[OSList] Ang.: Highly Controversial Group

Sat Jul 27 02:48:12 PDT 2013

Hi Cecilia, the story Harrison tells us is wonderful and not just about the magic of OST but we can also learn from what he did. Be very practical, be very short and get the space open and handed over to the participants as soon as possible. And take the power during the opening so you dont allow any discussion. When I have met people who have wanted to discuss the process etc during the opening I have invited them to discuss with me after the opening "because we need to get to work". So far noone has done that. I have also invited them to put their concerns as topics on the agenda which they have sometimes done. 
Good luck
Eiwor

Skickat från min HTC

----- Reply message -----
Från: "Cecilia Soriano" <csoriano2508 at yahoo.com.ar>
Till: "World wide Open Space Technology email list" <oslist at lists.openspacetech.org>
Rubrik: [OSList] Highly Controversial Group
Datum: lör, jul 27, 2013 04:23
THANK YOU!  Christine, James, Harrison, Lisa! 
That great honor to receive your words, your thoughts, your time, your 
support, your wisdom!
That's really what I was looking for

Thanks for re-connect me with the valuable...

All value to be heard...
I wish to create conditions on Thursday to make everyone feel heard... 

I take a deep breath and have faith

GRACIAS con profunda emoción! 
Cecilia 

From: Lisa Heft 
Sent: Friday, July 26, 2013 6:39 PM
To: World wide Open Space Technology 
email list 
Subject: Re: [OSList] Highly Controversial Group

I 
would add to everyone's wise words - 

It is not just the slice of time you have them in a meeting.
It is also how invitation, relationship-building, messaging, design of 
time... all of the pre-work - supports the success of a dialogue-based 
meeting.
The higher the conflict, the more time for relationship building before the 
event, the more useful timing, placement and type of / inclusion of food is, the 
more time (ideally) you want for people to be able to name their story, feel 
fully witnessed, and feel heard. Not changed, just heard.

Plus it is good to really look at documentation design - what is the 
capacity and reality of what will be done with the information and ideas and 
relationships generated at the event, after the event.
As we all know, a single moment does not necessarily change behavior.
Ideally, this event is designed in to sort of a chain of gatherings, 
actions, events and relationships that are designed over time.

I know you may not be able to change some of those 'must-have's', 
Ceci.

Like delivery of information (rather than engagement).

Can that happen before people arrive, in any other way.
Can it happen in a creative way, showing diverse voices.
What will it do that either confirms peoples' existing positions or makes 
them mad or agitated. Does that help. Does that fit the objective for bringing 
them together.

Is there anything that can be shifted, moved, adjusted - so there is more 
time to unfold into conversation and discovery, so the reflective thinkers have 
voice, not just the quickest responders.

What is the messaging - how is it being described.
Recommendation: leave any word about anxiety or discomfort out of your 
theme. If you name it, people will hold that.
What is the nature of invitation. Is invitation / invitation strategy about 
individual outreach, one-on-one communication, so that everyone coming in the 
room has a welcoming person they have already met, even if online.
Pre-registration - can also give you a chance to share information and tone 
- and to gather information to support every individual.

Design of name tags. Can they be just first and last name (large so people 
can see across a small conversation) without any title or organization.

I know you are asking about 'what if x happens in the moment'. 
But there is more than that to support the best possible situations.

And then you prepare yourself. You eat. You sleep. You stay hydrated. You 
use all your tools. You breathe. You welcome.
You look ahead at some 'what-ifs' such as what if something runs a little 
longer than expected - can you design in a bit more time, are there bowls of 
fruit to pass around if things run a bit late (both for nutrition and for a 
moment of people sharing with each other) to bring in the room if running late 
makes people tired, things like that. 

You open the circle mentioning perhaps not the anxiety - but perhaps at the 
'whatever happens' description you can say that people are welcome to name what 
was, what should be, what isn't - but they also have a chance to share thinking 
about the new story, that begins now, if they wish. Up to them.

And then you remember that we are all with you.
Like a flock of butterflies standing lightly on your shoulders, witnessing, 
believing in you.
And believing in each of those people, and their passions. 
Perhaps one of us butterflies landing lightly on the shoulder of someone in 
the room who has anger or anxiety. Witnessing for them, as well. 

And then you remember you have a peaceful center. Because you do. 

And then you take it where it goes. Because you did everything you could do 
to prepare, and now it is time to dance the dance.
So wear comfortable shoes ;o)

We believe in you,
Lisa

From: oslist-bounces at lists.openspacetech.org 
[mailto:oslist-bounces at lists.openspacetech.org] On Behalf Of Cecilia 
SorianoSent: Friday, 
July 26, 2013 3:40 PMTo: oslist at lists.openspacetech.orgSubject: [OSList] Highly Controversial 
Group

Hello 
everybody!

I have a big challenge and I need your 
wisdom!

The next next Thursday, 
I will be facilitating an OS, with a group of 190 Secondary School Principals. 
Is a highly controversial group in a very politicised and complicated 
context... (ideal for open space isn't it?)

But in my practice, I 
haven´t had the opportunity to meet with groups like this...where there is 
much aggressiveness and the bonds of trust are very 
damaged...

I would like to learn 
from your experience. and know what warning should I 
take?

Some 
Context:

My client told me that 
there are very opposing groups. And in their regular meetings (not in open 
space) there are people who start to scream and insult boycotting all the 
meeting and not allowing the dialogue... If happen a situation like that, at 
the beginning of the circle, which do you recommend to 
do?

In addition to breathe, 
breathe and hold space... "confidence in people and in the 
process"

In imagie that facing 
that hypothetical situation... It would be correct to give them the space of 
listening, and then tell them that they can leave if they are not comfortable 
there... Although it would be very important to stay to make their 
contribution...

And then continue with 
those who want to follow...

What do you think about 
that? Which is your experience in similar cases? 

Grateful for your 
comments!

Warm greetings from the 
Argentine winter.

Cecilia

Mobile: 00 54 9 341 
6657790

skype: 
cecisoriano

www.conversacionesparatodos.com 

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