Alternatives for Challenging Morning Circles

Tue Oct 16 15:23:56 PDT 2007

Thank you Sandra - I know of Arny Mindell and Process Work, and have deep
respect for both, but it is my feeling that he/they work much too hard at
the Process. But I guess that is what Work is all about? :-)

My experience is that, given the space/time, the people will take care of
the business all by themselves. I acknowledge that this creates more than a
few "white knuckle" experiences for the facilitator - but never have I seen
it all go south (Americanism for "really bad"). The people always come
through, and my feeling is that we must "hold" that space and time until
they get the job done - which they always do, at least so far. But it always
helps (as a facilitator) to take multiple Deep Breaths along the way as they
(The People) work. Helps with White Knuckles and all of that!

And of course all of this brings us back to the interesting question of how
could it be that these untutored folks, in the midst of violent conflict, do
for themselves what most facilitators would take on only under the threat of
dire punishment (loss of job or fee)??

Harrison

Harrison Owen

7808 River Falls Drive

Potomac, Maryland   20854

Phone 301-365-2093

Skype hhowen

Open Space Training  <http://www.openspaceworld.com/> www.openspaceworld.com

Open Space Institute  <http://www.openspaceworld.org/>
www.openspaceworld.org

Personal website  <http://www.ho-image.com/> www.ho-image.com 

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-----Original Message-----
From: OSLIST [mailto:OSLIST at LISTSERV.BOISESTATE.EDU] On Behalf Of Sandra
Kriese
Sent: Tuesday, October 16, 2007 12:47 PM
To: OSLIST at LISTSERV.BOISESTATE.EDU
Subject: Re: Alternatives for Challenging Morning Circles

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  <http://www.openspaceworld.com/> www.openspaceworld.com

Open Space Institute  <http://www.openspaceworld.org/>
www.openspaceworld.org

Personal website  <http://www.ho-image.com/> www.ho-image.com

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-----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

 <http://www.opencirclecompany.com> www.opencirclecompany.com

For the new edition of The Change Handbook, go to: 
 <http://www.bkconnection.com/ChangeHandbook>
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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