Naming the tension
douglas germann
76066.515 at compuserve.com
Tue Oct 16 16:48:25 PDT 2007
Sandra--
"Naming the tension" raises for me the question whether that might just
be taking away from the people? I do not know. What do you see?
For instance, there is this US slang for naming called putting a
"handle" on something or someone. When we name something we feel we have
some control over it. Have you ever noticed that when we are ill, the
fact that the Doctor puts a name on our dis-ease relieves our tension
and gives us hope?
Naming something can stop our further inquiry into what is going on,
yes? After the facilitator gave the name, did anybody say, "Let's keep
looking at it, maybe it's not anger, maybe it is angst?"
So does naming help or open or close or something else or more?
:- Doug.
On Tue, 2007-10-16 at 09:46 -0700, Sandra Kriese wrote:
> Hello Harrison and all,
>
>
> I'm a newbie to the actual doing of Open Space, but have been on the
> list for awhile. I am reminded, Harrison, of participating in large
> Worldwork groups facilitated by Arny Mindell and his colleagues in
> Process Work. What you did by naming the "tension" brought back a
> memory of a very intense process around racism with 85 people from
> around the world.
>
>
> The facilitator named the floating "role in the field"....the
> Tension, or Violence,... out loud to the group. Until then it felt
> like the force of energy, was just escalating around and around the
> room, gaining momentum. He just said something like "I am feeling such
> and such in the air, is that so?".
>
>
> It was SUCH a relief and the named "role" was out and seen by all. I
> have also been in a group where that force of energy was not named and
> it literally possessed the most vulnerable participant, with edgy
> consequences. I preferred the first way, for sure.
>
>
> What you did next was much quieter and self-responsible than what
> happened in Process Work. But that "naming" of the role that no-one
> wants to take on is so important.
>
>
> This is such an interest for me....how to deal with the extremes of
> emotion that can be present in group....overtly or erupting from down
> below.
>
>
> Thanks for the telling of your experience!
>
>
> Sandra
>
>
>
>
>
> > Peggy my experience has been that everything works well in the
> > circle PROVIDED you really have the space and the time to allow it
> > all work. Specifically, in two really intense situations (one was
> > the Israelis and Palestinians I worked with in Rome) – when I knew
> > there was some really heavy duty baggage coming in the door I opened
> > the space just about as much as I could. Not to be mysterious, when
> > the people arrived for the morning circle, I greeted them and simply
> > acknowledged the tension in the air. I didn’t go into details,
> > because I really didn’t know what they were, but there was no
> > question that the temperature was high and going higher. After that
> > acknowledgement I said something to the effect that I felt we were
> > at a point of choosing. We could all choose to go home (mad, sad,
> > whatever) or we could confront the elephant in our midst. To assist
> > our choosing I proposed a one hour break. People were invited to go
> > wherever they wished, and at the end of an hour, those who so
> > desired could return, and we would take it from there. I did not
> > offer any opportunity for discussion, but simply left the circle
> > myself.
> >
> >
> >
> > Precisely one hour later I came back, not having any sort of clue as
> > to who might be there upon my return. To my surprise everybody
> > (Everybody!) had returned and was sitting in their seats. I
> > acknowledged their presence and passed the talking stick (in the
> > case of the Palestinians/Israelis it was an Olive Branch). Two and a
> > half hours later, or thereabouts – the stick came back to me. It had
> > been quite a ride with sharing at levels I could not believe. Tears,
> > anger, laughter – we had it all. And when it was all over it turned
> > into what I can only describe as a “hug-fest.”
> >
> >
> >
> > In both cases, we had anticipated going into Action Planning – but
> > there was clearly no way for that until we had dealt with the
> > elephant. Once done, however, the action planning rolled out in a
> > very natural and organic fashion. People just made deals and
> > promises. Most surprising, everything came to a conclusion at
> > precisely the announced stopping time – well more or less – because
> > then we had lunch, and the plans and promises continued throughout
> > the meal.
> >
> >
> >
> > I must confess that in the first instance, it was pretty much of a
> > “Hail Mary” (Americanism for “desperation play.”). Truthfully, I
> > couldn’t think of anything else. But the second time around it was
> > very conscious and intentional on my part. I am not sure which one
> > was better, but the second situation surely felt better to me. More
> > to the point, given the same or a similar situation I would do the
> > same thing again. My learning was profound, confirming what I
> > already knew, but tended to forget. Open the space so the people can
> > make their own way, and they will take care of the business. Nothing
> > else needed.
> >
> >
> >
> > Harrison
> >
> >
> >
> > Harrison Owen
> >
> > 7808 River Falls Drive
> >
> > Potomac, Maryland 20854
> >
> > Phone 301-365-2093
> >
> > Skype hhowen
> >
> > Open Space Training www.openspaceworld.com
> >
> > Open Space Institute www.openspaceworld.org
> >
> > Personal website www.ho-image.com
> >
> > OSLIST: To subscribe, unsubscribe, change your options, view the
> > archives Visit: www.listserv.boisestate.edu/archives/oslist.html
> >
> >
> >
> >
> > -----Original Message-----
> > From: OSLIST [mailto:OSLIST at LISTSERV.BOISESTATE.EDU] On Behalf Of
> > Peggy Holman
> > Sent: Sunday, October 14, 2007 10:14 PM
> > To: OSLIST at LISTSERV.BOISESTATE.EDU
> > Subject: Alternatives for Challenging Morning Circles
> >
> >
> >
> > Sometimes we know a highly emotional time is coming, particularly
> > in multiple day OS's. What best serves the group when we know this
> > is coming?
> >
> >
> >
> >
> > After years of experiencing the rhythm of groups at work, I almost
> > always know when people are bringing "downloads" with them into the
> > morning circle. (It is particularly easy to predict when something
> > powerful happens the evening before.)
> >
> >
> >
> >
> > For those who read the description of the Story Field Conference
> > (SFC), Wednesday morning was a turning point. The morning circle
> > was intense and very controversial, and for most, highly productive.
> > As I have reflected with other colleagues on the choice we made to
> > use the morning circle as a reflection space, I have wondered if our
> > choice is what best served the group. In my conversations, three
> > alternatives emerged, each with its strengths and short comings.
> > I've shared them below.
> >
> >
> >
> >
> > I'd love to hear how others have handled such challenging moments.
> >
> >
> >
> >
> > appreciatively,
> >
> >
> > Peggy
> >
> >
> >
> >
> > *************************************8
> >
> >
> >
> >
> > When you know there will be lots to process in the morning, here are
> > three options:
> >
> >
> >
> > * Do it in the circle
> >
> > * Send the energy back out into the breakout spaces
> >
> > * And a non-traditional thought:
> >
> > Take 30 minutes in groups of 4, then 30 minutes in the large circle
> >
> >
> >
> >
> >
> > Doing it in the large circle
> >
> > The pros:
> >
> > * If it is a well hosted space, it can the safest space in the room
> > for those who bring a different voice.
> >
> > * When there is as much to be surfaced, the benefit of it being a
> > collective experience can be a turning point, creating a deep sense
> > of shared experience and community.
> >
> >
> >
> > What can be lost:
> >
> > * People who find the space too intense check out. If the
> > gathering is held in a location that is easy to leave, they would
> > likely be gone for good.
> >
> > * It sets up a dynamic that everything of significance needs to
> > happen in the big group
> >
> > * This significant opportuity for people to have the experience of
> > the fractal nature of conversation is lost
> >
> > * It breaks the lived experience that this is a system in which the
> > parts that care about someting are handling it on behalf of the
> > whole.
> >
> >
> >
> >
> >
> > Keep the morning circle short and send the intensity into the space
> >
> > The pros:
> >
> > * People experience the fractal nature of conversation
> >
> > * People learn and experience that ideas can and do filter back
> > into the whole.
> >
> > * It allows people to meet their own needs; those who are focused
> > on "let's get it done" can do so and not be subjected to stuff they
> > don't want to be subjected to. There is no tyranny of the whole
> > operating. Much easier to follow the law of two feet.
> >
> >
> >
> >
> >
> > What can be lost:
> >
> > * a different group of people check out - the ones who have trouble
> > speaking out because they don't have a safe space
> >
> > * some people take their angst into butterfly conversations, which
> > can help it come out in the larger whole. By going sideways first
> > in the small, helps clarity and confidence surface in the large
> > circle.
> >
> > * A risk is that the conversations never happen.
> >
> >
> >
> >
> >
> > Reflect in small groups that feed back into the whole
> >
> >
> > In the context of OST, it is the least known, since it isn't part of
> > the traditional form. (Variation: Having a home group, or
> > buddy; can be a volunteer function)
> >
> >
> >
> > The pros:
> >
> >
> > * It ensures some level of personal processing.
> >
> >
> >
> >
> > What can be lost:
> >
> >
> > * a risk is the most important angst is dissipated
> >
> >
> > * May be most comfortable because has a foot in both worlds, allows
> > processing time though it may not generate the benefits of
> > disturbance.
> >
> >
> > * May be best way to suppress what might be creative dissonance.
> >
> >
> >
> >
> >
> >
> > One last note from the Story Field Conference: my bias would have
> > been to send people out to handle their "stuff" via breakout
> > sessions and butterfly conversations. My colleagues - Mark Jones,
> > Candi Foon and Anne Stadler - felt that this would have caused the
> > most marginalized voices to remain silent. As you reflect on your
> > own experiences, I'm particularly interested in this aspect of
> > dominant culture voices and those who are least heard or seen.
> >
> >
> >
> >
> > BTW, I don't think there are right or wrong answers on this. Each
> > alternative results in something useful and something lost. I'm
> > just interested in understanding the consequences of our different
> > choices so that we can grow in wisdom and consciousness.
> >
> >
> >
> >
> >
> >
> >
> >
> >
> >
> > ________________________________
> > Peggy Holman
> > The Open Circle Company
> > 15347 SE 49th Place
> > Bellevue, WA 98006
> > (425) 746-6274
> >
> >
> >
> >
> > www.opencirclecompany.com
> >
> >
> >
> >
> >
> > For the new edition of The Change Handbook, go to:
> > www.bkconnection.com/ChangeHandbook
> >
> >
> >
> >
> > "An angel told me that the only way to step into the fire and not
> > get burnt, is to become
> > the fire".
> > -- Drew Dellinger
> >
> >
> > * * ==========================================================
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