[OSList] Tension Rising

Wed Mar 13 08:49:20 PDT 2013

Harrison: I taught like that too! Thank you for telling me that!!! I am
very happy to have this experience it is new because the other times I was
the person who organised everything so I can understand but I feel
different this time!

Adriana

2013/3/13 Harrison Owen <hhowen at verizon.net>

> 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****
>
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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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> --
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> --
>
> Adriana Díaz-Berrio Ph.D. CRHA
> (514) 739 2268
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>      ****
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-- 

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