<span>Dear Kari, Jeff, Chris, Gail and Harrison<br><br>I apologize for this late response to your replies. Let's say my reply had to travel far from Shanghai to Iceland and USA :-)<br><br>Kari's experience of "taking" space instead of "holding it", is of course also mine. And like Kari, I also regretted it.<br>
Sharing such experiences is indeed the power of this unique group of people.<br><br>During a session with some 40 globally working officers, there was one break-away session with only 2 participants. While cleaning coffee cups, I felt their energy of their exchange was going down, so I stopped and listened-in. Indeed the conversation picked up and when others joined, I continued cleaning.<br>
Even by listening-in I felt like disturbing the self-organization of this group</span><span><span> (when it is over, it is over even if it hardly started)</span> . <br>Trying "to fix" things is probably the trap that I needed to learn to avoid. It happens less now, yet I must confess it seems like a long journey....<br>
<br>Best wishes,<br>Gijs<br><br><br><br></span> <div class="im">On 2 February 2013 04:09, Gijs Mega <<a href="mailto:gijs@megainternational.com.hk" target="_blank">gijs@megainternational.com.hk</a>> wrote:<br>> Hi Chris,<br>
><br>> The first time I saw you was in the circle in San Francisco 2008. Your kids<br>
> took part as well and "lived" the law of 2 feet, and shifted from<br>> butterflying to bumble being. Observing this was great : open space life.<br>><br>> Your comments on the list are often a real contribution. So was your last<br>
> one:<br></div><blockquote><i>"never try to Open Space for other people bigger than the space you are willing to open for yourself."<br></i><br></blockquote><div class="im">> This is key for those of us who are Open Space facilitators. Please never<br>
> try to Open Space for other people bigger than the space you are willing to<br>> open for yourself.<br>> In the context of our society your point is clear.<br>> When you generalize it for facilitators, I read it as an advice for being<br>
> authentic and sincere to the principals, the topic, the invitation and the<br>> sponsors intention.<br>> However, I hope to challenge people to elaborate more in detail about<br>> no-go-area's for ourselves as a facilitator or as a parent.<br>
><br>> Gijs van Wezel<br>> Shanghai</div><div>***************************<br><br><div class="gmail_quote"><div class="im">Dear Gijs and others on the list<br>
<br>
I like to explore this topic theme a bit more closely. I have been<br>
learning so much for the past few years that I have been practicing<br>
the open space. I like to know your examples, your thoughts and<br>
experiences?<br>
<br>
An introductory questions on No-Go-area's:<br>
<br>
At one time I was hosting an open space and I happened to join a group<br>
discussion on the topic witch was close to my hart and I shared some<br>
of my hopes and experiences for I was there with the passion to to<br>
that and the small group had a interesting topic. Now I feel like this<br>
is something I should not have done, that I took some space instead of<br>
holding it or others that where there to do something about the issues<br>
at hand. What are your thoughts and experiences?<br>
<br>
With love from Iceland<br>
Kári<br></div>
*******************<br>...<span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">a local consultant (during an OS training I was</span></div><div class="im"><span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">conducting) told us that he participates in breakouts all the time,</span><br style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">even as the OS facilitator for a client, including devoting breakouts</span><br style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">to coaching his client's leadership team and so on. We did not go into</span><br style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">depth about the experiences of his clients, but it was a shock to me.</span><br style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">He still seems to be in business, so maybe he knows something that I</span><br style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">don't know...</span><br style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<br style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif"><span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">I think there is a sacrifice that we agree to make when we hold space</span><br style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">for a gathering where there are topics that are close to our heart.</span><br style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">Being the facilitator and holder of the space is the contribution that</span><br style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">we agree to make in that gathering, rather than participate in the</span><br style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">conversations. It's a fascinating practice of discipline to continue</span><br style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">learning from.</span></div></div><div><font face="arial, sans-serif" color="#222222">Jeff</font></div><div><font face="arial, sans-serif" color="#222222">***************<br clear="all">
</font><div><div class="im"><span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">I
think it's sort of dangerous to imagine that there is a list of
definitive do's and don'ts for Open Space. For sure if you are learning
the process, I would DO the following three step process: </span><div style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<br></div><div style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif"><br></div><div style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
1. Read the User's Guide</div><div style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">2. If you still have questions about your design, ask the OSLIST for help.</div>
<div style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">3. Run your even and report back to us.</div><div style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<br></div><div style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">Everything
else comes with practice, and the longer you go, the better you get at
knowing when to do or don't do certain things. Join a group, go for a
nap, skip over the principles, have tables, do it in 75 minutes…all of
these are design choices in which the context matters a lot. Above all I
think the biggest DO is this:</div>
<div style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif"><br></div><div style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<b>Be of service to the group.</b></div><div style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif"><b><br></b></div><div style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
And the biggest don't would be:</div><div style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif"><br></div><div style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif">
<b>Don't let your own needs trump the needs of the group.</b></div></div><span style="color:rgb(34,34,34);font-size:13px;font-family:arial,sans-serif"><font color="#888888"><div>
<b><br></b></div><div>Chris</div><div>*******************</div><div><div style="color:rgb(34,34,34);font-size:medium"><div style="border-width:0px;border-top-style:solid;border-top-color:rgb(239,239,239)">
<div style="background-color:transparent;border-width:1px 0px 0px;border-bottom-color:rgb(216,216,216);border-top-style:solid;border-top-color:rgb(216,216,216)">
<div><div style="border-left-width:1px;border-left-style:solid;border-left-color:transparent"><div><div style="font-size:13px;direction:ltr">
<div><div bgcolor="#FFFFFF"><div class="im"><div>Dear Kari, Chris, Micheal, Jeff and others on the list</div><div><br></div><div>Being
of service to the group during an event, is relative easy to do because
the role is so clearly defined. However serving the group during the
meetings with the client is harder. In some cases I feel myself selling
OST, just because of sharing passionate stories or nice events. No-go
area for me could be when bosses decide when a team needs to do OST,
where the participants are forced to show up and there is no openness to
outcome. Recently I was in such a situation. At first I regretted my
commitment than reflected and proposed an alternative program, which
actually served the team much better and was a good practice for me in
"not too much adding value"<br>
<br></div><div>The Taiwan-group list is also very supportive. Thanks</div></div><div>Gijs<br><div>******************</div><div class="im"><div><span style="background-color:transparent">I
always explain to people that whether or not their staffs are compelled
to be there, we still need to invite them. You can have 100 bodies in
the room without a single one of them being present. I have. I have
been in meetings where people were so bitter that they showed up and
rebelled by not participating at all. </span></div>
<div><span style="background-color:transparent">If people want to do an
Open Space, the most important work is in inviting the participants to
be there. You might be forced to attend, but a boss making a personal
request to someone not come and share their particular expertise or
question goes a long way to helping open the space. </span></div>
<div><span style="color:rgb(136,136,136);background-color:transparent">Chris</span></div></div></div><div><span style="color:rgb(136,136,136);background-color:transparent">************************</span></div><div class="im">
<div><span style="background-color:transparent;font-size:11pt;font-family:Calibri,sans-serif;color:rgb(31,73,125)">Gijs
– Between the rock and the hard place! Ouch! But, for my money, if it
ain’t voluntary (self selection responding to a real invitation) it
ain’t Open Space. Maybe more to the point, it is not something that I
have either the competence or the interest to be involved with. Let’s
say that the issue at hand is the implementation of some new corporate
procedure. The plans are made, the research is done, and the marching
orders are printed. And for some reason the idea surfaced that a great
way to launch all this was an “Open Space.” Which we all know is the
sexiest, new thing – to provide a little sizzle and pop. Bad idea! Just
issue the orders, explain if necessary, and tell the folks to get to
work. And if you think you can actually can achieve high levels of
efficiency, effectiveness, and profitability proceeding like that,
Please be my guest! I really can’t help (and I don’t want to either </span><span style="background-color:transparent;font-size:11pt;font-family:Wingdings;color:rgb(31,73,125)">J</span><span style="background-color:transparent;font-size:11pt;font-family:Calibri,sans-serif;color:rgb(31,73,125)">).</span></div>
<div><span style="background-color:transparent;color:rgb(31,73,125);font-family:Calibri,sans-serif;font-size:11pt"><br></span></div><div><span style="background-color:transparent;color:rgb(31,73,125);font-family:Calibri,sans-serif;font-size:11pt">But,
let’s say the scenario is different. There is a real, important issue
and nobody knows the way forward. Sounds like “meat and potatoes” for
Open Space – BUT the sponsor thinks it is so important that “everybody
MUST attend.” What to do? Same principles, so far as I can see. Open
Space runs on passion and responsibility – which is only another way of
saying that the ticket for admission is that people really CARE to come,
meaning a real invitation to voluntary, self selected participants.
Sounds like ideological purity, but I don’t think that is true. It is
just a matter of stating the facts, at least the facts as I have come to
know them. Assembling a group of people who don’t really care is a
great way to fail. And why would you want to do that?</span></div>
<div><span style="background-color:transparent;color:rgb(31,73,125);font-family:Calibri,sans-serif;font-size:11pt"><br></span></div><div><span style="background-color:transparent;color:rgb(31,73,125);font-family:Calibri,sans-serif;font-size:11pt">Now
what? Would you sell Open Space? No. I would “sell” the people. It
might go something like this. Mr/Ms CEO – you presumably have a great
group of competent people, and given the issue you face you will need
all the best thinking and commitment all around. So the question is: How
to create the best supportive environment to achieve the greatest
possible results? There are no guarantees of course, but given good
people and a supportive environment, it is more than likely that you can
achieve outstanding results. Will it be done in the way you expect?
Probably not, but if it were, and you already knew the answers and
procedures, there really was no need to go through any elaborate
process. Just tell them to Do it! But if you believe in your people and
hope to exceed your expectations (Be REALLY surprised) you must have
people who genuinely care. And only the voluntary will likely meet the
test. Your choice.</span></div>
<div><span style="background-color:transparent;color:rgb(31,73,125);font-family:Calibri,sans-serif;font-size:11pt"><br></span></div><div><span style="background-color:transparent;color:rgb(31,73,125);font-family:Calibri,sans-serif;font-size:11pt">Of
course, if you don’t have a group of “great, competent people” you do
have a problem, but it is not one that Open Space (or any other
approach) can solve. You probably need to talk to your HR folks about
their recruitment practices. If they (the Employees) are really so bad
that you can’t trust them, the best thing is just fire the bunch and see
if you can do better. Good Luck.</span></div>
<div><span style="background-color:transparent;color:rgb(31,73,125);font-family:Calibri,sans-serif;font-size:11pt"><br></span></div><div><span style="background-color:transparent;color:rgb(31,73,125);font-family:Calibri,sans-serif;font-size:11pt">A
little out on the edge? Maybe, and for sure I have achieved a certain
insulation from the “day to day” having been elevated to the
Grandfatherly Status (thank you Paul). I can and do “fire” clients at
will. But then again, I’ve always been this way. If it ain’t voluntary,
self selection, it ain’t Open Space.</span></div>
<div><span style="background-color:transparent;color:rgb(31,73,125);font-family:Calibri,sans-serif;font-size:11pt"><br></span></div><div><span style="background-color:transparent;color:rgb(31,73,125);font-family:Calibri,sans-serif;font-size:11pt">Harrison</span></div>
<div><br></div></div></div></div></div></div></div></div></div></div></div></div><div><br></div><div><br></div><div><br></div></font></span></div><i>Gail West, ICA</i><br><i>3F, No. 12, Lane 5, Tien Mou W Rd<br>Taipei, Taiwan 111<br>
Ph) 8862) 2871-3150</i><br>email) <a href="mailto:icataiw@gmail.com" target="_blank">icataiw@gmail.com</a><br>Skype) gwestica<br><a href="http://www.icatw.com" target="_blank">www.icatw.com</a>
</div><br><br><br>