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<P><FONT face=Arial size=2>Hi Beverly and all,</FONT></P>
<P><FONT face=Arial><FONT size=2><STRONG><SPAN
class=125502323-25022007>R</SPAN>eopen<SPAN class=125502323-25022007>ing</SPAN>
space for action</STRONG><SPAN class=125502323-25022007><STRONG>: </STRONG>I
also use that approachy</SPAN> but I do it only in certain conditions.
</FONT></FONT></P>
<BLOCKQUOTE dir=ltr style="MARGIN-RIGHT: 0px">
<P><FONT face=Arial><FONT size=2><SPAN class=125502323-25022007>- W</SPAN>hen
dealing with a group that does not constitute an intact (existing)
organization<SPAN class=125502323-25022007>. For example in many conferences
neither the sponsor organization nor other participating organizations intend
to take responsibility for fthe overall
follow-ups. </SPAN> </FONT></FONT></P>
<P><FONT face=Arial><FONT size=2><SPAN
class=125502323-25022007>- W</SPAN>here the theme is centered on learning
and individual development. </FONT></FONT></P>
<P><FONT face=Arial><FONT size=2><SPAN class=125502323-25022007>- When I
am sure</SPAN> the leadership is open to the particular outcomes of this
approach (opening space for action) which is very different then first
surveying what the group feels are the priorities for the
organization. <SPAN class=125502323-25022007>(see the desciption * of
that process below.) </SPAN>Some sponsors/leaders feel that organizational
resources, time and money can only be committed to a limited number of
initiatives. Or, they want some sequencing of initiatives, beginning with
those topics that require attention first<SPAN class=125502323-25022007>
according to the group as a whole</SPAN>. </FONT></FONT></P></BLOCKQUOTE>
<P dir=ltr><FONT face=Arial><FONT size=2><SPAN
class=125502323-25022007>Disadvantages of opening the space again for action
that i</SPAN>ntact organizations have pointed to<SPAN
class=125502323-25022007>:</SPAN></FONT></FONT></P>
<BLOCKQUOTE dir=ltr style="MARGIN-RIGHT: 0px">
<P><FONT face=Arial size=2>- Priorities for action were that of individuals or
a few, often the more extraverted people, not necessarily representative of
where the leadership or the majority of people may want to go.. The
organization preferred investing its resources and energy on priorities based
on a clear indication from all members present. They wanted to know what
collectively was considered the priorities to act on and then to identify who
had passion and leadership to act on those priorities. </FONT></P>
<P><FONT face=Arial size=2>- Some felt there was a lack of focus, actions
going in every direction - no organizational vision.</FONT></P>
<P><FONT face=Arial size=2>- Concern that limited resources may not be
available for everything individuals may have passion for.</FONT></P>
<P><FONT face=Arial size=2>- Where trust is an issue, it may be more of a
challenge for participants to propose topics for action. Posting a topic is
not just for discussion, it’s for action so the method demands more of a
stand. It's greater risk taking, not knowing what the leadership or the group
considers to be priorities. </FONT></P></BLOCKQUOTE>
<P><FONT face=Arial><FONT size=2><SPAN class=125502323-25022007>To reopen space
for action: </SPAN></FONT></FONT></P>
<BLOCKQUOTE dir=ltr style="MARGIN-RIGHT: 0px">
<P><FONT size=+0><SPAN class=125502323-25022007></SPAN><FONT face=Arial><FONT
size=2><SPAN class=125502323-25022007>- </SPAN>If the organization is willing
to let participants pursue their own personal passion on any of the topics
discussed or anything as a result of the experience they are now inspired to
work on, the question I often use is: What do I now have energy and passion to
work on? </FONT></FONT></FONT></P>
<P><FONT face=Arial><FONT size=2><SPAN class=125502323-25022007>-
</SPAN>People who want to take action on someting of interest to them post a
topic for action.<SPAN
class=125502323-25022007> </SPAN></FONT></FONT></P>
<P><FONT face=Arial><FONT size=2><SPAN class=125502323-25022007>- A</SPAN>n
action planning guide similar to what others have described is given to every
participant to help them focus on plannning for action<SPAN
class=125502323-25022007>, individually or in small groups</SPAN>.<SPAN
class=125502323-25022007> Then there is a reporting to the larger group that
takes different forms depending on the circumstances and
needs.</SPAN></FONT></FONT></P></BLOCKQUOTE>
<P dir=ltr><FONT face=Arial size=2><SPAN class=125502323-25022007><STRONG>*
Surveying first what the group feels are the priorities for the organization
</STRONG>(</SPAN></FONT><FONT face=Arial size=2><SPAN
class=125502323-25022007>summary of the process I use)</SPAN>:</FONT></P>
<BLOCKQUOTE dir=ltr style="MARGIN-RIGHT: 0px">
<P><FONT face=Arial size=2>-<SPAN class=125502323-25022007>
P</SPAN>articipants read reports with this question<SPAN
class=125502323-25022007> in mind</SPAN>: What are the top (three or more)
priority topics you feel, we as an organization should act on now?</FONT></P>
<P><FONT face=Arial size=2>- Answers create a collective survey. After a quick
compilation of results of this survey is announced, leaders meet (15 minutes
at the most) to consult and see if they feel the proposed priorities fit with
the organizational vision, are doable and resource wise and confirm that they
will support them. </FONT></P>
<P><FONT face=Arial size=2>- During that time participants identify other
related reports to the priorities and note the report numbers on a sheet
attached to each priority flip chart page.</FONT></P>
<P><FONT face=Arial size=2>- Leaders give feedback on priorities and answer
questions of clarification if any.</FONT></P>
<P><FONT face=Arial size=2>- Then, people choose which of the collective
priorities they have passion to work on - they are action planning knowing
clearly they have the full support of the leadership. </FONT></P>
<P><FONT face=Arial size=2>- The option of action planning on other areas is
still offered in recognition that all the work done so far is important and
that someone may not have passion for the collective priorities still may make
positive contributions. </FONT></P></BLOCKQUOTE>
<P><FONT face=Arial size=2><SPAN class=125502323-25022007>In my experience, both
methods of identifying priorities for action work best when the method chosen is
the right one to meet the group's needs and preferences. </SPAN></FONT></P>
<P><FONT face=Arial size=2>Diane</FONT></P>
<DIV><STRONG><FONT face=Arial color=#000080 size=2></FONT></STRONG> </DIV>
<DIV><STRONG><FONT face=Arial color=#000080 size=2></FONT></STRONG> </DIV>
<DIV><STRONG><FONT face=Arial color=#000080 size=2>Diane Gibeault &
Associé.es-Associates</FONT></STRONG></DIV>
<DIV><FONT face=Arial color=#000080 size=2>Ottawa, Canada Tel. (613)
744-2638</FONT></DIV>
<DIV><FONT face=Arial color=#000080 size=2><A
href="http://www.dianegibeault.com/">www.dianegibeault.com</A></FONT></DIV>
<DIV><FONT face=Arial color=#000080 size=2></FONT> </DIV>
<DIV><FONT face=Arial color=#000080 size=2><STRONG></STRONG></FONT> </DIV>
<DIV><FONT face=Arial color=#000080 size=2><STRONG>Coming up - À
noter</STRONG></FONT></DIV>
<DIV><STRONG><FONT face=Arial color=#000080 size=2></FONT></STRONG> </DIV>
<DIV><FONT face=Arial color=#008000 size=1><STRONG>Open Space (OST) English
Training: April 25-27, Toronto Canada</STRONG></FONT></DIV>
<DIV><FONT face=Arial color=#008000 size=1><STRONG></STRONG></FONT> </DIV>
<DIV><FONT face=Arial color=#008000 size=1><STRONG>Forum ouvert (OST) & WC
Formation-français : 27-28, 29-30, Suisse</STRONG></FONT></DIV>
<DIV><FONT face=Arial color=#008000 size=2></FONT> </DIV>
<DIV> </DIV></BODY></HTML>
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