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<div>Dear OS List,</div>
<div><br></div>
<div>One of the biggest questions for facilitators and sponsors is how
much intervention is helpful to a group, and how do we learn to let a
group struggle with and handle their emotions, differences, etc
without our own need for a group to "run smoothly and
calmly". This is not only for open space events but for any
leader or facilitator to consider. Here are a few
reflections.</div>
<div><br></div>
<div>Gail</div>
<div><br></div>
<div><br></div>
<div><br></div>
<blockquote type="cite" cite>I am reminded, Harrison, of participating
in large Worldwork groups facilitated by Arny Mindell and his
colleagues in Process Work. What you did (with the group of
Palestinians and Israelis) by naming the "tension" brought
back a memory of a very intense process around racism with 85 people
from around the world.</blockquote>
<blockquote type="cite" cite> </blockquote>
<blockquote type="cite" cite>The facilitator named ....the
Tension, or Violence,... out loud to the group. Until then it felt
like the force of energy, was just escalating around and around the
room, gaining momentum. He just said something like "I am feeling
such and such in the air, is that so?".</blockquote>
<blockquote type="cite" cite> </blockquote>
<blockquote type="cite" cite>It was SUCH a relief and the named
"role" was out and seen by all. I have also been in a group
where that force of energy was not named and it literally possessed
the most vulnerable participant, with edgy consequences. I preferred
the first way, for sure.</blockquote>
<blockquote type="cite" cite> </blockquote>
<blockquote type="cite" cite>What you did next was much quieter and
self-responsible than what happened in Process Work. But that
"naming" of the role that no-one wants to take on is so
important.</blockquote>
<blockquote type="cite" cite> </blockquote>
<blockquote type="cite" cite>This is such an interest for me....how to
deal with the extremes of emotion that can be present in
group....overtly or erupting from down below.</blockquote>
<blockquote type="cite" cite> </blockquote>
<blockquote type="cite" cite>Thanks for the telling of your
experience!</blockquote>
<blockquote type="cite" cite> </blockquote>
<blockquote type="cite" cite>Sandra</blockquote>
<div>************************************</div>
<div><br></div>
<blockquote type="cite" cite><font color="#FF0000">Thank you Sandra -
I know of Arny Mindell and Process Work, and have deep respect for
both, but it is my feeling that he/they work much too hard at the
Process. But I guess that is what Work is all
about?</font></blockquote>
<blockquote type="cite" cite><font
color="#FF0000"> </font></blockquote>
<blockquote type="cite" cite><font color="#FF0000">My experience is
that, given the space/time, the people will take care of the business
all by themselves. I acknowledge that this creates more than a few
"white knuckle" experiences for the facilitator - but never have I
seen it all go south (Americanism for "really bad"). The people
always come through, and my feeling is that we must "hold" that
space and time until they get the job done - which they always do,
at least so far. But it always helps (as a facilitator) to take
multiple Deep Breaths along the way as they (The People) work. Helps
with White Knuckles and all of that!</font></blockquote>
<blockquote type="cite" cite><font
color="#FF0000"> </font></blockquote>
<blockquote type="cite" cite><font color="#FF0000">And of course all
of this brings us back to the interesting question of how could it be
that these untutored folks, in the midst of violent conflict, do for
themselves what most facilitators would take on only under the threat
of dire punishment (loss of job or fee)??</font></blockquote>
<blockquote type="cite" cite><font
color="#FF0000"> </font></blockquote>
<blockquote type="cite" cite><font
color="#FF0000">Harrison</font></blockquote>
<div><br>
<font color="#FF0000">You have it right. I did "acknowledge" a
"lot of stuff in the air" - and carefully<u> did not</u> "name
the issues" - which as I said - I didn't know or certainly
understand. But even if I had really known the issues and understood
them I would have been as vague as possible. Vagueness can be
slippery, but it creates a lot of space and people fill in the blanks
as only they can do.</font></div>
<div><font color="#FF0000"> </font></div>
<div><font color="#FF0000">Oh yes - The People. Can you really trust
them? My experience is that you don't have much choice, and one
thing you can trust is that given the space The People will make
choices that they perceive to be life enhancing. Of course, other
People may have a different perception and there are times when these
perceptions are at odds, sometimes catastrophically - productive of
lots of chaos, confusion and conflict. The usual response is to clamp
down on the situation and bring The People (whichever people) into
line. The net effect is an intensification and polarization of the
situation. Opening space goes in the opposite direction - creating
an environment in which there is sufficient room to find common
ground. I think this is what Peace making is all about. If you are
interested in all of that you might take a look at my book, "The
Practice of Peace."</font></div>
<div><font color="#FF0000"> </font></div>
<div><font color="#FF0000">Harrison</font></div>
<div><font
color="#FF0000">*************************************</font></div>
<div>Sandra--<br>
<br>
"Naming the tension" raises for me the question whether that
might just<br>
be taking away from the people? I do not know. What do you see?<br>
<br>
For instance, there is this US slang for naming called putting a<br>
"handle" on something or someone. When we name something we
feel we have<br>
some control over it. Have you ever noticed that when we are ill,
the<br>
fact that the Doctor puts a name on our dis-ease relieves our
tension<br>
and gives us hope?<br>
<br>
Naming something can stop our further inquiry into what is going
on,<br>
yes? After the facilitator gave the name, did anybody say, "Let's
keep<br>
looking at it, maybe it's not anger, maybe it is angst?"<br>
</div>
<div>So does naming help or open or close or something else or
more?<br>
</div>
<div>:- Doug</div>
<div>******************************************</div>
<div><br></div>
<div>Doug:<br>
<br>
I think I hear what you are saying. I remember, I think it was
James Hillman saying that when we have an image in a dream, how do we
stay with the image and not label it? If we name it too
early, or maybe name it at all, as soon as we do so, it has said all
it will say to us.<br>
<br>
For example, as soon as we name the snake in the dream as a mother
complex, it has said all it will say to us. But if we can stay
with the image, then it will keep speaking. Can we stay with the
image without naming it or at least holding the label loosely?<br>
<br>
Does the same principle apply to OS. When we put a "handle"
on it, when we "name it," on one hand, we might be making it
easier for people to deal with it, but also by naming it are we
removing some of the power and creative voice trying to emerge?
By naming it, we might be making it smaller to alleviate anxiety, but
might that be robbing the group of growth, and the issue of its
mystery?<br>
<br>
Just some thoughts!<br>
<br>
Thanks,</div>
<div>Craig</div>
<div><br></div>
<div><br>
<br>
</div>
<div><br></div>
<x-sigsep><pre>--
</pre></x-sigsep>
<div>Gail West, ICA<br>
3F, No. 12, Lane 5, Tien Mou West Road<br>
Taipei, Taiwan 111<br>
8862) 2871-3150<br>
icataiw@ms69.hinet.net<br>
skype: gwestica</div>
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