[OSList] How to assess the effectiveness of an OS Meeting.

Chris Corrigan chris at chriscorrigan.com
Fri May 3 22:17:57 PDT 2013


And this is a fine example of a developmental evaluation approach!

Chris


On Fri, May 3, 2013 at 3:16 PM, Thomas Herrmann <
thomas at openspaceconsulting.com> wrote:

> ups, it seems I sent the email before finishing it (-:
> So the basic framework I use is from Kirkpatricks four levels for
> evaluating trainings/development activities
> 1. Experience
> 2. Learning
> 3. Transfer (behavior/actions)
> 4. Results
>
> So in pre-work we turn it around starting with exploring expected results
> (L4) then move backwards to L3 (behaviors and action needed to create those
> results), then we look at what do we need to learn and what experience is
> needed to support the learning.
>
> Then post intervention - I use it in my trainings as well as development
> work in organizations. For example at the end of an OS-meeting and/or in
> the follow up meeting within 2 weeks, participants are invited to dialogue
> and capture what they experienced and what they learnt. (so it's
> qualitative, not quantitative).
>
> Then 6 months later we meet again to evaluate level 3-4.
>
> As a side note both these follow up meetings (as well as the pre-meetings)
> are conducted in a WPPF-container (Whole Person Process Facilitation) and
> normally includes about 2 hours of open space work to decide on how to move
> on. In total the meetings are between 4-6 hours each.
> So the follow up meetings are about what happened and how do we go on… I
> view it as opening space for the organization to become conscious about
> what they accomplished and learnt and move on from there.
>
> I think this simple way works great and there is of course more to it than
> I shared briefly
> All the best
>
>  Thomas Herrmann
> Open Space Consulting - naturlig företagsutveckling
> Tel +46 (0)709 98 97 81
> Email thomas at openspaceconsulting.com
> www.openspaceconsulting.com
>
> …bistår er, att släppa loss de naturliga krafterna i er organisation. Ta
> tillvara hela potentialen och skapa en långsiktigt hållbar och framgångsrik
> verksamhet! Vi erbjuder stöd till ledarskapet, facilitering av kreativa
> processer och överföring av kompetens när ni vill skaffa er intern
> kapacitet att navigera i förändring.
>
> Vi är del i Konsultgruppen Beyond Performance Group.
> Medägare i Genuine Contact Co-Owners Group Inc
>
> LinkedIn: linkedin.com/in/thomasherrmannopenspaceconsult
> Företagssida på Facebook: www.facebook.com/OpenSpaceConsulting
>
> 3 maj 2013 kl. 15:16 skrev Thomas Herrmann <thomas at openspaceconsulting.com
> >:
>
> Dear friends in Open Space
> Since many years back I use a way to evaluate development work with Open
> Space Technology as the main event. I have shared here previously but will
> give a brief summary of how I do it.
>
>
> 2 maj 2013 kl. 18:21 skrev Chris Corrigan <chris at chriscorrigan.com>:
>
> Paul...that is a weird tool,  Tells me nothing except that if 85% of my
> potential value outcomes are achieved, then I will always break even on my
> ROI for any meeting.  It's all just so arbitrary.
>
> And that is the problem.  When we use quantitative and summative methods
> for evaluation of qualitative and developmental processes, we get
> meaningless results.  In other words, how much relationship did I generate
> in my last meeting?  12.  Whatever that means.  It makes as much sense as
> giving the answer "lots of green ones that made me contemplative" to the
> question "how much money did we make selling those ladders?"
>
> What we need are tools that evaluate complexity properly.  What you are
> looking for are tools from the realm of Developmental Evaluation (grab the
> book by that title by Michael Quinn Patton).  These tools, which can
> complement summative, merit-and-worth evaluation tools, help organizations
> and ncommunities to track the learning, development and effectiveness of
> things like Open Space Technology meetings.
>
> Here is a place to start with DE:
> http://tamarackcommunity.ca/g3s61_VC_2010g.html
>
> Chris
>
>
>
> On Thu, May 2, 2013 at 6:49 AM, Paul Nunesdea <nunesdea at me.com> wrote:
>
>> Keith
>> Although not disagreeing the least with Doug, guess that your company
>> would be looking for some meeting ROI type of calculations.
>> I have googled a couple of entries and this must be useful for you.
>> http://www.fastmeetings.com.au/meeting-roi-calculator.htm
>>
>> Best
>> Paul
>>
>> From my iPhone
>>
>> El 19/04/2013, a las 00:26, doug <ost at footprintsinthewind.com> escribió:
>>
>> Keith--
>>
>> How does one assess the value of a top-down "You shall all do this"
>> meeting? When do you measure it? How many walking out the door thought it
>> the best meeting ever? How many are still doing the required or
>> "volunteered" activity 6 months or 6 years later? What is the purpose of
>> the meeting in the first place?
>>
>> If six great projects come out of the OST meeting, 4 actually get
>> started, and one is still accomplishing good in the organization a year
>> later, was the meeting a failure?
>>
>> Those who want numbers as proof of something will always be disappointed.
>> Because they seek disappointment.
>>
>>            :- Doug.
>>
>>
>>
>>
>>
>> On 04/18/2013 06:17 AM, Blundell, Keith wrote:
>>
>> Dear OS practitioners
>>
>>
>> As some of you already know I have been trying to pioneer the use of OS
>>
>> in our agenda driven, action outcome orientated organisation.  I have
>>
>> had the opportunity to run several meetings, but they have been short
>>
>> sessions and restricted participants (in terms of organisational
>>
>> functional structure).
>>
>>
>> This has created a bit of a buzz and I am delighted that I have been
>>
>> approached to run a meeting with a larger diverse group of participants
>>
>> (cross functional) for at least a whole day!  Brilliant and I have no
>>
>> concerns that it wont be successful.
>>
>>
>> But...unfortunately it is viewed as an "experiment" and so I am being
>>
>> pushed by the sponsors as how will we assess its success.  I know that
>>
>> there will be some good discussions, that participants "heads" will be
>>
>> in a different place after the meeting, and it will be a great sharing
>>
>> and learning experience.  I also know that any change and actions may
>>
>> come long after the discussions so that the link between the event and
>>
>> outcome will be more tenuous.
>>
>>
>> Has anyone experience and ideas for explaining the effectiveness of OS
>>
>> within an organisation?
>>
>>
>> I look forward to hearing from you.
>>
>>
>> Best Wishes,
>>
>>
>> Keith.
>>
>>
>> --
>>
>>
>> *Keith Blundell*
>>
>>
>> Leadership and Team Excellence Leader
>>
>> Innovation, Communication and Engagement (ICE)
>>
>> Product Development Global Operation
>>
>>
>> Office:   +44 (0) 1707 36 661
>>
>> Mobile:  +44 (0) 7990 777 120
>>
>> Mail to: keith.blundell at roche.com <mailto:keith.blundell at roche.com<keith.blundell at roche.com>
>> >
>>
>>
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>
>
> --
> ---
> CHRIS CORRIGAN
> Facilitation - Training - Process Design
> Open Space Technology
>
> Weblog: http://www.chriscorrigan.com/parkinglot
> Site: http://www.chriscorrigan.com
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-- 
---
CHRIS CORRIGAN
Facilitation - Training - Process Design
Open Space Technology

Weblog: http://www.chriscorrigan.com/parkinglot
Site: http://www.chriscorrigan.com

*Upcoming workshops*
*

*
Authentic Leadership In Action<http://aliainstitute.org/blog/track/2013-aoh/> -
Halifax, NS, Canada
*Designing Strategic Change from the Inside Out*
June 16 - 21, 2013
*

*
*
Art of Hosting <http://aohrivendell.withtank.com/> - Participatory
Leadership and Social Collaboration
November 11-14, 2013, Bowen Island, BC, Canada.
*

Upcoming Art of Hosting in Toronto, Montreal, Chicago and San Francisco.
Email me for more information.
*
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