[OSList] Skills inventory

Lourdes Adriana Diaz-Berrio Doring adriana at diazberrio.com
Wed Mar 13 05:12:57 PDT 2013


Hello : I have a question for you. I am organizing a big OS (big for me we
expect around 100 participants) I have been working with a team that has
been working hard on the organization invitation, logistics, diffusion,
etc, etc and I feel and  think that now we have to stop working so hard but
one person is getting very anxious.
She feels 100% responsible for this preparation and for the rest I would
like to find a way to make her feel more confident.
I am the facilitator.
I have a group of 5 volonteers that know OS and are very happy to help us.
This event will be in 35 days but I feel this tension growing and I am not
available to be present at their next organisation meeting event if I have
been there with them every time. I all ready talked about the why ; we are
doing this to have meaningful conversations, have fun, enjoy, learn,
etc....but it didn't help, the stress is growing,  the need to control is
there strongly!!!
Some one could give me a piece of advise please?

Adriana

2013/3/12 Ashley Cooper <easilyashley at gmail.com>

> Thank you all so much for these suggestions. Super helpful.
>
> One link that was shared with me in another message board was this map of
> skills. I find it intriguing.
>
>
> http://cmapspublic.ihmc.us/rid=1238727620187_1999034880_30242/Tutor%20Mentor%20Connection%20Network%20Analysis%20-%20Skills.cmap
>
> Best to all!
> Ashley
>
> On Thu, Mar 7, 2013 at 11:50 AM, Michael Herman <michael at michaelherman.com
> > wrote:
>
>> hey hey ashley,
>>
>> in the emery and trist model for participative work redesign, one of the
>> modules was skills identification.  it went a bit like harrison describes,
>> with room to be more rigorous, if you like.
>>
>> the context for PD working sessions was that some defined "piece of work"
>> was to be redesigned, structure, process, skills and the individual
>> experience of it.  so there was a known piece of work that provided the
>> "skills needed" side of harrison's equation.
>>
>> within that context, participants were asked to create on the wall a list
>> of all of the skills needed.  you could tweak this to be all the skills
>> anyone thought were needed or that they had to offer to the work.  then,
>> across the wall, everyone's name was added to make a top row of column
>> headings.  in the grid, everyone filled in a 0-1-2 rating for their skill
>> level, 0 was none, 1 was skilled, 2 was skilled enough to teach.
>>
>> the first part of the work in the skills module of the process was to do
>> this inventory work.  then, after the redesigning, the group was invited to
>> return to the grid and see if they had enough of various skills to make the
>> new structures/processes work, to populate the new system, so to speak.
>>  any gaps were either formal training needs or indicators to participants
>> where they could acquire new skills and make new/needed contributions --
>> could see who might be their teachers/mentors in that learning.
>>
>> m
>>
>>
>> --
>>
>> Michael Herman
>> Michael Herman Associates
>> 312-280-7838 (mobile)
>>
>> http://MichaelHerman.com
>> http://OpenSpaceWorld.org
>>
>>
>>
>> On Wed, Mar 6, 2013 at 1:45 PM, Jaime Pedreros <jpedrerosf at gmail.com>wrote:
>>
>>> Hello Ashley and colleagues,
>>>
>>> After reading the excellent contributions that were made, I am afraid
>>> whether appreciative inquiry could help, mainly at the discover stage.
>>> Find out more at: appreciativeinquiry.case.edu.
>>>
>>> Warm regards from again rainy La Paz
>>>
>>> Jaime
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>>
>>
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>>
>
>
> --
> "Every moment you give to Love becomes happy"
> ~ Hafiz
>
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>


-- 

Adriana Díaz-Berrio Ph.D. CRHA
(514) 739 2268
www.diazberrio.com
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