It’s Co-ops Fortnight!

Co-ops Fortnight 21st June – 4th July – is the perfect time to come together and promote the vibrancy and strength of our sector. Co-operantics will celebrate Co-ops Fortnight with a series of ‘Co-operantics Conversations‘ where we will ask co-operators how they build and nurture a strong co-operative culture.

As a result of criticism levelled at poor governance at The Co-operative and the Co-operative Bank, there’s been a lot of heat and not a lot of light shone on the topic of co-operative governance. Experienced co-operators have talked about the importance of co-operative culture. But what is it? How do you build it and nurture it? We think there is much that co-operatives can learn from each other, both in the UK and overseas.

Our first Conversation is with Siôn Whellens of Calverts Co-operative: Design & Print

Hi Siôn,
My first question is:
Q: Which is a more powerful influence on members’ behaviour in your co-op – Rules or policies & procedures – or culture within the membership?
A: We don’t have lots of policy codes, but we do have a lot of accepted procedures, developed by consensus decision making over the years. So often, ‘the way we do things’ has its roots in policy decisions and rule-making from a long time ago, before most of the current members can remember or tweaked from time to time.
Q: How do new recruits ‘learn’ the prevailing culture of the co-operative?
A: Watching the way clients, customers and neighbours interact with us; social media and our website; the reputation of the co-op; observing colleagues during the working day, ‘water cooler’ or lunch break gossip, behaviour of members in meetings, ease of participation in meetings and during the induction process.
Q: What would you say are the advantages of the way in which new recruits learn your culture?
A: People can take as long as they need to ‘get’ the culture (which can also be a disadvantage, but mostly it’s an advantage); it’s a mixture of ‘hard’ learning (e.g. understanding financial reports, environmental policy and procedures) and ‘skills’ learning (modes of discourse and interaction). It’s cheap, efficient and humane because it doesn’t rely on hard power or a management cadre, although it does rely on goodwill and the ‘soft power’ of the group.
Q: And the disadvantages?
A: We tend to assume that given enough time, people will align with and find their positive place in the culture, so we don’t ‘hand hold’ that much and we don’t review members’ performance as members, so it can take a long time to resolve problems.
Q: Have you considered other ways you might adopt?
A: More formal training in co-operative knowledge and skills during the probation year (quite likely to implement, if the current worker coop skills training and other events like Worker Weekend continue); a system for formal peer appraisals (always rejected!)
Q: Do you use a member job description? (A document outlining what you can expect of your co-operative and what your co-operative expects from you; Rights and responsibilities of membership)
A: No! It might be difficult to introduce one, unless there was something we could borrow and tweak, because when things are going OK people say ‘why fix it if it ain’t broke’ and when things aren’t going well people have other priorities.
Q: What changes have you seen in your co-operative’s culture over time? Why do you think this is and what do you think the causes have been?
A: Less overtly political as the business entered its golden phase and early members moved on; less ‘office politics’ (i.e. internal caucusing and organising around ‘agendas’), as the average age changed from 25-ish to 45-ish, and also because it led to conflicts which caused a lot of grief and nearly destroyed the co-op. We grew up.

Thanks a lot Siôn!

Check out Calverts Co-op: Design & Print and follow Siôn @Scumboni

So what do you think? Do you have any thoughts, opinions, experience to share? We’d love to hear your comments or questions. Or if you would like to join in the ‘Conversations’ then answer the questions above, add any further ideas you may have and email to us at:
kate [at]
and we’ll be happy to have a Conversation with you!

Don’t forget, you can find lots of tools, tips and techniques for building and nurturing a strong co-operative culture right here (see links above). Or contact us if you’d like us to run a workshop, or provide consultancy support, advice or guidance on co-operative skills. More information on our services can be found here.