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<FONT FACE="Times, Times New Roman"><SPAN STYLE='font-size:18.0px'>Harrison noted...<BR>
<BR>
</SPAN></FONT><BLOCKQUOTE><FONT FACE="Times, Times New Roman"><SPAN STYLE='font-size:18.0px'>When you have a<BR>
group with 3-4 people doing most of the talking<BR>
<BR>
</SPAN></FONT></BLOCKQUOTE><FONT FACE="Times, Times New Roman"><SPAN STYLE='font-size:18.0px'>Sometimes I include a statement roughly like the following in my opening: For most of our time together most of us will be mostly listening, which is how most of us learn. In open space, listening is the behavior you will likely find you’re most frequently engaged in.<BR>
<BR>
Sheila asked...<BR>
<BR>
</SPAN></FONT><BLOCKQUOTE><FONT FACE="Times, Times New Roman"><SPAN STYLE='font-size:18.0px'>So, my question is...though I am definitely all for adaptation to meet<BR>
circumstances, when is "Open Space" not open space? And, how do you<BR>
counter the perception that what was done is what you understand to be OS?<BR>
<BR>
</SPAN></FONT></BLOCKQUOTE><FONT FACE="Times, Times New Roman"><SPAN STYLE='font-size:18.0px'>One test for me of whether it’s truly open space is if I feel like I have no control over who does what and when and how they do it. Absolutely no coercion. As to countering the perception you describe? I am not interested in arguing, so I might just say, “I do it somewhat differently.”<BR>
<BR>
As to your other question, Sheila, about your client, if you can open space, you can bring them the benefits of open space. You might cite the kinds of outcomes that OS offers (regardless of who the facilitator happens to be) and ask them if those are the things they’re after.<BR>
<BR>
Ralph Copleman</SPAN></FONT>
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