Some questions about an OS event

Sun May 22 11:07:18 PDT 2005

As a facilitator when first you meet conflict in a group in Open Space it can be a little disconcerting. More than that, all of our previous training says that you are the one that is supposed to "fix" the problem. If the group is small, as yours was, it seems quite possible and the "correct" thing to do. Sort of your job. But it isn't. Now if instead of 5 you had 500, and conflict arose in 4 groups simultaneously -- you would definitely be in a pickle -- especially if you make the appearance of conflict "your problem." And I think it gets even worse. Let's suppose you jump in and by superhuman effort -- somehow resolve the conflict(s). If that happens, people will look at you and say "Isn't she wonderful!" -- and forget that they are the ones who really dealt with the conflict. Or suppose you jump in, and despite your best effort, everything goes to hell. At the point the people will look at you and say, "Isn't she terrible." -- and forget that you didn't have a conflict -- they did! So what to do? Answer -- Just hold space and know that the people themselves will have the resources to deal with the conflict, and more importantly -- learn from having dealt with it. It is really tough to do, especially your first several times out. But if it is any comfort, you might just notice that with a larger group, you really don't have any options. It might also comfort you to know that in the 20 years that I have been opening space with all sorts of people and situations I have never encountered a situation where the people couldn't handle it all by themselves, and most importantly become the stronger and wiser because of their actions -- provided I fiercely and intently "held space."

Harrison
  ----- Original Message ----- 
  From: Ross, Diane K. CTR 
  To: OSLIST at LISTSERV.BOISESTATE.EDU 
  Sent: Saturday, May 21, 2005 11:23 PM
  Subject: Some questions about an OS event

  Harrison and all,
  In addition to reading and thinking about Open Space, I now have had the
  change to experience it. I did an Open Space event for 5 people on
  Monday afternoon for the staff of a small non-profit association.
  Definite progress was made by the group (see my PS below) and they were
  talking about a full three days with their Board members so I am very
  encouraged about OST. And I have several questions on some aspects of
  how things went and would appreciate any thoughts you might have...

  An easy one first...The 5 women knew each other well so when they got in
  the circle, they moved their chairs together leaving little room in the
  center. Though I asked them to allow more space in the middle which they
  did, it was a very short walk around the circle and I was very close to
  each person as I passed by. I went around twice then stood on the
  edge-basically joining the circle instead of standing in the middle on
  the paper and markers. Is there anything you might suggest that I could
  have done differently as this seemed a bit awkward?

  After four issues appeared on my 2x3 matrix and people signed up for
  their sessions, I had to leave the room for they kept looking to me for
  permission to do the next thing. They kept reminding themselves that it
  was up to them so I did the symbolic act of walking out. When I returned
  they had decided that they were all going to stay together and take a
  quarter of the time for each issue. Is that still Open Space if the
  individuals aren't flowing to other groups?

  The time we had...from 1300-1630 was cut to 1400-1630. However, I've
  read it is possible to do open space in an hour so we tried it anyway.
  Are there further criteria when doing such short sessions such as:
  having done Open Space before, agreement to focus on topic and not on
  interpersonal issues, nature of topic area, etc?

  There was a clear conflict between two people and they worked up to
  being quite accusatory of one another. After a couple of hours I
  intervened-talked about respecting each other, "I" statements instead of
  "you" statements...just some basics which did serve to stabilize the
  situation. Is there something you say at the beginning about being
  respectful of one another?  In a larger group the facilitator might not
  even be aware that this kind of thing is going on. It seemed that
  holding the space open by my presence did not help them resolve the
  conflict-do you ever intervene?

  Due to earlier commitments, two of the people left at 1630 but the
  principle of it being over when it's over applied as the rest talked
  till 1930. Those three had peace and a way ahead. I guess reflectively,
  the right people stayed-kind of an affirmation of two principles here.

  I had one person get up and leave the room, walk the hall, and
  reluctantly return after the group said they would make adjustments. I
  seem to recall you said no one had left a session never to return. The
  Law of Two Feet would preclude me from throwing myself at the door
  barring the way. If there was more than one group I could have directed
  them to a second group? Or am I not to engage at all with the
  participants?

  My last question is about the arrangement of the break out area. After
  being in the initial circle for the opening, people went to the wall
  which opened up the circle into a U. Then they used the wall for
  reference thus were no longer in a circle during the discussion which
  might have encouraged the adversarial situation. Do you make any
  prescription about break out set up? Do you arranged the break out areas
  in circles too?

  As I said at the beginning I am very encouraged. Having such a positive
  outcome under such difficult circumstances strengthens my conviction
  that this would be helpful in many of my primary areas of influence.

  Thank you for your thoughts,
  Diane

  PS I heard from one of the participants last night and she said amazing,
  wonderful things are happening since the Open Space. (I'm sure it will
  be a praise report tonight as 3 of the participants are in my Bible
  Study group) The two people who were in conflict had a lengthy meeting
  that went unbelievable well--it would not have been possible before.
  Everyone involved seem to have unexpected clarity and is encouraged that
  they may have turned the corner on this long-term problem.
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