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<DIV><FONT size=2 face=Arial>Hi Susanne and Harrison, thank you for your
thougths, very stimulating. When I a few years ago were inviting to different
meetings as part of my job, the anxiety for not having enough people in the
meeting was quite high. That is, until one day when I learned about Open Space
and whoever comes.... It took off all the anxiety and I could start to be happy
with those who arrived and be present with them. When there is too much thoughts
about those who choose to not come, the ones who are present somehow get
diminished. So when we talk about results of OST we can always say that if you
are open to change even the principles alone can do a lot of good in
your job. It is not possible to measure quantitively but it sure makes a
difference.</FONT></DIV>
<DIV> </DIV>
<DIV><FONT size=2 face=Arial>Eiwor </FONT></DIV>
<DIV> </DIV>
<DIV> </DIV>
<DIV> </DIV>
<DIV>----- Original Message ----- </DIV>
<BLOCKQUOTE
style="BORDER-LEFT: #000000 2px solid; PADDING-LEFT: 5px; PADDING-RIGHT: 0px; MARGIN-LEFT: 5px; MARGIN-RIGHT: 0px">
<DIV
style="FONT: 10pt arial; BACKGROUND: #e4e4e4; font-color: black"><B>From:</B>
<A title=sdaigle4@gmail.com href="mailto:sdaigle4@gmail.com">Suzanne
Daigle</A> </DIV>
<DIV style="FONT: 10pt arial"><B>To:</B> <A
title=oslist@lists.openspacetech.org
href="mailto:oslist@lists.openspacetech.org">World wide Open Space Technology
email list</A> </DIV>
<DIV style="FONT: 10pt arial"><B>Sent:</B> Tuesday, May 07, 2013 6:50 AM</DIV>
<DIV style="FONT: 10pt arial"><B>Subject:</B> Re: [OSList] Ang.: How to assess
the effectiveness of an OS Meeting.</DIV>
<DIV><BR></DIV>
<DIV dir=ltr>
<DIV>Dear Eiwor,<BR><BR>
<DIV>You say: "When we try to measure the change in attitudes, work
approach, teamwork and sense of joy at work with numerics, we really won't get
the whole story."<BR><BR>In the throws of last minute preparations for the
World Open Space, I was so happy to read your response. It made me think of a
possible connection between Invitation and Effectiveness.<BR>
<DIV><BR></DIV>In recent months connected to our World event, we have
<I><B>invited </B></I>so many people, from many sectors across the hierarchy
of all ages on events connected to WOSonOS with the goal of creating awareness
for this wonderful self-organizing process.<BR><BR>Invitations went out for
Diane Gibeault's training at the end of February; for a sustainability event
hosted by the University of South Florida St. Petersburg, our WOSonOS
co-hosts, and now for Lisa Heft's pre-conference training and then WOSonOS2013
itself. Four events in 4 months; hundreds of people that we've invited.
<BR></DIV>
<DIV><BR></DIV></DIV>
<DIV>As we invite, inevitable questions arise on measurable results from an
Open Space and around effectiveness and actions taken afterwards. Before we
even start the journey, people often want the assurance if not to say the
guarantee of results and actions. I would even venture to say that their bar
is much higher than what they would normally expect from a typical meeting or
conference with presenters.<BR><BR></DIV>
<DIV>And yet, by conceding to enter into this conversation to justify
effectiveness which quickly becomes so limiting, it seems we are missing the
opportunity to imagine what's possible when people who hardly ever come
together are invited -- diverse individuals with so much to contribute on the
most important issues. How can we predict outcomes, why should we predict
outcomes before or after the Open Space. It often seems that the parameters
for effectiveness are identified before we even meet.<BR><BR></DIV>
<DIV>These past few months, I and others have lived in the world of
invitation. We have engaged in conversations around issues and possibilities,
and in the invitation, we have learned a little bit more every day -- to
let go outcome (of who and how many will attend) honoring the law of two feet
and honor of choice in others . Guided by "whoever comes are the right people"
and "whatever happen is the only thing that could have', it has led to so many
joyous invitational and welcoming conversations. The enthusiasm of those
who are coming and even those who could not was infectious -- even more so as
people experienced Open Space, most especially the Millennials from the
University of South Florida.<BR><BR></DIV>
<DIV>Somehow I feel that there is much in the expansiveness of invitation and
that, in the spirit of those invitation conversations, space is already
opening. Perhaps in the pre-work of "open" invitation there is something
to be learned that can guide the multi-layered and rich outcomes of an Open
Space that informs the conversation of "effectiveness" -- outcomes that
are as much about our new ways of "being together" as they are about actions,
measurements and results. <BR><BR></DIV>
<DIV>In his book, <U>Community the Structure of Belonging</U>, Peter Block
speaks profoundly to the conversation around Invitation. I wonder if the
unease we experience as we invite is similarly connected to the need to assess
effectiveness, as if taking responsibility for something that we cannot be
responsible for: whether people choose to come or if they achieve results
later. <BR><BR></DIV>
<DIV>In the section The Risks of Invitation, Peter Block says:<BR></DIV>
<DIV>"The anxiety of invitation is that if we give them a choice, they might
not show up. I do not want to face the reality of their absence, caution,
reservations, passivity or indifference. I do not want to face the prospect
that I or a few of us may be alone in the future we want to pursue.
<BR><BR></DIV>
<DIV>And I do not want to face the same truth about myself, for my fear that
they will not come is the caution I feel myself about showing up, even for the
possibility I am committed to. My fear is that what I long for is not
possible, that what I invite them to is not realistic, that the world I seek
cannot exist."<BR><BR></DIV>
<DIV>I want to thank Ben Roberts who quoted this passage to me on Sunday and
Eiwor who got me thinking about this. Sorry for being so long. Hopefully
others may also see a possible connection between invitation and effectiveness
in the context of these discussions. <BR><BR>Suzanne <BR><BR><BR></DIV>
<DIV><BR> <BR></DIV>
<DIV><BR><BR></DIV>
<DIV><BR></DIV>
<DIV><BR></DIV>
<DIV><BR></DIV>
<DIV><BR></DIV><BR>
<DIV><BR><BR><BR><BR><BR><BR></DIV>
<DIV><BR><BR><BR></DIV>
<DIV><BR></DIV>
<DIV><BR></DIV>
<DIV><BR><BR><BR><BR><BR><BR><BR><BR><BR><BR></DIV></DIV>
<DIV class=gmail_extra><BR><BR>
<DIV class=gmail_quote>On Mon, May 6, 2013 at 4:07 AM, <A
href="mailto:eiwor@gatewayc.com">eiwor@gatewayc.com</A> <SPAN dir=ltr><<A
href="mailto:eiwor@gatewayc.com"
target=_blank>eiwor@gatewayc.com</A>></SPAN> wrote:<BR>
<BLOCKQUOTE
style="BORDER-LEFT: #ccc 1px solid; MARGIN: 0px 0px 0px 0.8ex; PADDING-LEFT: 1ex"
class=gmail_quote>
<DIV lang=EN-US vlink="purple" link="blue">Harrison, I agree very much with
what you say. OST is a holistic approach for the work ahead. It is also
built on other values than those that are common in most of todays business
paradigm. So when we try to fit it into the standards of traditional
evaluation tools we really diminish the effects of it. It is as if we
compare apples and carrots. they are not the same. When we try to
measure the change in attitudes, work approach, teamwork and sense of joy at
work with numerics, we really wont get the whole story. I at least am very
nterested in applying the values of OST and by that change the ruling
business paradigm built by men over a 100 years ago, so I try to be very
careful not to use evaluation from the same system that I want to
change.<BR>Blessings<BR>Eiwor<BR><BR>Skickat från min HTC
<DIV>
<DIV class=h5><BR><BR>
<DIV>----- Reply message -----<BR>Från: "Harrison Owen" <<A
href="mailto:hhowen@verizon.net"
target=_blank>hhowen@verizon.net</A>><BR>Till: "'World wide Open
Space Technology email list'" <<A
href="mailto:oslist@lists.openspacetech.org"
target=_blank>oslist@lists.openspacetech.org</A>><BR>Rubrik: [OSList] How
to assess the effectiveness of an OS Meeting.<BR>Datum: lör, maj 4, 2013
15:49<BR><BR></DIV><BR>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt">This
is a very interesting discussion. The desire to assess the effectiveness of
OS is surely justified and rational. That said, I’ve never really understood
what would be gained. In my experience (the only point of reference I
have</SPAN><SPAN
style="FONT-FAMILY: Wingdings; COLOR: #1f497d; FONT-SIZE: 11pt">J</SPAN><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt">)
– the “ OS results” are typically so far off the charts as to be
“unbelievable.” To give an example, when my friends from AT&T designed
their Olympic Pavilion in 1996 we had a very nice comparative measure. The
same people had to design the building twice. The first time, using
“standard procedures” took 10 months. The second time around, using OS – it
was all done in 2 days. And all the designers, and everybody else I talked
to agreed that the second effort was a major improvement aesthetically and
structurally. Using the common criteria of “Increased Productivity,” we are
looking at something like a 15,000% increase. The AT&T exec in “charge”
called it magic – a fulsome client assessment. Now armed with this “data”,
what do you think would happen were you to walk into the office of a
potential new client and say, “How would you like some magic? An increase of
productivity by 15,000%?” <U></U><U></U></SPAN></P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt"><U></U><U></U></SPAN> </P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt">There
are other problems with the utility of “assessment.” We aren’t going to
change the “process” if for no other reason, we did not create it. Further,
every situation is unique – while the “process” is unchanging, everything
else will be different. Different people, different environment, different
issue. Apples and oranges for sure. Should we venture into the realm of
cost/benefit analysis regarding OS vs some other “process” – we are once
again “off the charts.” It is true that while you CAN agonize, plan, and
organize endless for an OS event, you really don’t have to. Given the space,
issue, and people – you are good to go in several hours, and you only need
one facilitator, who is prone to take naps. <U></U><U></U></SPAN></P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt"><U></U><U></U></SPAN> </P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt">I
am not suggesting for a minute that there is no learning nor value in a
careful consideration of what we do and how we do it – but the standard
comparative metrics don’t get us very far, I think.<U></U><U></U></SPAN></P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt"><U></U><U></U></SPAN> </P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt">Harrison
<U></U><U></U></SPAN></P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt"><U></U><U></U></SPAN> </P>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt">Harrison
Owen<U></U><U></U></SPAN></P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt">7808
River Falls Dr.<U></U><U></U></SPAN></P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt">Potomac,
MD 20854<U></U><U></U></SPAN></P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt">USA<U></U><U></U></SPAN></P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt"><U></U><U></U></SPAN> </P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt">189
Beaucaire Ave. (summer)<U></U><U></U></SPAN></P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt">Camden,
Maine 04843<U></U><U></U></SPAN></P>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Calibri','sans-serif'; COLOR: #1f497d; FONT-SIZE: 11pt"><U></U><U></U></SPAN> </P>
<P class=MsoNormal><SPAN
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<A href="tel:301-365-2093" target=_blank
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<P class=MsoNormal><SPAN
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<A href="tel:207-763-3261" target=_blank
value="+12077633261">207-763-3261</A><U></U><U></U></SPAN></P>
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href="http://www.ho-image.com%20" target=_blank><SPAN
style="COLOR: blue">www.ho-image.com</SPAN></A> (Personal
Website)<U></U><U></U></SPAN></P>
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<DIV
style="BORDER-BOTTOM: medium none; BORDER-LEFT: medium none; PADDING-BOTTOM: 0in; PADDING-LEFT: 0in; PADDING-RIGHT: 0in; BORDER-TOP: #b5c4df 1pt solid; BORDER-RIGHT: medium none; PADDING-TOP: 3pt">
<P class=MsoNormal><B><SPAN
style="FONT-FAMILY: 'Tahoma','sans-serif'; FONT-SIZE: 10pt">From:</SPAN></B><SPAN
style="FONT-FAMILY: 'Tahoma','sans-serif'; FONT-SIZE: 10pt"> <A
href="mailto:oslist-bounces@lists.openspacetech.org"
target=_blank>oslist-bounces@lists.openspacetech.org</A> [mailto:<A
href="mailto:oslist-bounces@lists.openspacetech.org"
target=_blank>oslist-bounces@lists.openspacetech.org</A>] <B>On Behalf Of
</B><A href="mailto:alan@alanhalford.com.au"
target=_blank>alan@alanhalford.com.au</A><BR><B>Sent:</B> Saturday, May 04,
2013 1:34 AM<BR><B>To:</B> World wide Open Space Technology email
list<BR><B>Subject:</B> Re: [OSList] How to assess the effectiveness of an
OS Meeting.<U></U><U></U></SPAN></P></DIV></DIV>
<P class=MsoNormal><U></U><U></U> </P>
<DIV>
<P class=MsoNormal>Yup!<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal>Does it for me!<BR><BR>Alan
Halford <U></U><U></U></P>
<DIV>
<P class=MsoNormal>Facilitator<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal>Mediator<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal> <A href="http://www.alanhalford.com.au/"
target=_blank>www.alanhalford.com.au/</A><U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal>0421 475 252<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV></DIV>
<DIV>
<P style="MARGIN-BOTTOM: 12pt" class=MsoNormal><BR>On 04/05/2013, at 1:17
PM, Chris Corrigan <<A href="mailto:chris@chriscorrigan.com"
target=_blank>chris@chriscorrigan.com</A>> wrote:<U></U><U></U></P></DIV>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<DIV>
<DIV>
<P class=MsoNormal>And this is a fine example of a developmental
evaluation approach!<U></U><U></U></P>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV>
<DIV>
<P class=MsoNormal>Chris<U></U><U></U></P></DIV></DIV>
<DIV>
<P style="MARGIN-BOTTOM: 12pt" class=MsoNormal><U></U><U></U> </P>
<DIV>
<P class=MsoNormal>On Fri, May 3, 2013 at 3:16 PM, Thomas Herrmann <<A
href="mailto:thomas@openspaceconsulting.com"
target=_blank>thomas@openspaceconsulting.com</A>>
wrote:<U></U><U></U></P>
<DIV>
<P class=MsoNormal>ups, it seems I sent the email before finishing it
(-:<U></U><U></U></P>
<DIV>
<P class=MsoNormal>So the basic framework I use is from Kirkpatricks four
levels for evaluating trainings/development
activities<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal>1. Experience<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal>2. Learning<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal>3. Transfer (behavior/actions)<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal>4. Results<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV>
<DIV>
<P class=MsoNormal>So in pre-work we turn it around starting with
exploring expected results (L4) then move backwards to L3 (behaviors and
action needed to create those results), then we look at what do we need to
learn and what experience is needed to support the
learning.<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV>
<DIV>
<P class=MsoNormal>Then post intervention - I use it in my trainings as
well as development work in organizations. For example at the end of an
OS-meeting and/or in the follow up meeting within 2 weeks, participants
are invited to dialogue and capture what they experienced and what they
learnt. (so it's qualitative, not quantitative).<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV>
<DIV>
<P class=MsoNormal>Then 6 months later we meet again to evaluate level
3-4.<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV>
<DIV>
<P class=MsoNormal>As a side note both these follow up meetings (as well
as the pre-meetings) are conducted in a WPPF-container (Whole Person
Process Facilitation) and normally includes about 2 hours of open space
work to decide on how to move on. In total the meetings are between 4-6
hours each. <U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal>So the follow up meetings are about what happened and
how do we go on… I view it as opening space for the organization to become
conscious about what they accomplished and learnt and move on from
there.<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV>
<DIV>
<P class=MsoNormal>I think this simple way works great and there is of
course more to it than I shared briefly<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal>All the best<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P>
<DIV>
<DIV>
<DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Helvetica','sans-serif'; FONT-SIZE: 13.5pt">Thomas
Herrmann<U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Helvetica','sans-serif'; FONT-SIZE: 13.5pt">Open
Space Consulting - naturlig
företagsutveckling<U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Helvetica','sans-serif'; FONT-SIZE: 13.5pt">Tel <A
href="tel:%2B46%20%280%29709%2098%2097%2081" target=_blank>+46 (0)709 98
97 81</A><U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Helvetica','sans-serif'; FONT-SIZE: 13.5pt">Email <A
href="mailto:thomas@openspaceconsulting.com"
target=_blank>thomas@openspaceconsulting.com</A><U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Helvetica','sans-serif'; FONT-SIZE: 13.5pt"><A
href="http://www.openspaceconsulting.com"
target=_blank>www.openspaceconsulting.com</A><U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Helvetica','sans-serif'; FONT-SIZE: 13.5pt"><U></U><U></U></SPAN> </P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Helvetica','sans-serif'; FONT-SIZE: 13.5pt">…bistår
er, att släppa loss de naturliga krafterna i er organisation. Ta tillvara
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<P class=MsoNormal><SPAN
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<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Helvetica','sans-serif'; FONT-SIZE: 13.5pt">Vi är del
i Konsultgruppen Beyond Performance Group.<U></U><U></U></SPAN></P></DIV>
<DIV>
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<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Helvetica','sans-serif'; FONT-SIZE: 13.5pt">LinkedIn:
<A href="http://linkedin.com/in/thomasherrmannopenspaceconsult"
target=_blank>linkedin.com/in/thomasherrmannopenspaceconsult</A><U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Helvetica','sans-serif'; FONT-SIZE: 13.5pt">Företagssida
på Facebook: <A href="http://www.facebook.com/OpenSpaceConsulting"
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<P class=MsoNormal><U></U><U></U> </P>
<DIV>
<DIV>
<P class=MsoNormal>3 maj 2013 kl. 15:16 skrev Thomas Herrmann <<A
href="mailto:thomas@openspaceconsulting.com"
target=_blank>thomas@openspaceconsulting.com</A>>:<U></U><U></U></P></DIV>
<DIV>
<DIV>
<P class=MsoNormal><BR><BR><U></U><U></U></P>
<DIV>
<P class=MsoNormal>Dear friends in Open Space<U></U><U></U></P>
<DIV>
<P class=MsoNormal>Since many years back I use a way to evaluate
development work with Open Space Technology as the main event. I have
shared here previously but will give a brief summary of how I do
it.<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P>
<DIV>
<DIV>
<P class=MsoNormal>2 maj 2013 kl. 18:21 skrev Chris Corrigan <<A
href="mailto:chris@chriscorrigan.com"
target=_blank>chris@chriscorrigan.com</A>>:<U></U><U></U></P></DIV>
<P class=MsoNormal><BR><BR><U></U><U></U></P>
<DIV>
<P class=MsoNormal>Paul...that is a weird tool, Tells me nothing
except that if 85% of my potential value outcomes are achieved, then I
will always break even on my ROI for any meeting. It's all just so
arbitrary. <U></U><U></U></P>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV>
<DIV>
<P class=MsoNormal>And that is the problem. When we use quantitative
and summative methods for evaluation of qualitative and developmental
processes, we get meaningless results. In other words, how much
relationship did I generate in my last meeting? 12. Whatever
that means. It makes as much sense as giving the answer "lots of
green ones that made me contemplative" to the question "how much money did
we make selling those ladders?"<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV>
<DIV>
<P class=MsoNormal>What we need are tools that evaluate complexity
properly. What you are looking for are tools from the realm of
Developmental Evaluation (grab the book by that title by Michael Quinn
Patton). These tools, which can complement summative,
merit-and-worth evaluation tools, help organizations and ncommunities to
track the learning, development and effectiveness of things like Open
Space Technology meetings. <U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV>
<DIV>
<P class=MsoNormal>Here is a place to start with DE: <A
href="http://tamarackcommunity.ca/g3s61_VC_2010g.html"
target=_blank>http://tamarackcommunity.ca/g3s61_VC_2010g.html</A><U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV>
<DIV>
<P class=MsoNormal>Chris<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV></DIV>
<DIV>
<P style="MARGIN-BOTTOM: 12pt" class=MsoNormal><U></U><U></U> </P>
<DIV>
<P class=MsoNormal>On Thu, May 2, 2013 at 6:49 AM, Paul Nunesdea <<A
href="mailto:nunesdea@me.com" target=_blank>nunesdea@me.com</A>>
wrote:<U></U><U></U></P>
<DIV>
<DIV>
<P class=MsoNormal>Keith <U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal>Although not disagreeing the least with Doug, guess
that your company would be looking for some meeting ROI type of
calculations.<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal>I have googled a couple of entries and this must be
useful for you.<U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: '.HelveticaNeueUI','serif'; FONT-SIZE: 11.5pt"><A
href="http://www.fastmeetings.com.au/meeting-roi-calculator.htm"
target=_blank>http://www.fastmeetings.com.au/meeting-roi-calculator.htm</A></SPAN><U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><U></U><U></U> </P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: '.HelveticaNeueUI','serif'; FONT-SIZE: 11.5pt">Best</SPAN><U></U><U></U></P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: '.HelveticaNeueUI','serif'; FONT-SIZE: 11.5pt">Paul<BR></SPAN><BR>From
my iPhone<U></U><U></U></P></DIV>
<DIV>
<P style="MARGIN-BOTTOM: 12pt" class=MsoNormal><BR>El 19/04/2013, a las
00:26, doug <<A href="mailto:ost@footprintsinthewind.com"
target=_blank>ost@footprintsinthewind.com</A>>
escribió:<U></U><U></U></P></DIV>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>Keith--<BR><BR>How does one assess the value of a
top-down "You shall all do this" meeting? When do you measure it? How
many walking out the door thought it the best meeting ever? How many are
still doing the required or "volunteered" activity 6 months or 6 years
later? What is the purpose of the meeting in the first place?<BR><BR>If
six great projects come out of the OST meeting, 4 actually get started,
and one is still accomplishing good in the organization a year later,
was the meeting a failure?<BR><BR>Those who want numbers as proof of
something will always be disappointed. Because they seek
disappointment.<BR><BR> :-
Doug.<BR><BR><BR><BR><BR><BR>On 04/18/2013 06:17 AM, Blundell, Keith
wrote:<BR><BR><U></U><U></U></P>
<P class=MsoNormal>Dear OS practitioners<U></U><U></U></P>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal><U></U><U></U> </P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>As some of you already know I have been trying to
pioneer the use of OS<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>in our agenda driven, action outcome orientated
organisation. I have<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>had the opportunity to run several meetings, but
they have been short<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>sessions and restricted participants (in terms of
organisational<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>functional structure).<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal><U></U><U></U> </P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>This has created a bit of a buzz and I am delighted
that I have been<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>approached to run a meeting with a larger diverse
group of participants<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>(cross functional) for at least a whole day!
Brilliant and I have no<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>concerns that it wont be
successful.<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal><U></U><U></U> </P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>But...unfortunately it is viewed as an "experiment"
and so I am being<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>pushed by the sponsors as how will we assess its
success. I know that<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>there will be some good discussions, that
participants "heads" will be<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>in a different place after the meeting, and it will
be a great sharing<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>and learning experience. I also know that any
change and actions may<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>come long after the discussions so that the link
between the event and<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>outcome will be more
tenuous.<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal><U></U><U></U> </P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>Has anyone experience and ideas for explaining the
effectiveness of OS<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>within an
organisation?<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal><U></U><U></U> </P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>I look forward to hearing from
you.<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal><U></U><U></U> </P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>Best Wishes,<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal><U></U><U></U> </P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>Keith.<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal><U></U><U></U> </P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>--<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal><U></U><U></U> </P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal>*Keith Blundell*<U></U><U></U></P></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<P class=MsoNormal><U></U><U></U> </P></BLOCKQUOTE>
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<P style="MARGIN-BOTTOM: 12pt" class=MsoNormal>CHRIS
CORRIGAN<BR>Facilitation - Training - Process Design<BR>Open Space
Technology<BR><BR>Weblog: <A
href="http://www.chriscorrigan.com/parkinglot"
target=_blank>http://www.chriscorrigan.com/parkinglot</A><BR>Site: <A
href="http://www.chriscorrigan.com/"
target=_blank>http://www.chriscorrigan.com</A><U></U><U></U></P>
<DIV>
<P class=MsoNormal><B><U><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #009900">Upcoming
workshops</SPAN></U></B><U></U><U></U></P></DIV>
<DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'"><U></U><U></U></SPAN> </P></DIV>
<DIV>
<P class=MsoNormal><B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #3333ff"><A
href="http://aliainstitute.org/blog/track/2013-aoh/"
target=_blank>Authentic Leadership In Action</A></SPAN></B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #3333ff"> - Halifax,
NS, Canada</SPAN><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'"><U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><I><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #3333ff">Designing
Strategic Change from the Inside Out</SPAN></I><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'"><U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #009900">June 16 - 21,
2013</SPAN><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'"><U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'"><U></U><U></U></SPAN> </P></DIV></DIV>
<DIV>
<DIV>
<P class=MsoNormal><B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #000099"><A
href="http://aohrivendell.withtank.com/" target=_blank>Art of
Hosting</A> - Participatory Leadership and Social
Collaboration</SPAN></B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #222222"><U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #3333ff">November 11-14,
2013</SPAN></B><B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #330099">, Bowen Island,
BC, Canada.</SPAN></B><B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #222222"><U></U><U></U></SPAN></B></P></DIV></DIV>
<DIV>
<DIV>
<P class=MsoNormal><B><U></U><U></U></B> </P></DIV></DIV>
<DIV>
<P class=MsoNormal><SPAN style="COLOR: blue">Upcoming Art of Hosting in
Toronto, Montreal, Chicago and San Francisco. Email me for more
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<P
class=MsoNormal>_______________________________________________<BR>OSList
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<DIV>
<DIV>
<P class=MsoNormal>---<U></U><U></U></P></DIV>
<P style="MARGIN-BOTTOM: 12pt" class=MsoNormal>CHRIS
CORRIGAN<BR>Facilitation - Training - Process Design<BR>Open Space
Technology<BR><BR>Weblog: <A
href="http://www.chriscorrigan.com/parkinglot"
target=_blank>http://www.chriscorrigan.com/parkinglot</A><BR>Site: <A
href="http://www.chriscorrigan.com"
target=_blank>http://www.chriscorrigan.com</A><U></U><U></U></P>
<DIV>
<P class=MsoNormal><B><U><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #009900">Upcoming
workshops</SPAN></U></B><U></U><U></U></P></DIV>
<DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'"><U></U><U></U></SPAN> </P></DIV>
<DIV>
<P class=MsoNormal><B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #3333ff"><A
href="http://aliainstitute.org/blog/track/2013-aoh/"
target=_blank>Authentic Leadership In Action</A></SPAN></B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #3333ff"> - Halifax,
NS, Canada</SPAN><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'"><U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><I><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #3333ff">Designing
Strategic Change from the Inside Out</SPAN></I><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'"><U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #009900">June 16 - 21,
2013</SPAN><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'"><U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'"><U></U><U></U></SPAN> </P></DIV></DIV>
<DIV>
<DIV>
<P class=MsoNormal><B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #000099"><A
href="http://aohrivendell.withtank.com/" target=_blank>Art of
Hosting</A> - Participatory Leadership and Social
Collaboration</SPAN></B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #222222"><U></U><U></U></SPAN></P></DIV>
<DIV>
<P class=MsoNormal><B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #3333ff">November 11-14,
2013</SPAN></B><B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #330099">, Bowen Island,
BC, Canada.</SPAN></B><B><SPAN
style="FONT-FAMILY: 'Arial','sans-serif'; COLOR: #222222"><U></U><U></U></SPAN></B></P></DIV></DIV>
<DIV>
<DIV>
<P class=MsoNormal><B><U></U><U></U></B> </P></DIV></DIV>
<DIV>
<P class=MsoNormal><SPAN style="COLOR: blue">Upcoming Art of Hosting in
Toronto, Montreal, Chicago and San Francisco. Email me for more
information.</SPAN><U></U><U></U></P></DIV>
<DIV>
<P
class=MsoNormal><U></U><U></U> </P></DIV></DIV></DIV></DIV></BLOCKQUOTE>
<BLOCKQUOTE style="MARGIN-TOP: 5pt; MARGIN-BOTTOM: 5pt">
<DIV>
<P
class=MsoNormal>_______________________________________________<BR>OSList
mailing list<BR>To post send emails to <A
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clear=all><BR>-- <BR>Suzanne Daigle<BR>NuFocus Strategic Group<BR>7159
Victoria Circle<BR>University Park, FL 34201<BR>FL 941-359-8877; <BR>CT
203-722-2009<BR><A href="http://www.nufocusgroup.com"
target=_blank>www.nufocusgroup.com</A><BR><A
href="mailto:s.daigle@nufocusgroup.com"
target=_blank>s.daigle@nufocusgroup.com</A><BR>twitter
@suzannedaigle<BR></DIV>
<P>
<HR>
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