[OSList] Hospital story from Thomas Herrmann

Tue Sep 2 07:06:30 PDT 2014

Dear Thomas,
Thanks again for sharing.
Your real-life experience is a learning tool for all of us.
Love
Elisabeth

On Tue, Sep 2, 2014 at 5:55 AM, Thomas Herrmann <
thomas at openspaceconsulting.com> wrote:

> …and a brief report back.
> Woow - last Friday the energy was back again. Lots of energy all through
> the day and relieved leadership (-:
> Apart from skipping the presentations, the top leader had sharpened the
> introduction with more focus on his/their vision - good to best.
> Then I had looked over some details that were not perfect the previous
> time such as coffee in place earlier and a better area for having coffee
> and a chat before entering the room. Although I always prepare the room for
> about 3 hours the day before I love to be an hour before the next morning,
> the previous Friday I accepter 1/2 hour. This time I asked for a full hour
> of being, before they arrived… I also put a flower in the center (with the
> stones and the patchwork). The leader sat opposite me in the circle.
> Another thing. The leadership team asked if it was OK they brought topics
> if they feel a need. I answered that of course they can, but only if they
> feel something in their interest is missing, not to save anything but to
> add something they miss. So they brought some of the 19 topics.
>
> I opened space in about the same way, maybe a bit more "on my
> toes"/focused/sharpened - anyhow, both times a full opening even though
> most of them did it before. I agree it's an important ritual.
>
> So what effect do different adjustments have? Was it the flower?
> Well, that the message was more clear from leadership + no presentation -
> I think were the major reasons behind that the energy was so much higher
> this time. Good learning for all of us.
>
> Some people thought that there was a little too much time during the day.
> So maybe next time (if the situation is similar) we can have a little
> shorter day/session times. We went from 8-17 with 3 sessions á 1,5 hours
> sessions + reading, re-opening and 45-60 mts for working with action plans
> and closing.
>
> So there were in all 18 action plans produced in these 2 events. 9 on each
> of the two days. On October 1st we'll meet with the sponsors and the
> leadership team, to give space to share what has happened so far, think
> about if they want to merge/cooperate between groups and plan next steps
> (usually I recommend this meeting is within 2 weeks).
> Cheers
> Thomas
>
>
>
>
>
> 26 aug 2014 kl. 15:23 skrev Thomas Herrmann <
> thomas at openspaceconsulting.com>:
>
> Hi dear Michael, thanks for asking
> I'll share some more…
> SHORT OR LONG OST
> One of the persons in the leadership team of the department I am working
> with had somehow heard about OST and got in touch with me. Originally they
> had other plans for the second day but wanted OST for the first. So I met
> with the team and shared how I work with OST - focus on thorough pre-work
> and follow up - and of course I got very excited to learn they actually had
> two staff days planned. When I shared my excitement it started to
> spread…and finally they decided to go for the whole thing. This is actually
> my experience since a few years back. When I became more confident, excited
> about the opportunities a real OST can give, including pre work and follow
> up - and share it, they more and more often get it. So I don't believe
> anyone saying they don't have time. Because what happened during these two
> days would, as we all know, have taken loooooong time and is not even
> possible the "traditional way"…
>
> You had a couple more questions in relation to this. I think in this case
> they have a tradition of having a 2-day retreat every 2nd year. When they
> understood that they can get something really valuable, lasting out of it,
> they went for it. I think that first they got interested in OST because it
> seemed "fun". But when they understood the power it can open up in the
> organization, they got excited. Many organizations have these kind of
> retreats but usually they don't have a real purpose besides having a good
> time together...
>
> THEME
> So we had 2 full days with half of the staff (100+ persons) one week and
> the next week the other half. The theme was something like (a bit hard to
> translate) XX-clinic in change. How are we going to "fix" it? (means what
> do we do out of it). Do you dare to join?
>
> DESIGN/FOLLOW UP
> It was very high energy days both occasions although it was interesting to
> see that there was a bit more grief/problems coming up day 1 of the second
> conference. Anyhow both occasions had about 12 action plans, in total 23!
> (I used re-opening the space for this + had 2 sessions for action planning
> during the afternoon of day 2)
> 2 weeks later I facilitated a follow up meeting with the leadership team
> and all sponsors of action teams. I use Whole Person Process facilitation
> as a container for this kind of meetings, sometimes blended with OST but
> this time I chose Worldcafé melted into the meeting, as we had identified a
> few questions that the leaders wanted to process:
>
>    - How to let the principles/law live on.
>    - The role of action plan sponsor.
>    - Follow up/report backs/communication.
>    - How to make decisions and implement these projects.
>    - + a couple of open tables for "other questions"
>
> Anyhow, we used a grid to see how/if any of the action plans could merge
> or cooperate. A few decided to merge and a few decided to cooperate. Down
> the road they had regular report backs visiting the leadership team as well
> as in staff meetings. They have also started to use intranet, but it's been
> a bit slow there I think.
>
> In february we had a follow up meeting with sponsors of action plans and
> leadership teams (and a few more - it was an open invitation). I use a
> method to let the people evaluate effects from development work (mostly OST
> as part of it) and they came up with a lot both related to the action plans
> and other behaviors/actions and organizational benefits. I use the
> framework from Kirkpatricks four levels (1. Experience. 2. Learning. 3.
> Transfer to behaviors/actions. 4. Results/effects). So in the end of the
> OST they did reflect/document in pairs on level 1,2 (actually in relation
> to the aspects of the medicine wheel), this was further processed in the
> first follow up meeting (after 2 weeks). Then in the 2nd follow up meeting
> where I took part they had a dialogue and documented results on level 3,4.
>
> I hope you manage to follow me, I tried to quickly cover some of the
> points you raised - good process for me too (-:
> Cheers
> Thomas
> PS Just heard back from the leadership team - we go for it without
> presentations on Friday and we will sharpen the invitation a bit. I am
> longing already (-:
> DS
>
> 26 aug 2014 kl. 03:40 skrev Michael Wood <michael.wood at uwa.edu.au>:
>
> Hi Thomas (and anyone else)
>
> I would be very interested to hear a bit more, Thomas Herman,  about what
> you are learning about using Open Space in a hospital context.
>
> In particular, what the convening question/theme was for the original Open
> Space, how much time was given to it,  and how action teams emerging from
> the 'big' Open Space have functioned, and/or were formally 'resourced' or
> 'authorised' by the Hospital Administration after the OST meeting?
>
> The 'story' I hear from my hospital contacts here is 'not enough time to
> open space'. Assuming that all hospitals around the world are probably
> overstretched, I'm curious what precipitated the decision to formally 'open
> space' last year and how the internal administration decided that they just
> had to give it the time they did?
>
> Regards
> Michael Wood
>
> Hi
> Tomorrow I will facilitate an OST with a hospital that is becoming deeply
> engaged in the use of OST and keeping it alive in ordinary life of the
> organization.
> My sponsor wants the action teams (maybe around 10) from last years big
> OST to give a brief report back (I often use a method for maximum 1
> mts/person in situations like this) and that is all fine. We had originally
> planned it in the foyer with morning coffee as an informal arrival
> activity. Now we discovered that it will be very difficult to hear there as
> there are no microphones available there, so we will have this presentation
> in the main room (and have coffee there too). I am thinking about seating
> these people in a inner circle inside the two big ones (it's an OST for 100
> persons) and let them share to each other using the microphone. Otherwise
> there is also a stage at the one side of the room.
>
> Any suggestions, experiences and/or ideas welcome.
> Good night &
> Cheers
> Thomas Herrmann
>
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-- 
*E**lisabeth **T**epper **K**ofod*
*Facilitadora de Procesos de Transformación*
Genuine Contact Professional & Co-owner
Master Practitioner. Coach & Trainer PNL
Terapia Sistémica - Constelaciones Familiares
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