[OSList] Ang.: How to assess the effectiveness of an OS Meeting.
Suzanne Daigle
sdaigle4 at gmail.com
Tue May 7 04:06:22 PDT 2013
Thank you Eiwor...and those principles and a simple law with the cherry on
the sundae: "Be prepared to be surprised!" never cease to amaze.
Suzanne
On Tue, May 7, 2013 at 6:38 AM, Eiwor Backelund <eiwor at gatewayc.com> wrote:
> **
> Hi Susanne and Harrison, thank you for your thougths, very stimulating.
> When I a few years ago were inviting to different meetings as part of my
> job, the anxiety for not having enough people in the meeting was quite
> high. That is, until one day when I learned about Open Space and whoever
> comes.... It took off all the anxiety and I could start to be happy with
> those who arrived and be present with them. When there is too much thoughts
> about those who choose to not come, the ones who are present somehow get
> diminished. So when we talk about results of OST we can always say that if
> you are open to change even the principles alone can do a lot of good in
> your job. It is not possible to measure quantitively but it sure makes a
> difference.
>
> Eiwor
>
>
>
> ----- Original Message -----
>
> *From:* Suzanne Daigle <sdaigle4 at gmail.com>
> *To:* World wide Open Space Technology email list<oslist at lists.openspacetech.org>
> *Sent:* Tuesday, May 07, 2013 6:50 AM
> *Subject:* Re: [OSList] Ang.: How to assess the effectiveness of an OS
> Meeting.
>
> Dear Eiwor,
>
> You say: "When we try to measure the change in attitudes, work approach,
> teamwork and sense of joy at work with numerics, we really won't get the
> whole story."
>
> In the throws of last minute preparations for the World Open Space, I was
> so happy to read your response. It made me think of a possible connection
> between Invitation and Effectiveness.
>
> In recent months connected to our World event, we have *invited *so many
> people, from many sectors across the hierarchy of all ages on events
> connected to WOSonOS with the goal of creating awareness for this wonderful
> self-organizing process.
>
> Invitations went out for Diane Gibeault's training at the end of February;
> for a sustainability event hosted by the University of South Florida St.
> Petersburg, our WOSonOS co-hosts, and now for Lisa Heft's pre-conference
> training and then WOSonOS2013 itself. Four events in 4 months; hundreds of
> people that we've invited.
>
> As we invite, inevitable questions arise on measurable results from an
> Open Space and around effectiveness and actions taken afterwards. Before we
> even start the journey, people often want the assurance if not to say the
> guarantee of results and actions. I would even venture to say that their
> bar is much higher than what they would normally expect from a typical
> meeting or conference with presenters.
>
> And yet, by conceding to enter into this conversation to justify
> effectiveness which quickly becomes so limiting, it seems we are missing
> the opportunity to imagine what's possible when people who hardly ever come
> together are invited -- diverse individuals with so much to contribute on
> the most important issues. How can we predict outcomes, why should we
> predict outcomes before or after the Open Space. It often seems that the
> parameters for effectiveness are identified before we even meet.
>
> These past few months, I and others have lived in the world of invitation.
> We have engaged in conversations around issues and possibilities, and in
> the invitation, we have learned a little bit more every day -- to let go
> outcome (of who and how many will attend) honoring the law of two feet and
> honor of choice in others . Guided by "whoever comes are the right people"
> and "whatever happen is the only thing that could have', it has led to so
> many joyous invitational and welcoming conversations. The enthusiasm of
> those who are coming and even those who could not was infectious -- even
> more so as people experienced Open Space, most especially the Millennials
> from the University of South Florida.
>
> Somehow I feel that there is much in the expansiveness of invitation and
> that, in the spirit of those invitation conversations, space is already
> opening. Perhaps in the pre-work of "open" invitation there is something
> to be learned that can guide the multi-layered and rich outcomes of an Open
> Space that informs the conversation of "effectiveness" -- outcomes that
> are as much about our new ways of "being together" as they are about
> actions, measurements and results.
>
> In his book, *Community the Structure of Belonging*, Peter Block speaks
> profoundly to the conversation around Invitation. I wonder if the unease we
> experience as we invite is similarly connected to the need to assess
> effectiveness, as if taking responsibility for something that we cannot be
> responsible for: whether people choose to come or if they achieve results
> later.
>
> In the section The Risks of Invitation, Peter Block says:
> "The anxiety of invitation is that if we give them a choice, they might
> not show up. I do not want to face the reality of their absence, caution,
> reservations, passivity or indifference. I do not want to face the prospect
> that I or a few of us may be alone in the future we want to pursue.
>
> And I do not want to face the same truth about myself, for my fear that
> they will not come is the caution I feel myself about showing up, even for
> the possibility I am committed to. My fear is that what I long for is not
> possible, that what I invite them to is not realistic, that the world I
> seek cannot exist."
>
> I want to thank Ben Roberts who quoted this passage to me on Sunday and
> Eiwor who got me thinking about this. Sorry for being so long. Hopefully
> others may also see a possible connection between invitation and
> effectiveness in the context of these discussions.
>
> Suzanne
>
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> On Mon, May 6, 2013 at 4:07 AM, eiwor at gatewayc.com <eiwor at gatewayc.com>wrote:
>
>> Harrison, I agree very much with what you say. OST is a holistic approach
>> for the work ahead. It is also built on other values than those that are
>> common in most of todays business paradigm. So when we try to fit it into
>> the standards of traditional evaluation tools we really diminish the
>> effects of it. It is as if we compare apples and carrots. they are not the
>> same. When we try to measure the change in attitudes, work approach,
>> teamwork and sense of joy at work with numerics, we really wont get the
>> whole story. I at least am very nterested in applying the values of OST and
>> by that change the ruling business paradigm built by men over a 100 years
>> ago, so I try to be very careful not to use evaluation from the same system
>> that I want to change.
>> Blessings
>> Eiwor
>>
>> Skickat från min HTC
>>
>>
>> ----- Reply message -----
>> Från: "Harrison Owen" <hhowen at verizon.net>
>> Till: "'World wide Open Space Technology email list'" <
>> oslist at lists.openspacetech.org>
>> Rubrik: [OSList] How to assess the effectiveness of an OS Meeting.
>> Datum: lör, maj 4, 2013 15:49
>>
>>
>> This is a very interesting discussion. The desire to assess the
>> effectiveness of OS is surely justified and rational. That said, I’ve never
>> really understood what would be gained. In my experience (the only point of
>> reference I haveJ) – the “ OS results” are typically so far off the
>> charts as to be “unbelievable.” To give an example, when my friends from
>> AT&T designed their Olympic Pavilion in 1996 we had a very nice comparative
>> measure. The same people had to design the building twice. The first time,
>> using “standard procedures” took 10 months. The second time around, using
>> OS – it was all done in 2 days. And all the designers, and everybody else I
>> talked to agreed that the second effort was a major improvement
>> aesthetically and structurally. Using the common criteria of “Increased
>> Productivity,” we are looking at something like a 15,000% increase. The
>> AT&T exec in “charge” called it magic – a fulsome client assessment. Now
>> armed with this “data”, what do you think would happen were you to walk
>> into the office of a potential new client and say, “How would you like some
>> magic? An increase of productivity by 15,000%?” ****
>>
>> ****
>>
>> There are other problems with the utility of “assessment.” We aren’t
>> going to change the “process” if for no other reason, we did not create it.
>> Further, every situation is unique – while the “process” is unchanging,
>> everything else will be different. Different people, different environment,
>> different issue. Apples and oranges for sure. Should we venture into the
>> realm of cost/benefit analysis regarding OS vs some other “process” – we
>> are once again “off the charts.” It is true that while you CAN agonize,
>> plan, and organize endless for an OS event, you really don’t have to. Given
>> the space, issue, and people – you are good to go in several hours, and you
>> only need one facilitator, who is prone to take naps. ****
>>
>> ****
>>
>> I am not suggesting for a minute that there is no learning nor value in a
>> careful consideration of what we do and how we do it – but the standard
>> comparative metrics don’t get us very far, I think.****
>>
>> ****
>>
>> Harrison ****
>>
>> ****
>>
>> Harrison Owen****
>>
>> 7808 River Falls Dr.****
>>
>> Potomac, MD 20854****
>>
>> USA****
>>
>> ****
>>
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>>
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>>
>> ****
>>
>> www.openspaceworld.com <http://www.openspaceworld.com%20> ****
>>
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>>
>> To subscribe, unsubscribe, change your options, view the archives of
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>> ****
>>
>> *From:* oslist-bounces at lists.openspacetech.org [mailto:
>> oslist-bounces at lists.openspacetech.org] *On Behalf Of *
>> alan at alanhalford.com.au
>> *Sent:* Saturday, May 04, 2013 1:34 AM
>> *To:* World wide Open Space Technology email list
>> *Subject:* Re: [OSList] How to assess the effectiveness of an OS Meeting.
>> ****
>>
>> ****
>>
>> Yup!****
>>
>> Does it for me!
>>
>> Alan Halford ****
>>
>> Facilitator****
>>
>> Mediator****
>>
>> www.alanhalford.com.au/****
>>
>> 0421 475 252****
>>
>> ****
>>
>> ****
>>
>>
>> On 04/05/2013, at 1:17 PM, Chris Corrigan <chris at chriscorrigan.com>
>> wrote:****
>>
>> 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 <%2B46%20%280%29709%2098%2097%2081>****
>>
>> 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*****
>>
>> ****
>>
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>> ---****
>>
>> CHRIS CORRIGAN
>> Facilitation - Training - Process Design
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>>
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>
> --
> Suzanne Daigle
> NuFocus Strategic Group
> 7159 Victoria Circle
> University Park, FL 34201
> FL 941-359-8877;
> CT 203-722-2009
> www.nufocusgroup.com
> s.daigle at nufocusgroup.com
> twitter @suzannedaigle
>
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NuFocus Strategic Group
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CT 203-722-2009
www.nufocusgroup.com
s.daigle at nufocusgroup.com
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