[OSList] a substantial difference

Tue Aug 16 06:31:46 PDT 2016

Reading your messages I have this questions

And what means exactly to engage?
 For me it is not a Yes or no answer, there are different levels and ways
to engage.
Just being present learning and listening is one of them...
Engagement with what exactly? It depends ...and is It normal, if you have
never been to an OS to decide first to go just to see what does that look
like?
Or how it works?
Just curiosity, at the beginning isn'it a first level of engagement?...
.And what if the level of trust is not high enough yet in that group?

Adriana

2016-08-16 8:09 GMT-05:00 Barry Owen via OSList <
oslist at lists.openspacetech.org>:

> Of course, why would they show up if they had no intention to engage?
>
> and then there are bumblebees and butterflies who, by appearance, seldom
> seem to engage (with the group) at a deep level . . .
>
> yet they do have impact on the experience for everyone . . .
>
> So it's OK to show and engage - or not.
>
> I think . . .
>
> b
>
>
> *Barry Owen*
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>
> On Tue, Aug 16, 2016 at 7:59 AM, Dan Mezick via OSList <
> oslist at lists.openspacetech.org> wrote:
>
>> Wait. Isnt the entire goal of inviting someone to go somewhere or do
>> sometjing to engage them in the actvity? Perhaps a quick reference check on
>> the definition of /invitation and /engagement might help?
>>
>> Do we really want people to show up and not engage or disengage?
>>
>>
>>
>> Sent from my iPhone
>>
>> On Aug 16, 2016, at 4:10 AM, gerardo de luzenberger via OSList <
>> oslist at lists.openspacetech.org> wrote:
>>
>> I guess one important point is the meaning of engagement itself - my
>> personal feeling is that the word engagement incorporates a sort of
>> judgement. Engagement in what? How can you say people is not engaged? And
>> what does it mean engagement? Normally the translation of what a leader
>> calls "lack of engagement" for me is "they are not doing what I think they
>> should do".
>>
>> I think that the concept of engagement belongs to the traditional form of
>> leadership and it's far away from the kind of leadership that can show up
>> in an open space. It's a different paradigm based as MMP said on self
>> organisation and on the invitation that as HO said is an invitation only if
>> can be can be refused.
>> ge
>>
>>
>>
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>> 2016-08-15 21:36 GMT+02:00 Birgitt Williams via OSList <
>> oslist at lists.openspacetech.org>:
>>
>>> Great points about authentic invitation to engage...and cultural
>>> differences. To this part of the conversation, I add the concept of
>>> 'informed consent'. If I am extended an authentic invitation, and I reflect
>>> about whether my energy feels in harmony with it or not, I have a certain
>>> amount and quality of information that I need so that I am making an
>>> authentic consent to show up and fully engage. What is the information that
>>> I need so I can go beyond simply accepting the invitation....to providing
>>> informed consent? Even in cultures where there are reprisals for stepping
>>> out as an individual, I may choose to participate based on informed consent
>>> including of the risks to me.
>>>
>>> And to Michael's points about self organization...there is a possibility
>>> of something that I don't call self organization. Within the enabling
>>> conditions created for engagement, there are options for people to feel
>>> inspired to access their personal leadership, alignment with the collective
>>> vision, sense of being in community with each other and self management.
>>> Spirit at work....if through our personal leadership we allow it to be so.
>>>
>>> There is a connection between authentic invitation, informed consent,
>>> personal leadership for engagement, and allowing Spirit to do the work of
>>> Spirit.
>>>
>>> Warmly,
>>> Birgitt
>>>
>>> On Mon, Aug 15, 2016 at 7:39 AM Bhavesh Patel via OSList <
>>> oslist at lists.openspacetech.org> wrote:
>>>
>>>> Thanks all for this conversation.
>>>>
>>>> "*having the conditions for engagement*" is definitely about "*an
>>>> authentic invitation to engage*" and I think it is much more than that
>>>> as well.
>>>>
>>>> For me it brings in the history and experience of the participants, and
>>>> what sort of experiences they have had. It also brings in culture and what
>>>> participants are used to. I live/work in a country where taking initiative
>>>> was a no-no for 60 years. I have also worked in countries where stepping
>>>> out as an individual is seen as very dangerous.
>>>>
>>>> So creating the conditions for engagement and personal leadership is a
>>>> really deep question!
>>>>
>>>>
>>>> Smiles Bhav...
>>>>
>>>>
>>>>
>>>> On 10 August 2016 at 22:50, Harold Shinsato via OSList <
>>>> oslist at lists.openspacetech.org> wrote:
>>>>
>>>>> Thanks Birgitt, Harrison, Eva for this question!
>>>>>
>>>>> Engagement is considered very valuable. There's been an annual gallup
>>>>> poll around U.S. employee engagement levels, and the latest one shows it's
>>>>> only 32%. They're participating as employees, but they're not really
>>>>> showing up. http://www.gallup.com/poll/188
>>>>> 144/employee-engagement-stagnant-2015.aspx
>>>>>
>>>>> Gallup has estimated the cost of this lack of engagement is "$450
>>>>> billion to $550 billion in lost productivity per year".
>>>>> http://www.gallup.com/businessjournal/162953/tackle-employee
>>>>> s-stagnating-engagement.aspx
>>>>>
>>>>> I'm not the origin of this story, and I doubt it really started with
>>>>> the formal use of Open Space in bringing Agile practices into software
>>>>> organizations (thank you Daniel Mezick!), but engagement is really
>>>>> considered critical in getting a successful and lasting shift towards agile
>>>>> processes and an agile mindset.
>>>>>
>>>>> Although Open Space doesn't guarantee engagement, it does prevent a
>>>>> critical factor in this lack of engagement. Which is enforced
>>>>> participation. Open Space helps show how space actually is open for people
>>>>> to step forward for what they love as an act of service (thank you Peggy
>>>>> Holman for showing me this way of thinking about Open Space).
>>>>>
>>>>> Unless we offer
>>>>> 
>>>>> an authentic invitation to engage, one that is welcoming as well as
>>>>> being an invitation we can safely decline, the most we can get is their
>>>>> butts into the room. We won't get their hearts.
>>>>>
>>>>> Can we coerce engagement? Full engagement? My sense is no. Maybe we
>>>>> can trick people, but engagement by fraud isn't real engagement.
>>>>>
>>>>>     Harold
>>>>>
>>>>>
>>>>> On 8/10/16 10:05 AM, Eva P Svensson via OSList wrote:
>>>>>
>>>>> Hi Birgitt and al,
>>>>> great distinction, I so often experience that there are great
>>>>> engagement in an Open Space Technology meeting and also in the follow up
>>>>> meeting afterwards but when it comes to action planning people suddenly
>>>>> start to look down, the voices becomes more silent etc and it’s difficult
>>>>> to get the energy for actions.
>>>>> I will here after talk about both participation and engagement and
>>>>> what that means for the participants and the sponsors.
>>>>> :o)
>>>>> Eva
>>>>>
>>>>> Bästa hälsningar
>>>>>
>>>>>
>>>>> Eva P Svensson
>>>>>
>>>>>
>>>>> *EPS Human Invest AB*
>>>>> *Co owner Genuine Contact Group Inc*
>>>>> *Medlem i Beyond Performance Group*
>>>>>
>>>>>
>>>>> *"Verksamhetsutveckling genom människor skapar långsiktigt välmående
>>>>> företag och organisationer"*
>>>>>
>>>>>
>>>>> Anåsbergsvägen 22, 439 34 ONSALA
>>>>> Besöksadress; Norra Allégatan 8, Göteborg
>>>>> Tfn: 0300-615 05, Mobil; 0706- 89 85 50
>>>>> www.epshumaninvest.se
>>>>> Skype: eva.p.svensson
>>>>> Facebook sida: EPS Human Invest AB
>>>>> twitter:@EvaPSvensson
>>>>>
>>>>> *"Jag kan inte lära dig något. Allt jag kan göra är att ställa frågor
>>>>> till dig, och låta dig själv finna svaren." Sokrates*
>>>>>
>>>>>
>>>>>
>>>>>
>>>>>
>>>>>
>>>>>
>>>>>
>>>>> 10 aug. 2016 kl. 16:38 skrev Birgitt Williams via OSList <
>>>>> oslist at lists.openspacetech.org>:
>>>>>
>>>>>
>>>>>
>>>>> Harrison...one of the aspects of you that I love is that when you
>>>>> participate, you engage.
>>>>>
>>>>> I witness many people participating and appearing engaged. And yet
>>>>> upon probing after a participatory meeting, engagement was not sufficient
>>>>> to create follow on action. I feel that this distinction between having a
>>>>> participatory meeting and having the conditions for engagement is important
>>>>> somehow.
>>>>>
>>>>> Blessings,
>>>>> Birgitt
>>>>>
>>>>>
>>>>> On Tue, Aug 9, 2016 at 5:52 PM Harrison Owen <hhowen at verizon.net>
>>>>> wrote:
>>>>>
>>>>>> Love to participate… and engage. So what so I do?
>>>>>>
>>>>>>
>>>>>>
>>>>>> ho
>>>>>>
>>>>>>
>>>>>>
>>>>>> Winter Address
>>>>>>
>>>>>> 7808 River Falls Dr.
>>>>>>
>>>>>> Potomac, MD 20854
>>>>>>
>>>>>> 301-365-2093
>>>>>>
>>>>>>
>>>>>>
>>>>>> Summer Address
>>>>>>
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>>>>>>
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>>>>>>
>>>>>> 207 763-3261
>>>>>>
>>>>>>
>>>>>>
>>>>>> Websites
>>>>>>
>>>>>> www.openspaceworld.com
>>>>>>
>>>>>> www.ho-image.com
>>>>>>
>>>>>>
>>>>>>
>>>>>> *From:* OSList [mailto:oslist-bounces at lists.openspacetech.org] *On
>>>>>> Behalf Of *Birgitt Williams via OSList
>>>>>> *Sent:* Tuesday, August 9, 2016 8:49 AM
>>>>>> *To:* OS list
>>>>>> *Subject:* [OSList] a substantial difference
>>>>>>
>>>>>>
>>>>>>
>>>>>> Dear friends and colleagues,
>>>>>>
>>>>>> One important question is "do you want to participate?". Hence
>>>>>> participatory methods.
>>>>>>
>>>>>>
>>>>>>
>>>>>> Another important question is "do you want to engage?".  A totally
>>>>>> different question with a different energy, both in its inquiry and its
>>>>>> answer.
>>>>>>
>>>>>>
>>>>>>
>>>>>> The question that we align ourselves with as facilitators makes a
>>>>>> substantial difference in our approach. I am wondering about the impact on
>>>>>> our outcomes.
>>>>>>
>>>>>>
>>>>>>
>>>>>> Make a great day!
>>>>>>
>>>>>> Birgitt
>>>>>>
>>>>> --
>>>>>
>>>>>
>>>>>
>>>>>
>>>>> Birgitt Williams
>>>>>
>>>>>
>>>>> President & Senior Consultant of Dalar International Consultancy, Inc.
>>>>>
>>>>> http://www.dalarinternational.com
>>>>>
>>>>> Co-founder of the Extraordinary Leadership Network
>>>>> http://www.extraordinaryleadershipnetwork.com
>>>>>
>>>>> Co-founder of the Genuine Contact™program and author of The Genuine
>>>>> Contact Way: Nourishing a Culture of Leadership
>>>>> http://www.genuinecontactway.com
>>>>>
>>>>> Co-owner of the Genuine Contact Co-owners Group Ltd.
>>>>> http://www.genuinecontact.net
>>>>>
>>>>>
>>>>> *Supporting leadership development for leading in a culture requiring
>>>>> agility and flexibility in a performance environment of constant change.*
>>>>>
>>>>>
>>>>> Leadership development at your own pace? Become a member of the
>>>>> Extraordinary Leadership Network http://www.extraordinaryleader
>>>>> shipnetwork.com to participate in an online leadership development
>>>>> program designed to increase the leadership skills and capacity you need to
>>>>> perform in a performance environment of constant change.
>>>>>
>>>>>
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>>>>>
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>>>>> _______________________________________________
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>>>>>
>>>>>
>>>>>
>>>>> _______________________________________________
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>>>>>
>>>>>
>>>>> --
>>>>> Harold Shinsato
>>>>> harold at shinsato.com
>>>>> http://shinsato.com
>>>>> twitter: @hajush <http://twitter.com/hajush>
>>>>>
>>>>> _______________________________________________
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>>>>
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