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<DIV>Harrison, </DIV>
<DIV> </DIV>
<DIV>Thanks for inviting the question. I think there is a whole ecosystem of
factors that create a trust-based, values-aligned and passionate culture. One
factor that I think is vital is creating the organization as a network of
self-organizing teams where responsibility, power, and information is shared.
It's a model that makes it easier for people to work from trust because it's a
model where relationships matter more than power. It's therefore an appreciative
culture energized and organized by a sustainable intention to inspire passion
and engage strengths.</DIV>
<DIV> </DIV>
<DIV>Jack</DIV>
<DIV> </DIV>
<DIV>~~~~~~~~~~</DIV>
<DIV>jack ricchiuto</DIV>
<DIV>two.one.six/three.seven.three/seven.four.seven.five</DIV>
<DIV><A href="http://www.designinglife.com/">www.designinglife.com</A> / <A
href="http://www.appreciativeleadership.org/">www.appreciativeleadership.org</A>
</DIV>
<DIV> </DIV>
<DIV> </DIV>
<BLOCKQUOTE
style="PADDING-LEFT: 5px; MARGIN-LEFT: 5px; BORDER-LEFT: #0000ff 2px solid; MARGIN-RIGHT: 0px">
<DIV>------------Original Message------------</DIV>
<DIV>From: Harrison Owen <hhowen@comcast.net></DIV>
<DIV>To: OSLIST@LISTSERV.BOISESTATE.EDU</DIV>
<DIV>Date: Sat, Apr-23-2005 8:44 AM</DIV>
<DIV>Subject: A little help -- Please</DIV>
<DIV>My Inbox is a rich source of adventure. This little note from a CEO
for</DIV>
<DIV>example: "XXX Inc. has a highly skilled team of ~100 people doing great
work</DIV>
<DIV>and we are also attempting to manage a company that differentiates
ourselves</DIV>
<DIV>by maintaining a unique company culture. We want to define, defend,
and</DIV>
<DIV>enable these values to be who we are, what we do, and how we behave as
a</DIV>
<DIV>collective organization. Building trust and allowing diversity,
debate, and</DIV>
<DIV>protest to flourish in an organization of high achievers is a
difficult</DIV>
<DIV>thing. I'm searching for ways to provide openness, healthy dialog,
and a</DIV>
<DIV>supportive atmosphere for these stellar people to deliver all they
are</DIV>
<DIV>capable of (collectively) to improve the lives of thousands of people
living</DIV>
<DIV>with cancer. </DIV>
<DIV>Basically I'm looking for techniques, methods, tools, and or simple ways
to</DIV>
<DIV>create an open environment of trust within a growing organization.
</DIV>
<DIV>My Dilemma: How to create a communication environment that's open,
listens,</DIV>
<DIV>hears, understands, and is responsive? I am looking for
practical</DIV>
<DIV>executable methods to model these value behaviors within a for
profit</DIV>
<DIV>business enterprise. I want to work for a cause and I want those
that join</DIV>
<DIV>the company to be equally as committed to a similar standard. As
companies</DIV>
<DIV>grow and become successful it can be easy to become complacent or
to</DIV>
<DIV>compromise on these values. I'm looking for ways to help
prevent</DIV>
<DIV>organizational entropy, human dysfunctional politics, divisiveness,</DIV>
<DIV>unhealthy behaviors, and the like within the work environment at all
levels</DIV>
<DIV>of the company. This value system requires a lot from management
team and</DIV>
<DIV>the organization, as well as asking a lot from our employees. But I
believe</DIV>
<DIV>that building on such a foundation and supporting our human capital in
such</DIV>
<DIV>a way we will ensure our success as a transformational company."</DIV>
<DIV> </DIV>
<DIV>We are going to have lunch and chat. I have some thoughts - and will
surely</DIV>
<DIV>benefit from your reflections. Share?</DIV>
<DIV> </DIV>
<DIV>Harrison</DIV>
<DIV> </DIV>
<DIV> </DIV>
<DIV>Harrison Owen</DIV>
<DIV>7808 River Falls Drive</DIV>
<DIV>Potomac, Maryland 20845</DIV>
<DIV>Phone 301-365-2093</DIV>
<DIV> </DIV>
<DIV>Open Space Training www.openspaceworld.com <<A
href="http://www.openspaceworld.com/">http://www.openspaceworld.com/</A>></DIV>
<DIV> </DIV>
<DIV>Open Space Institute www.openspaceworld.org</DIV>
<DIV>Personal website <A
href="http://mywebpages.comcast.net/hhowen/index.htm">http://mywebpages.comcast.net/hhowen/index.htm</A></DIV>
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