Collection of worldwide OS stories

Mon May 9 10:00:20 PDT 2005

Harrison,

thanks for the feedback. I agree and disagree (like in most cases). I
agree that there was a time when people who worked in OD were control
freaks, and some of them still might be. However, time has passed since
and most people I meet or read have a totally different perception of
Change Management, including myself. Yes, the term "Change Management" is
somehow awkward, as if change could be managed. But there are some reasons
to stick to the term, particularly because many people (who are not
consultants or facilitators, but potential clients) have picked it up just
recently. Over here in Europe there is no doubt that many consultants and
facilitators have changed their perception on process work; you might know
better for the US.

The principles of self-organizing systems are now background for most
contemporary thinkers and doers in Change Management. No wonder that
Appreciate Inquiry and Whole System Change came up at the same time. POP
(Process Oriented Psychology) of Arnold Mindell shares the principles. And
if you are still not convinced, you should read the new book of Peter
Senge and Otto Sharmer: Presencing. I believe the proposed U-Cycle of Otto
is even more radical than OST (I didn't believe this was possible only
three months ago!), in the way to put the principle of "letting go -
letting come" into the centre of Change Management.

So, Open Space fits very well into the contemporary concepts. What I see
however, that more and more people - like myself - understand OST as a
phantastic tool, which has its place in a change process, and sometimes
the tool is blunt. As Maslov said: if the only tool you have is a hammer,
you tend to see every problem as a nail.

Having said that I believe there is much more room for the application of
OST. But for this it is necessary that more facilitators, consultants and
potential clients know it and loose their fear to apply it. For people who
have not heard of it, the threat imposed to them by the idea of OST is
often unbearable - and many just cannot believe that it would work in
their organization.

That is the start of my project. I want to make a mouthwatering document
in which people can read about what has been achieved by applying OST but
at the same time see the reality. I want to give them something they
can "touch", not too far away from their reality. The 10 stories which I
found so far in the OSList archives are just right. I have contacted 10
authors (did you get my message? I would like to include the
Israeli/Palestinian OST that you facilitated in Rome ). Peggy and Raffi
have already given their agreement.

Warm regards,
Holger
The Change Management Toolbook

International Open Space Facilitators Training
Bratislava, Slovakia
September 4-7, 2005
http://www.change-management-toolbook.com/about/training_2005_ostf.html

*
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>From  Mon May  9 10:16:49 2005
Message-Id: <MON.9.MAY.2005.101649.0700.>
Date: Mon, 9 May 2005 10:16:49 -0700
Reply-To: chris at chriscorrigan.com
To: OSLIST <OSLIST at LISTSERV.BOISESTATE.EDU>
From: Chris Corrigan <chris.corrigan at gmail.com>
Subject: Re: Collection of worldwide OS stories
In-Reply-To: <LISTSERV%2005050911002069 at LISTSERV.BOISESTATE.EDU>
Mime-Version: 1.0
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Hi Holger:

I'm certainly happy for you to use any stories of mine you come across in=
=20
the archives.

With respect to Schamer's work, my conclusions on that are that his model i=
s=20
another great map that helps us see how things like OST really work. I love=
=20
Presence, but find it strange that they haven't stumbled on OST more=20
explicitly.

At any rate, I'll be curious to see what your digging around turns up. If=
=20
you use the wiki as Michael suggests, you can invite people to wade around=
=20
in there from time to time and help you out.

Cheers,

Chris

On 5/9/05, Change Management Toolbook <holger at change-management-toolbook.co=
m>=20
wrote:
>=20
> Harrison,
>=20
> thanks for the feedback. I agree and disagree (like in most cases). I
> agree that there was a time when people who worked in OD were control
> freaks, and some of them still might be. However, time has passed since
> and most people I meet or read have a totally different perception of
> Change Management, including myself. Yes, the term "Change Management" is
> somehow awkward, as if change could be managed. But there are some reason=
s
> to stick to the term, particularly because many people (who are not
> consultants or facilitators, but potential clients) have picked it up jus=
t
> recently. Over here in Europe there is no doubt that many consultants and
> facilitators have changed their perception on process work; you might kno=
w
> better for the US.
>=20
> The principles of self-organizing systems are now background for most
> contemporary thinkers and doers in Change Management. No wonder that
> Appreciate Inquiry and Whole System Change came up at the same time. POP
> (Process Oriented Psychology) of Arnold Mindell shares the principles. An=
d
> if you are still not convinced, you should read the new book of Peter
> Senge and Otto Sharmer: Presencing. I believe the proposed U-Cycle of Ott=
o
> is even more radical than OST (I didn't believe this was possible only
> three months ago!), in the way to put the principle of "letting go -
> letting come" into the centre of Change Management.
>=20
> So, Open Space fits very well into the contemporary concepts. What I see
> however, that more and more people - like myself - understand OST as a
> phantastic tool, which has its place in a change process, and sometimes
> the tool is blunt. As Maslov said: if the only tool you have is a hammer,
> you tend to see every problem as a nail.
>=20
> Having said that I believe there is much more room for the application of
> OST. But for this it is necessary that more facilitators, consultants and
> potential clients know it and loose their fear to apply it. For people wh=
o
> have not heard of it, the threat imposed to them by the idea of OST is
> often unbearable - and many just cannot believe that it would work in
> their organization.
>=20
> That is the start of my project. I want to make a mouthwatering document
> in which people can read about what has been achieved by applying OST but
> at the same time see the reality. I want to give them something they
> can "touch", not too far away from their reality. The 10 stories which I
> found so far in the OSList archives are just right. I have contacted 10
> authors (did you get my message? I would like to include the
> Israeli/Palestinian OST that you facilitated in Rome ). Peggy and Raffi
> have already given their agreement.
>=20
> Warm regards,
> Holger
> The Change Management Toolbook
>=20
> International Open Space Facilitators Training
> Bratislava, Slovakia
> September 4-7, 2005
> http://www.change-management-toolbook.com/about/training_2005_ostf.html
>=20
> *
> *
> =3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=
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=3D=3D=3D=3D=3D=3D=3D=3D=3D
> OSLIST at LISTSERV.BOISESTATE.EDU
> ------------------------------
> To subscribe, unsubscribe, change your options,
> view the archives of oslist at listserv.boisestate.edu:
> http://listserv.boisestate.edu/archives/oslist.html
>=20
> To learn about OpenSpaceEmailLists and OSLIST FAQs:
> http://www.openspaceworld.org/oslist
>=20

--=20

CHRIS CORRIGAN
Consultation - Facilitation
Open Space Technology

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

*
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------------------------------
To subscribe, unsubscribe, change your options,
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Content-Disposition: inline

Hi Holger:<br>
<br>
I'm certainly happy for you to use any stories of mine you come across in t=
he archives.<br>
<br>
With respect to Schamer's work, my conclusions on that are that his
model is another great map that helps us see how things like OST really
work.  I love Presence, but find it strange that they haven't
stumbled on OST more explicitly.<br>
<br>
At any rate, I'll be curious to see what your digging around turns
up.  If you use the wiki as Michael suggests, you can invite
people to wade around in there from time to time and help you out.<br>
<br>
Cheers,<br>
<br>
Chris<br><br><div><span class=3D"gmail_quote">On 5/9/05, <b class=3D"gmail_=
sendername">Change Management Toolbook</b> <<a href=3D"mailto:holger at cha=
nge-management-toolbook.com">holger at change-management-toolbook.com</a>> =
wrote:
</span><blockquote class=3D"gmail_quote" style=3D"border-left: 1px solid rg=
b(204, 204, 204); margin: 0pt 0pt 0pt 0.8ex; padding-left: 1ex;">Harrison,<=
br><br>thanks for the feedback. I agree and disagree (like in most cases). =
I
<br>agree that there was a time when people who worked in OD were control<b=
r>freaks, and some of them still might be. However, time has passed since<b=
r>and most people I meet or read have a totally different perception of
<br>Change Management, including myself. Yes, the term "Change Managem=
ent" is<br>somehow awkward, as if change could be managed. But there a=
re some reasons<br>to stick to the term, particularly because many people (=
who are not
<br>consultants or facilitators, but potential clients) have picked it up j=
ust<br>recently. Over here in Europe there is no doubt that many consultant=
s and<br>facilitators have changed their perception on process work; you mi=
ght know
<br>better for the US.<br><br>The principles of self-organizing systems are=
 now background for most<br>contemporary thinkers and doers in Change Manag=
ement. No wonder that<br>Appreciate Inquiry and Whole System Change came up=
 at the same time. POP
<br>(Process Oriented Psychology) of Arnold Mindell shares the principles. =
And<br>if you are still not convinced, you should read the new book of Pete=
r<br>Senge and Otto Sharmer: Presencing. I believe the proposed U-Cycle of =
Otto
<br>is even more radical than OST (I didn't believe this was possible only<=
br>three months ago!), in the way to put the principle of "letting go =
-<br>letting come" into the centre of Change Management.<br><br>So, Op=
en Space fits very well into the contemporary concepts. What I see
<br>however, that more and more people - like myself - understand OST as a<=
br>phantastic tool, which has its place in a change process, and sometimes<=
br>the tool is blunt. As Maslov said: if the only tool you have is a hammer=
,
<br>you tend to see every problem as a nail.<br><br>Having said that I beli=
eve there is much more room for the application of<br>OST. But for this it =
is necessary that more facilitators, consultants and<br>potential clients k=
now it and loose their fear to apply it. For people who
<br>have not heard of it, the threat imposed to them by the idea of OST is<=
br>often unbearable - and many just cannot believe that it would work in<br=
>their organization.<br><br>That is the start of my project. I want to make=
 a mouthwatering document
<br>in which people can read about what has been achieved by applying OST b=
ut<br>at the same time see the reality. I want to give them something they<=
br>can "touch", not too far away from their reality. The 10 stori=
es which I
<br>found so far in the OSList archives are just right. I have contacted 10=
<br>authors (did you get my message? I would like to include the<br>Israeli=
/Palestinian OST that you facilitated in Rome ). Peggy and Raffi<br>have al=
ready given their agreement.
<br><br>Warm regards,<br>Holger<br>The Change Management Toolbook<br><br>In=
ternational Open Space Facilitators Training<br>Bratislava, Slovakia<br>Sep=
tember 4-7, 2005<br><a href=3D"http://www.change-management-toolbook.com/ab=
out/training_2005_ostf.html">
http://www.change-management-toolbook.com/about/training_2005_ostf.html</a>=
<br><br>*<br>*<br>=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=
=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=
=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D<br><a href=3D"mailto:OSLIST at LIST=
SERV.BOISESTATE.EDU">OSLIST at LISTSERV.BOISESTATE.EDU
</a><br>------------------------------<br>To subscribe, unsubscribe, change=
 your options,<br>view the archives of <a href=3D"mailto:oslist at listserv.bo=
isestate.edu">oslist at listserv.boisestate.edu</a>:<br><a href=3D"http://list=
serv.boisestate.edu/archives/oslist.html">
http://listserv.boisestate.edu/archives/oslist.html</a><br><br>To learn abo=
ut OpenSpaceEmailLists and OSLIST FAQs:<br><a href=3D"http://www.openspacew=
orld.org/oslist">http://www.openspaceworld.org/oslist</a><br></blockquote>
</div><br><br><br>-- <br><br>CHRIS CORRIGAN<br>Consultation - Facilitation<=
br>Open Space Technology<br><br>Weblog: <a href=3D"http://www.chriscorrigan=
.com/parkinglot">http://www.chriscorrigan.com/parkinglot</a><br>Site: <a hr=
ef=3D"http://www.chriscorrigan.com">
http://www.chriscorrigan.com</a>
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