Success

Fri Mar 18 10:14:09 PST 2005

On Fri, 18 Mar 2005 07:23:48 -0500, Harrison Owen <hhowen at comcast.net> wrote:

> I think you just described OSONOS(s). I know there is always talk about
> having a theme and doing "real work" -- but to the best of my knowledge all
> that never quite happens. What has happened is a matter of record. I don't
> know if the Open Space Community qualifies as an organization (I think it
> does), but if so there is little question in my mind that its growth and
> development is largely attributable to the multiple times, spaces and years
> that we have hung out together being what we do. Or maybe doing what we be?

I think that this is true.  The real value of OSonOS (s) and Spirited
Work is that the real work is an inner stretch (otherwise known as
learning) which supports us as individuals acting in a network.  When
we develop our individual capacities, we develop our capacities to
self-organize.  If one of the conditions for self-organizations is
"sparse prior connections" then we have two options for moving towards
that state: we can either cut some of our existing connections
(letting go) or develop new capacities to connect to other things
(increase our potential) and of course we can do both.

Whether a community is an organization or an organization is a
community is a little like trying to decide whether the Yin/Yang
symbol is mostly black or mostly white.  It's both, with a little of
one in the other.  I use the two terms so interchangedly these days
that it just comes out of mouth as "organizationcommunity!"

Chris

>
> Harrison
>
> Harrison Owen
> 7808 River Falls Drive
> Potomac, Maryland   20845
> Phone 301-365-2093
>
> Open Space Training www.openspaceworld.com
> Open Space Institute www.openspaceworld.org
> Personal website http://mywebpages.comcast.net/hhowen/index.htm
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> -----Original Message-----
> From: OSLIST [mailto:OSLIST at LISTSERV.BOISESTATE.EDU] On Behalf Of Therese
> Fitzpatrick
> Sent: Thursday, March 17, 2005 10:06 PM
> To: OSLIST at LISTSERV.BOISESTATE.EDU
> Subject: Re: Success
>
> I am not sure if what I am about to write fits in this conversation
> (thanks, by the way, for the many great conversations on the oslist
> recently), but as I read Chris' comment "we need to be able to embody
> change in order to be able to welcome it" and Chris' observation,
> which we could all echo, that when people do an org. development
> 'intervention', they expect something significant to happen. . . .
>
> I think the reason to have open space events in organizations is to
> build the capacity of that organization to be able to welcome change
> as it emerges.  I don't imagine it would be easy to 'sell' this to
> someone who wants to have a three day open space to create a strategic
> plan or design a product development process but, for me, the real
> value of having employees or members of an organization spend a day,
> two or three in open space is to have them spend time practicing
> following what has heart and meaning, to practice the law of two feet,
> to practice trusting that the right people show up and the right thing
> will happen.
>
> And, I THINK (ask me in an hour and I might think differently) the
> reason I am attracted to attending open space events and to being an
> open space practitioner and, even, to collaborating as much as I can
> with people who have experienced a lot of open space technology, is
> because I deeply desire to be able to welcome what wants to show up
> and I deeply value working with others who have begun to integrate the
> principles of open space into their way of being.
>
> I actually think, sometimes, that just creating a container for people
> to spend three days together in open space doing whatever, without an
> intention focussed on work, is the best org. development training any
> org. could give itself.  And I believe it enhances the achievement of
> measurable goals.
>
> On Thu, 17 Mar 2005 13:43:19 -0800, Chris Corrigan
> <chris.corrigan at gmail.com> wrote:
> > On Thu, 17 Mar 2005 11:04:33 -0500, R. Duff Doel <duff at innergy.ca> wrote:
> > > "Some people will do anything
> > > to maintain control and avoid success."
> > >
> >
> > Often people expect big things from organizational development
> > "interventions."  They wouldn't do so otherwise.  Retreats, planning
> > sessions, Open Space forums...all come with the expectation that doing
> > something significant will change things significantly.
> >
> > In working with sponsors I do have conversations about what
> > transformation really means and how willing people are to transform
> > themselves to meet the new world they are wanting to be born.  There
> > is a real stretch in this work for people, to go into somewhere new
> > while not abandoning what they know - the "safe ground" - even if the
> > safe ground is no longer serving them very well.
> >
> > Fear, trust, openness, chaordic confidence...all of these are
> > emotions, practices and states we need to grapple with to open
> > ourselves to transformation.  We need to be able to embody change in
> > order to be there to welcome it when it arrives.
> >
> > And so for me success is relative, but what I really invite people to
> > stretch into is that place where they can embody the success they
> > want.  If they can't then we have to get real about what we're willing
> > to do.
> >
> > But if they CAN get really big and offer themselves up for change,
> > unbelievable things can happen.
> >
> > Good question, Duff.
> >
> > Chris
> >
> > --
> > -------------------------
> > CHRIS CORRIGAN
> > Consultation - Facilitation
> > Open Space Technology
> >
> > Weblog: http://www.chriscorrigan.com/parkinglot
> > Site: http://www.chriscorrigan.com
> >
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>
> --
> Warmly,
> Therese Fitzpatrick
>
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--
-------------------------
CHRIS CORRIGAN
Consultation - Facilitation
Open Space Technology

Weblog: http://www.chriscorrigan.com/parkinglot
Site: http://www.chriscorrigan.com

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