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<DIV><FONT face="Comic Sans MS" size=2>Yes! I think Kaliya has the right
of it ...it is the work of creating a nest - a rich, nutrient
environment and it is vital work. </FONT><FONT
face="Comic Sans MS" size=2>Having been to several gatherings with all seasoned
practitioners, who know how it all works, we still found it an important
discipline to pay attention to the space. It can be done by one, by a few
or by everyone, but the quality of the gathering is vastly improved by the
mindfulness of caring for the space. It is a light holding, to be
sure, and a service to the group, but there is a HUGE difference between no
attention and a light touch.</FONT></DIV>
<DIV><FONT face="Comic Sans MS" size=2></FONT> </DIV>
<DIV><FONT face="Comic Sans MS" size=2>I remember reading years ago about Ron
Lippitt's experiments with boys clubs. They thought they were testing two
models of leadership - autocratic and democratic. In practice, they
found there were actually three styles. They called the third
laissez-faire. I think this has some relevance to this discussion about
the nature of the leadership role in the calling to and holding of
space. I equate Ralph's experiment idea to the laissez-faire
example. Here's an excerpt from Marv Weisbord's Productive
Workplaces:</FONT></DIV>
<DIV><FONT face="Comic Sans MS" size=2></FONT> </DIV>
<DIV><FONT size=2>Lippitt and teacher Ralph White designed experiements with
volunteer boys' clubs doing typical activities like arts and crafts [note from
Peggy: notice no girls were part of these experiments...I wonder how that
might have affected things?] . Each researcher led a group democratically
for several sessions, then autocratically for several more, observing the impact
of different styles on the group climate and output. Acting as
authoritarians, White or Lippitt dominated, set goals, issued instructions,
interrupted, made all decisions, and criticized the work. Their followers
argued more, showed more hostility, fought, damaged play material, lost
initiative, became restless, showed no concern for group goals or others'
interests. They scapegoated the weaker members (an analogue to Hitler's
Germany not lost on the researchers). Then, as democratic leaders, the
researchers encouraged groups to set goals, make decisions, and mutually
critique one another's work. These groups stuck to the task and developed
more friendliness, group spirit, and cooperation.</FONT></DIV>
<DIV><FONT size=2></FONT> </DIV>
<DIV><FONT size=2>Lewin, running a movie camera behind a screen, soon observed
White, an inexperienced group leader, using a third variation: letting the boys
do what they wanted. the team called this style "laissez-faire" and made it part
of the experiment (Marrow, 1969). Groups led in laissez-faire style showed
less task focus than either of the others. Lack of direction frustrated
the boys, who felt vaguely inadequate and blamed their unhappiness on less able
members.</FONT></DIV>
<DIV><FONT size=2></FONT> </DIV>
<DIV><FONT size=2>Climate and results followed style, no matter which leader
exhibited it. The extraordinary thing was how fast group behavior changed
when leaders changed their styles.</FONT></DIV>
<DIV><FONT size=2></FONT> </DIV>
<DIV><FONT size=2>...</FONT></DIV>
<DIV><FONT size=2></FONT> </DIV>
<DIV><FONT size=2>Watching Lewin's film in my office recently (you can rent it
for a few dollars), I was struck by the marked differences in behavior when the
leader left the room (a deliberate act). In the autocratic group, the boys
picked on weaker members, goofed off, even destroyed their work. In the
democratic group, the boys hardly noticed the leader' absence and kept right on
working. In laissez-fare, boredom quickly surfaced. Some boys quit
doing anything and wandered around the room.</FONT></DIV>
<DIV><FONT size=2></FONT> </DIV>
<DIV><FONT face="Comic Sans MS" size=2>(p. 83-85)</FONT></DIV>
<DIV><FONT face="Comic Sans MS" size=2></FONT> </DIV>
<DIV><FONT face="Comic Sans MS" size=2></FONT> </DIV>
<DIV><FONT face="Comic Sans MS" size=2>A personal experience on
laissez-faire. I was at a wonderful gathering of mostly seasoned
practitioners at a place called Hazelwood in England. The hosts were of
the Art of Hosting community. They took us through the opening day and
then asked for someone(s) to take responsibility for hosting on the next
day. No one stepped forward (I think we were all looking for a break
from this role!). Well, it turned into an aimless, meandering mess of too
many people trying to figure out how to manage themselves. I, as a good OS
practitioner, excised the law of two feet and left what I knew would be a
frustrating and not particularly productive conversation. (Reports from
those who stayed confirmed this to me later.) That evening, a group of us
agreed to host - to open the space the next morning because the time was too
precious to stay in such a laissez-faire state. We did, and the rest
flowed on in juicy, productive work.</FONT></DIV>
<DIV><FONT face="Comic Sans MS" size=2></FONT> </DIV>
<DIV><FONT face="Comic Sans MS" size=2>here's to democracy, not
laissez-faire-ocracy,</FONT></DIV>
<DIV><FONT face="Comic Sans MS" size=2>Peggy</FONT></DIV>
<DIV><FONT face="Comic Sans MS" size=2></FONT> </DIV>
<DIV><FONT face="Comic Sans MS" size=2></FONT> </DIV>
<DIV><FONT face="Comic Sans MS" size=2>________________________________<BR>Peggy
Holman<BR>The Open Circle Company<BR>15347 SE 49th Place<BR>Bellevue, WA
98006<BR>(425) 746-6274 </FONT></DIV>
<DIV> </DIV>
<DIV><FONT face="Comic Sans MS" size=2><A
href="http://www.opencirclecompany.com">www.opencirclecompany.com</A></FONT></DIV>
<DIV> </DIV><FONT face="Comic Sans MS" size=2>
<DIV><BR>For the new edition of The Change Handbook, go to: <BR><A
href="http://www.bkconnection.com/ChangeHandbook">www.bkconnection.com/ChangeHandbook</A>
</DIV>
<DIV> </DIV>
<DIV>"An angel told me that the only way to step into the fire and not get
burnt, is to become <BR>the fire".<BR> -- Drew Dellinger</FONT></DIV>
<DIV><FONT face="Comic Sans MS" size=2></FONT> </DIV>
<DIV><FONT face="Comic Sans MS" size=2></FONT> </DIV>
<BLOCKQUOTE
style="PADDING-RIGHT: 0px; PADDING-LEFT: 5px; MARGIN-LEFT: 5px; BORDER-LEFT: #000000 2px solid; MARGIN-RIGHT: 0px">
<DIV style="FONT: 10pt arial">----- Original Message ----- </DIV>
<DIV
style="BACKGROUND: #e4e4e4; FONT: 10pt arial; font-color: black"><B>From:</B>
<A title=kaliya@mac.com href="mailto:kaliya@mac.com">Kaliya Hamlin</A> </DIV>
<DIV style="FONT: 10pt arial"><B>To:</B> <A
title=OSLIST@LISTSERV.BOISESTATE.EDU
href="mailto:OSLIST@LISTSERV.BOISESTATE.EDU">OSLIST@LISTSERV.BOISESTATE.EDU</A>
</DIV>
<DIV style="FONT: 10pt arial"><B>Sent:</B> Wednesday, May 30, 2007 5:57
PM</DIV>
<DIV style="FONT: 10pt arial"><B>Subject:</B> Re: [OSLIST] "rules" and
self-organization</DIV>
<DIV><BR></DIV>It is nice you all want to be so 'free form' about things and
'believe' that humans just 'self-organize'.
<DIV>Â </DIV>
<DIV>My experience has taught me that leaning to far in this direction
actually creates a lot of dissonance for people and leads to spaces with
negative energy.</DIV>
<DIV><BR class=khtml-block-placeholder></DIV>
<DIV>Having a person or better a group of people taking responsiblity for
holding the space creating a nest if you will... within which people feel safe
to 'open up' and explore with each other possibilities.... out of this space
this nest is born new action and activity.</DIV>
<DIV><BR class=khtml-block-placeholder></DIV>
<DIV>At this time on our planet we need to be as intentional and catalytic as
possible in creating space for new possibilities of our civilization to
emerge....being passive and hoping that people conditioned the way they are in
our current culture will some how 'magically' 'awake' and 'self-organize' is
to me hopelessly naive. </DIV>
<DIV><BR class=khtml-block-placeholder></DIV>
<DIV>Diffusing the simple tools and 'rules'Â or principles and practices
is one of the things that could make the most difference at this time
on our planet. </DIV>
<DIV><BR class=khtml-block-placeholder></DIV>
<DIV>My experience is that professional communities (that is people
coming together to use this methodology in peer-to-peer professional network
(outside 'AN' organization) settings) seeking to take action together learn
the way OST works and take to it....it becomes the new norm -the shared way of
doing things together that they work on. It lets all the passion talent
and energy come forward and the people who are interested find each other
because there is enough structure ... just enough that it is functional and
effective for them to spend their time in the space together.Â
 THIS IS important. I somethings think people undervalue peoples time
and energy by all this 'it just happens' talk....well if you help it happen
and you follow some simple steps it is like 10x better. THAT MATTERS
for the state of the world and to respect peoples time and energy for showing
up.</DIV>
<DIV><BR class=khtml-block-placeholder></DIV>
<DIV>Â </DIV>
<DIV><BR class=khtml-block-placeholder></DIV>
<DIV><BR class=khtml-block-placeholder></DIV>
<DIV><FONT face="Comic Sans MS" size=2></FONT><BR
class=khtml-block-placeholder></DIV>
<DIV><BR>
<DIV>
<DIV>On May 30, 2007, at 4:19 PM, openspacekorea wrote:</DIV><BR
class=Apple-interchange-newline>
<BLOCKQUOTE type="cite">
<DIV dir=ltr align=left><SPAN class=671011623-30052007><FONT face=굴림
color=#0000ff size=2>great! i agree with your point
100%.</FONT></SPAN></DIV>
<DIV dir=ltr align=left><SPAN class=671011623-30052007><FONT face=굴림
color=#0000ff size=2></FONT></SPAN>Â </DIV>
<DIV dir=ltr align=left><SPAN class=671011623-30052007><FONT face=굴림
color=#0000ff size=2>thank u...</FONT></SPAN></DIV>
<DIV dir=ltr align=left><SPAN class=671011623-30052007><FONT face=굴림
color=#0000ff size=2></FONT></SPAN>Â </DIV>
<DIV dir=ltr align=left><SPAN class=671011623-30052007><FONT face=굴림
color=#0000ff size=2>Love and Peace,</FONT></SPAN></DIV>
<DIV dir=ltr align=left><SPAN class=671011623-30052007><FONT face=굴림
color=#0000ff size=2></FONT></SPAN>Â </DIV>
<DIV dir=ltr align=left><SPAN class=671011623-30052007><FONT face=굴림
color=#0000ff size=2>park</FONT></SPAN></DIV><BR>
<DIV class=OutlookMessageHeader lang=ko dir=ltr align=left>
<HR tabIndex=-1>
<FONT face=Tahoma size=2><B>From:</B> OSLIST [<A
href="mailto:OSLIST@LISTSERV.BOISESTATE.EDU">mailto:OSLIST@LISTSERV.BOISESTATE.EDU</A>]
<B>On Behalf Of </B>Ralph Copleman<BR><B>Sent:</B> Wednesday, May 30, 2007
10:12 PM<BR><B>To:</B> <A
href="mailto:OSLIST@LISTSERV.BOISESTATE.EDU">OSLIST@LISTSERV.BOISESTATE.EDU</A><BR><B>Subject:</B>
"rules" and self-organization<BR></FONT><BR></DIV>
<DIV></DIV><FONT face="Times, Times New Roman"><SPAN
style="FONT-SIZE: 14px">One way to test what is essential (what Artur termed
"micro") and what is not would be to open some space without mentioning
either the four principles or the law of two feet. Â Or anything
else.<BR><BR>If self-organization occurs in os, would not the "space" still
"open" without things we have come to believe are essential? Â I'm
betting it would, or at least could. Â Perhaps all we need is a room
and a theme and a wall. Â Maybe some tea and coffee. Â How free
are we? Â <BR><BR>Picture it. Â You're invited, so you show up
because the theme interests you or you know the inviter. Â You get
there, see the theme statement on the wall, and nothing but a circle of
chairs. Â Nothing. Â Not even a facilitator. Â Others arrive.
 The only things you share at this point are your presence and your
presumed interest in the theme.<BR><BR>If self-organization is real, is not
the space already open? Â It may take longer, but might relevant,
useful conversations begin?<BR><BR>I think the facilitator meets our need
for an authority figure (a perfectly natural, good thing, most of the time),
and the ideas about feet, insects, etc. a minimal unifying structure (think
of it perhaps as curbs to a boulevard?) that steer us into an opening, a
place we have agreed, by showing up, we want to be. Â OS in action
<I>resembles</I> self-organization, but it isn't the pure thing. Â (Not
that it really matters.  I love it simply because it’s the best way
I know to show people what evolution on Earth is really like. Â And it
produces great results for my clients.)<BR><BR>One more rumpled notion
occurs this morning... Â What about the storytelling role, the thing we
do as facilitators to connect people entering an open space to a greater
whole? Â I know this is important, but is not the facilitator simply
reminding people of a story they already know, deep down? Â If
self-organization/evolution is real, it’s been working far longer than
humans have even  been around.  Might we not trust this process?
 How far can we go?<BR><BR><BR>Ralph
Copleman<BR><BR><BR><BR><BR><BR><BR></SPAN></FONT>* *
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<DIV>Kaliya - Identity Woman</DIV>
<DIV><BR class=khtml-block-placeholder></DIV>
<DIV><A href="AIM:kaliya@mac.com">AIM:kaliya@mac.com</A></DIV>
<DIV><A href="skype:identitywoman">skype:identitywoman</A></DIV>
<DIV>Y!:earthwaters</DIV>
<DIV><BR class=khtml-block-placeholder></DIV>
<DIV><A
href="http://www.identitywoman.net">http://www.identitywoman.net</A></DIV>
<DIV><A
href="http://www.unconference.net">http://www.unconference.net</A></DIV>
<DIV><BR class=khtml-block-placeholder></DIV>
<DIV>510 472-9069 (bay area)</DIV>
<DIV>415 425-1136 (on the road)</DIV>
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