Police

Thu Jan 22 15:18:14 PST 2004

I am new to this list and have relocated to Melbourne, Australia but read
with interest the comments about applying OST to steeply bureaucratic
cultures.

I am a retired police commander from the South originally and can understand
the difficulties in working with these types of groups - espcially from an
outsider's point of view.   If, for example, the FBI came in to train our
command officers, then no problem.   But getting outside trainers in to do
an effective job created another mindset.

If I can assist anyone on this forum in understanding the mentality of the
police or military services or offer suggestions or assist in any way,
please don't hesitate to contact me.

Sincerely,
Lillian Jeter
Melbourne, Australia

-----Original Message-----
From: OSLIST [mailto:OSLIST at LISTSERV.BOISESTATE.EDU]On Behalf Of Birgitt
Williams
Sent: Friday 23 January 2004 02:00
To: OSLIST at LISTSERV.BOISESTATE.EDU
Subject: Re: Police

For me, I agree with Esther that
"
But examining the assumptions about a group you are about to work with,
checking them out, and being open to new information is important pre-work
(and ongoing work) for ourselves to do as consultants."

I know there is a lot of wisdom on the list about things to pay attention to
when working in various organizational cultures ie: military, police,
hospitals, social services. Specifically, there is valuable guidance that is
available about how to work with OST in a steeply bureaucratic culture and
other guidance about how to work with OST in a looser culture (the
facilitation of it is the same in either, but positioning it for maximum
success based on an authentic space differs). However, I don't think anyone
is served well when referring to generalizations about individuals within
that corporate culture ie: one of the most intuitive spiritual people I know
is a police officer and so generalizations about goal oriented etc etc about
the individuals for me takes away from the beauty that all people are people
first, no matter what role they take on.

I think the initial question about working with the police was an attempt to
get information about how to work with OST in that particular organizational
culture. As I followed the discussion on the list, I had a heart response to
the generalizations about individuals and I hoped that there were no police
officers on the list. I have experienced this inner emotional response on
this list before for the same reason.

Thanks for all the feedback and insights,
Blessings to you and to all with whom you make Genuine Contact,

Birgitt

Birgitt Williams of Dalar International Consultancy
www.dalarinternational.com

We provide inspirational and practical “how to” guidance for leaders who
want to achieve healthy and balanced organizations to produce exciting,
tangible results for the organization and for its people.

View the calendar for upcoming training in the Organizational Health and
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  -----Original Message-----
  From: OSLIST [mailto:OSLIST at LISTSERV.BOISESTATE.EDU]On Behalf Of Esther .
  Sent: Wednesday, January 21, 2004 2:22 PM
  To: OSLIST at LISTSERV.BOISESTATE.EDU
  Subject: Re: Police

  Birgitt:

  I completely agree with you about the need to not characterize or
stereotype people. Perhaps I could add a couple of thoughts...

  I find that I am sometimes blindsided by assumptions I've made about
people either because I've not examined them (the assumptions) or because
I'm wrapped up in an unexamined fear of not measuring up.

  So when I saw the postings about doing OS with police officers, I assumed
that it came from a concern to do well rather than a bias toward police
officers or any other group. And I saw the responses as reassurance.

  I had an experience once when I was a very new consultant of faciliation
with some Cdn armed forces folks where I felt completely intimidated (I
think one officer meant to do it) but it taught me some valuable lessons
finding out in advance how people would react to certain kinds of processes.
I should say that they weren't my client. Another consultant had called me
in to contribute to the facilitation and so I didn't have as much influence
on the overall process as I would have if it had been my client. And in
retrospect, I can imagine that Open Space would have worked brilliantly.

  But examining the assumptions about a group you are about to work with,
checking them out, and being open to new information is important pre-work
(and ongoing work) for ourselves to do as consultants.

  With great respect,
  Esther

  Esther Ewing
  The Change Alliance - Assisting Individuals and Organizations to Build
Capability
  www.ChangeAlliance.com
  330 East 38th St, Suite 53K
  New York, NY 10016-9804
  212-661-6024

  Authorized Distributor, Panoramic Feedback
  www.panoramicfeedback.com

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