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<DIV><SPAN class=940524914-22012004><FONT color=#000000>For me, I agree with
Esther that </FONT></SPAN></DIV>
<DIV><SPAN class=940524914-22012004><FONT color=#000000>"</FONT>
<DIV><STRONG><FONT color=#000000>But examining the assumptions about a group you
are about to work with, checking them out, and being open to new information is
important pre-work (and ongoing work) for ourselves to do as consultants.<SPAN
class=940524914-22012004>"</SPAN></FONT></STRONG></DIV>
<DIV><STRONG><FONT color=#000000><SPAN
class=940524914-22012004></SPAN></FONT></STRONG> </DIV>
<DIV><STRONG><FONT color=#000000><SPAN class=940524914-22012004>I know there is
a lot of wisdom on the list about things to pay attention to when working in
various organizational cultures ie: military, police, hospitals, social
services. Specifically, there is valuable guidance that is available about how
to work with OST in a steeply bureaucratic culture and other guidance about how
to work with OST in a looser culture (the facilitation of it is the same in
either, but positioning it for maximum success based on an authentic space
differs). However, I don't think anyone is served well when referring to
generalizations about individuals within that corporate culture ie: one of the
most intuitive spiritual people I know is a police officer and so
generalizations about goal oriented etc etc about the individuals for me takes
away from the beauty that all people are people first, no matter what role they
take on. </SPAN></FONT></STRONG></DIV>
<DIV><STRONG><FONT color=#000000><SPAN
class=940524914-22012004></SPAN></FONT></STRONG> </DIV>
<DIV><STRONG><FONT color=#000000><SPAN class=940524914-22012004>I think the
initial question about working with the police was an attempt to get information
about how to work with OST in that particular organizational culture. As I
followed the discussion on the list, I had a heart response to the
generalizations about individuals and I hoped that there were no police officers
on the list. I have experienced this inner emotional response on this list
before for the same reason.</SPAN></FONT></STRONG></DIV>
<DIV><STRONG><FONT color=#000000><SPAN
class=940524914-22012004></SPAN></FONT></STRONG> </DIV>
<DIV><STRONG><FONT color=#000000><SPAN class=940524914-22012004>Thanks for all
the feedback and insights,</SPAN></FONT></STRONG></SPAN></DIV></DIV>
<DIV class=Section1>
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<P><SPAN style="COLOR: black; FONT-FAMILY: Arial"><FONT
color=#000080>Birgitt<o:p></o:p></FONT></SPAN></P>
<P><FONT color=#000080><SPAN style="COLOR: black; FONT-FAMILY: Arial">Birgitt
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<BLOCKQUOTE dir=ltr style="MARGIN-RIGHT: 0px">
<DIV class=OutlookMessageHeader dir=ltr align=left><FONT face=Tahoma
size=2>-----Original Message-----<BR><B>From:</B> OSLIST
[mailto:OSLIST@LISTSERV.BOISESTATE.EDU]<B>On Behalf Of </B>Esther
.<BR><B>Sent:</B> Wednesday, January 21, 2004 2:22 PM<BR><B>To:</B>
OSLIST@LISTSERV.BOISESTATE.EDU<BR><B>Subject:</B> Re:
Police<BR><BR></FONT></DIV><FONT id=role_document face=Arial color=#000080
size=3>
<DIV><STRONG>Birgitt:</STRONG></DIV>
<DIV><STRONG></STRONG> </DIV>
<DIV><STRONG>I completely agree with you about the need to not characterize or
stereotype people. Perhaps I could add a couple of thoughts...</STRONG></DIV>
<DIV><STRONG></STRONG> </DIV>
<DIV><STRONG>I find that I am sometimes blindsided by assumptions I've made
about people either because I've not examined them (the assumptions) or
because I'm wrapped up in an unexamined fear of not measuring
up.</STRONG></DIV>
<DIV><STRONG></STRONG> </DIV>
<DIV><STRONG>So when I saw the postings about doing OS with police officers, I
assumed that it came from a concern to do well rather than a bias toward
police officers or any other group. And I saw the responses as
reassurance.</STRONG></DIV>
<DIV><STRONG></STRONG> </DIV>
<DIV><STRONG>I had an experience once when I was a very new consultant of
faciliation with some Cdn armed forces folks where I felt completely
intimidated (I think one officer meant to do it) but it taught me some
valuable lessons finding out in advance how people would react to certain
kinds of processes. I should say that they weren't my client. Another
consultant had called me in to contribute to the facilitation and so I didn't
have as much influence on the overall process as I would have if it had been
my client. And in retrospect, I can imagine that Open Space would have worked
brilliantly.</STRONG></DIV>
<DIV><STRONG></STRONG> </DIV>
<DIV><STRONG>But examining the assumptions about a group you are about to work
with, checking them out, and being open to new information is important
pre-work (and ongoing work) for ourselves to do as consultants.</STRONG></DIV>
<DIV><STRONG></STRONG> </DIV>
<DIV><STRONG>With great respect,</STRONG></DIV>
<DIV><STRONG>Esther</STRONG></DIV>
<DIV> </DIV>
<DIV><FONT size=2 PTSIZE="10"><BR>Esther Ewing<BR>The Change Alliance -
Assisting Individuals and Organizations to Build Capability<BR><A
href="http://www.changealliance.com/">www.ChangeAlliance.com</A><BR>330 East
38th St, Suite 53K<BR>New York, NY
10016-9804<BR>212-661-6024<BR><BR>Authorized Distributor, Panoramic
Feedback<BR><A
href="http://www.panoramicfeedback.com/">www.panoramicfeedback.com</A><BR><BR></FONT></DIV></FONT>*
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