Bad conflict in an organization/X-posted GC/OS-lists

[Wendy Farmer-O'Neil]

Thomas, i think that your impulse to do storytelling is right on.  My
sense is that if the grief is attended to first, then the OS will be
smoother and more productive. i have this unreasonable penchant to honour
the feelings present first, before we get down to work. :)

Looking forward to hearing how it goes,
Wendy



> Dear friends
> I´ve been approached by an organization where they tried it all and
> finally
> come to the conclusion that OST is the only thing that can help them. I´ve
> just facilitated an OST where the senior manager was the sponsor - but for
> a
> completely different group of people.
>
> So here goes the story:
> 2 years ago leadership of this public organization got the bright idea
> that
> two parts of its "business" should cooperate more closely because they
> work
> towards the same overall goal. So - easy fix - they put them into the same
> house. Now they have evaluated the effect of what they wanted to achieve.
> The output they produce is not too bad (surprisingly), but not good, BUT
> the
> working conditions/climate is really bad.
> The two middle managers have difficulties to cooperate.
> The part of the organization that moved into another house where the other
> part was already, don´t think the physical arrangements work. They feel
> deported.
> The two parts who where supposed to form teams have not formed teams, they
> distrust each other and have conflicts.
> The manager above them has not shown any leadership but let things go
> worse.
> There was no real dialogue and participation in this change which has
> affected negatively on the employees.
>
> One good thing is that all seem to agree on that the close cooperation is
> vital to their clients.
>
> A dear collegue and myself will meet the senior manager and the manager
> above the middle managers next week to get some more of the picture. We
> did
> get to read an evalutation which gave quite a bit of info.
>
> Right now I am thinking - if leadership can come to agreement and if they
> are willing to open real space. Then maybe the staff+leaders could solve
> this. Step one of course some real pre-work, then if everything seems to
> be
> in place to open space. An evening of storytelling and 2,5 days in OST +
> follow-ups
>
> I´ve also been thinking about using Crosscultural conflict resolution, but
> there have been many consultants there already and they are sick and tired
> of this - although I do think that we would succeed with CCCR too because
> it´s different and lifeaffirming way to work. I would love to dive right
> into opening space. What do you think?
> Warm regards
> Thomas Herrmann         Phone +46 (0)709-98 97 81
> Open Space Consulting   Fax   +46 (0)300-713 89
> Pensévägen 4
> 434 46 Kungsbacka, Sweden
> Email: thomas at openspaceconsulting.com
> www.openspaceconsulting.com
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