[OSList] Tension Rising

Harrison Owen hhowen at verizon.net
Wed Mar 13 08:05:09 PDT 2013


Adrianna – I just love it when folks get seriously anxious. It really spices
up the occasion, and then when everything is just rolling along (as usual) –
I completely enjoy their look of delighted surprise. But you are right some
folks do work themselves up into a lather. That’s OK, but when they start
“organizing” everything, that can get difficult. What to do? One thing I
have learned is that no matter what you tell them they will not be
convinced. Indeed, it almost seems that the more you say, the worse they
get. My solution has been to say as little as possible. When questioned, I
just say, “It always works.” If they press the point and ask about those
times in (OS) didn’t work – I’m completely honest
 I’ve never seen that.
Under the heading of saying less – it may be a very positive thing that you
are NOT going to be at the next meeting. J

 

Harrison

 

Harrison Owen

7808 River Falls Dr.

Potomac, MD 20854

USA

 

189 Beaucaire Ave. (summer)

Camden, Maine 04843

 

Phone 301-365-2093

(summer)  207-763-3261

 

www.openspaceworld.com 

www.ho-image.com (Personal Website)

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From: oslist-bounces at lists.openspacetech.org
[mailto:oslist-bounces at lists.openspacetech.org] On Behalf Of Lourdes Adriana
Diaz-Berrio Doring
Sent: Wednesday, March 13, 2013 8:13 AM
To: World wide Open Space Technology email list
Subject: Re: [OSList] Skills inventory

 

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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"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
       <http://www.diazberrio.com/images/sampledata/fruitshop/logo.jpg> 

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