I know some people will say, this is a "white" way, or "non-profitish" way of talking about relationships. To those critics, I think many of us already practice this to some degree in our personal lives, but there is no shared vocab around it in organizational life. This structure I am proposing is based on the need for us to have such conversations in our organizational lives, that is not over-exposing, doesnt force people to be excessively vulnerable in organizational space, but yet creates a framework for certain sets of expectations that we can utilize to address and assess patriarchal behavior among comrades.
For women and queer militants and leaders in organizations, we definitely need to prioritize our own growth, but also see as part of our growth, the development and mentorship of new women and queers in the organization. This is NOT to say that it is our task alone to bring in/develop new women and queer leadership. This should be a joint organizational task!! Mentorship is also something that should be part of the shared culture in any organization. I am saying this here because as women and queer leaders we will, whether we want to or not, in a time/space where there are so few women and queer folks in revolutionary organizations, we will become role models of sorts in our organizations and we need to show new folks coming around that mentorship and sharing leadership is precisely a component of women and queer leadership.
I am not wrong: Wrong is not my name