, expectation of plural narratives, composting failure, a powerful governance guidance – Compost works because decomposition is allowed, friction produces transformation, nothing is wasted, but everything changes form. Translating into policy – that conflict is expected, critique is welcomed but must produce something, few things are sacred – but everything is documented.

The deep strategic insight (important) is the goal is NOT to eliminate control-oriented people. We need them as healthy ecosystems require institutional thinkers (stability), grassroots experimenters (innovation), activists (accountability) and bridge-builders (translation). The problem occurs when one mode dominates. So mediation is about maintaining ecological balance.

#KISS #DRAFT