<html>
<head>
<meta content="text/html; charset=ISO-8859-1"
http-equiv="Content-Type">
</head>
<body bgcolor="#FFFFFF" text="#000000">
Hi Suzanne,<br>
<br>
Thanks for your great and timely essay! I have 5 things to say about
it.<br>
<o:p></o:p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">1/ Self-organization does not SELL well. We
must use a catchy slogan like "high performance" instead. We have
to say "high performance" to company leaders, since they do not
speak the language of self-organization and therefore do not care
whatsoever about it. It means nothing to them. <br>
</p>
<p class="MsoNormal"><br>
We must use MUCH less-evolved language when selling.<br>
</p>
<p class="MsoNormal"><br>
Think: "The way to efficiency is through the act of <big><b>self-organizing</b></big>.
Proven methods like Open Space can help."<br>
</p>
<p class="MsoNormal">Say: "The way to efficiency is through the act
of using proven <big><b>high-performance</b></big> methods. Open
Space. can help."<br>
</p>
<p class="MsoNormal"><br>
</p>
<p class="MsoNormal">2/ Open Agile Adoption is a high-performance
sell. It does not try to sell self-organization. It DOES
self-organization. Explaining all the theory does not get the
business. I therefore do not discuss self-org, passage-rites and
liminality etc unless and until they ask. <br>
</p>
<p class="MsoNormal"><br>
3/ There is an opportunity to artfully sell Open Space by selling
"high-performance Agile adoptions." Open Space as a means to an
end. I am using the phrase "rapid and lasting Agile adoption" and
"high performance" interchangeably when talking to sponsors and it
works. <br>
</p>
<p class="MsoNormal"><br>
4/ It's a huge leap to being Open Space mainstream in business,
and reaching the larger goal is best done step by step. The
obvious and open entry point for Open Space in typical orgs is
Agile adoptions- ESPECIALLY the broken ones, and the landscape is
littered with them. The entry point for OST in most orgs is the
Agile-adoption entry point. That's the crack where the light gets
in. We enter HERE. And then, see what develops in the wider
context....outstanding results are hard to deny. We get them. From
that place we can engage formal leadership in a real conversation
about SELF ORGANIZATION. <br>
</p>
<p class="MsoNormal"><br>
Once we have their ear!!<br>
</p>
<p class="MsoNormal"><br>
5/ Broken Agile adoptions have many causes; the root cause is some
form of "an unwillingness to let go and go all the way." <br>
</p>
<p class="MsoNormal"><br>
Mandates kill engagement. Mandates are the reciprocal- the
opposite- of the Law of 2 Feet. Once the people are TOLD what to
do and FORCED to do Scrum or whatever, the effort is dead on
arrival. Dead! Lifeless. When that goes on for a year of more,
imagine the tremendous energy being built up. The difference of
potential. The VOLTAGE. The folks show up disengaged...dead and
lifeless...resentful....is the term "zombies" to harsh? I hope
not! Now, imagine a genuine and authentic Open Space event with
all issues about the Agile adoption ON THE TABLE. And a clear path
OUT of the morass. With management on committed to act on
proceedings. <br>
</p>
<p class="MsoNormal"><br>
That unlocks and unshackles loads of latent energy. A broken Agile
adoption is the PERFECT setup for introducing Open Space. The
danger is that it will be implemented incompletely, without "all
issues on the table" up front, and the commitment from leadership
to act after the event. If that's what they ask for, I politely
decline the opportunity to "serve" in that way. I tell them it is
probably (is) NOT the time for me to be their coach. Maybe later;
people (leaders) do after all change their minds. Keep inviting!<br>
</p>
<p class="MsoNormal"><br>
Now, to be clear: management is not going to come calling unless
they are "out of aces" and the adoption is clearly a mess. Then
they come looking for you, and make that call. It's a
fantastically GREAT setup for Open Space: big huge important
issue, loads of potential for conflict, and a time-for-action of
yesterday. Perfect !<br>
</p>
<p class="MsoNormal"><br>
Daniel<br>
<a class="moz-txt-link-abbreviated" href="http://www.DanielMezick.com">www.DanielMezick.com</a><br>
203 915 7248<br>
</p>
<p class="MsoNormal"><br>
<o:p></o:p></p>
<meta name="Keywords" content="">
<meta http-equiv="Content-Type" content="text/html;
charset=ISO-8859-1">
<meta name="ProgId" content="Word.Document">
<meta name="Generator" content="Microsoft Word 14">
<meta name="Originator" content="Microsoft Word 14">
<link rel="File-List"
href="file://localhost/Users/danmezick/Library/Caches/TemporaryItems/msoclip/0/clip_filelist.xml">
<!--[if gte mso 9]><xml>
<o:DocumentProperties>
<o:Revision>0</o:Revision>
<o:TotalTime>0</o:TotalTime>
<o:Pages>1</o:Pages>
<o:Words>106</o:Words>
<o:Characters>609</o:Characters>
<o:Company>SOFTWARE LIBRARY</o:Company>
<o:Lines>5</o:Lines>
<o:Paragraphs>1</o:Paragraphs>
<o:CharactersWithSpaces>714</o:CharactersWithSpaces>
<o:Version>14.0</o:Version>
</o:DocumentProperties>
<o:OfficeDocumentSettings>
<o:AllowPNG/>
</o:OfficeDocumentSettings>
</xml><![endif]-->
<link rel="themeData"
href="file://localhost/Users/danmezick/Library/Caches/TemporaryItems/msoclip/0/clip_themedata.xml">
<!--[if gte mso 9]><xml>
<w:WordDocument>
<w:View>Normal</w:View>
<w:Zoom>0</w:Zoom>
<w:TrackMoves/>
<w:TrackFormatting/>
<w:PunctuationKerning/>
<w:ValidateAgainstSchemas/>
<w:SaveIfXMLInvalid>false</w:SaveIfXMLInvalid>
<w:IgnoreMixedContent>false</w:IgnoreMixedContent>
<w:AlwaysShowPlaceholderText>false</w:AlwaysShowPlaceholderText>
<w:DoNotPromoteQF/>
<w:LidThemeOther>EN-US</w:LidThemeOther>
<w:LidThemeAsian>JA</w:LidThemeAsian>
<w:LidThemeComplexScript>X-NONE</w:LidThemeComplexScript>
<w:Compatibility>
<w:BreakWrappedTables/>
<w:SnapToGridInCell/>
<w:WrapTextWithPunct/>
<w:UseAsianBreakRules/>
<w:DontGrowAutofit/>
<w:SplitPgBreakAndParaMark/>
<w:EnableOpenTypeKerning/>
<w:DontFlipMirrorIndents/>
<w:OverrideTableStyleHps/>
<w:UseFELayout/>
</w:Compatibility>
<m:mathPr>
<m:mathFont m:val="Cambria Math"/>
<m:brkBin m:val="before"/>
<m:brkBinSub m:val="--"/>
<m:smallFrac m:val="off"/>
<m:dispDef/>
<m:lMargin m:val="0"/>
<m:rMargin m:val="0"/>
<m:defJc m:val="centerGroup"/>
<m:wrapIndent m:val="1440"/>
<m:intLim m:val="subSup"/>
<m:naryLim m:val="undOvr"/>
</m:mathPr></w:WordDocument>
</xml><![endif]--><!--[if gte mso 9]><xml>
<w:LatentStyles DefLockedState="false" DefUnhideWhenUsed="true"
DefSemiHidden="true" DefQFormat="false" DefPriority="99"
LatentStyleCount="276">
<w:LsdException Locked="false" Priority="0" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Normal"/>
<w:LsdException Locked="false" Priority="9" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="heading 1"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 2"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 3"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 4"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 5"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 6"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 7"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 8"/>
<w:LsdException Locked="false" Priority="9" QFormat="true" Name="heading 9"/>
<w:LsdException Locked="false" Priority="39" Name="toc 1"/>
<w:LsdException Locked="false" Priority="39" Name="toc 2"/>
<w:LsdException Locked="false" Priority="39" Name="toc 3"/>
<w:LsdException Locked="false" Priority="39" Name="toc 4"/>
<w:LsdException Locked="false" Priority="39" Name="toc 5"/>
<w:LsdException Locked="false" Priority="39" Name="toc 6"/>
<w:LsdException Locked="false" Priority="39" Name="toc 7"/>
<w:LsdException Locked="false" Priority="39" Name="toc 8"/>
<w:LsdException Locked="false" Priority="39" Name="toc 9"/>
<w:LsdException Locked="false" Priority="35" QFormat="true" Name="caption"/>
<w:LsdException Locked="false" Priority="10" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Title"/>
<w:LsdException Locked="false" Priority="1" Name="Default Paragraph Font"/>
<w:LsdException Locked="false" Priority="11" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtitle"/>
<w:LsdException Locked="false" Priority="22" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" Priority="59" SemiHidden="false"
UnhideWhenUsed="false" Name="Table Grid"/>
<w:LsdException Locked="false" UnhideWhenUsed="false" Name="Placeholder Text"/>
<w:LsdException Locked="false" Priority="1" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="No Spacing"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 1"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 1"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" UnhideWhenUsed="false" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="List Paragraph"/>
<w:LsdException Locked="false" Priority="29" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Quote"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 1"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 1"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 1"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 1"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 1"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 2"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 2"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 2"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 2"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 2"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 2"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 2"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 2"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 2"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 2"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 2"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 2"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 3"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 3"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 3"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 3"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 3"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 3"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 3"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 3"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 3"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 3"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 3"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 3"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 3"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 4"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 4"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 4"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 4"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 4"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 4"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 4"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 4"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 4"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 4"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 4"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 4"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 4"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 4"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 5"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 5"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 5"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 5"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 5"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 5"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 5"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 5"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 5"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 5"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 5"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" SemiHidden="false"
UnhideWhenUsed="false" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" SemiHidden="false"
UnhideWhenUsed="false" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 1 Accent 6"/>
<w:LsdException Locked="false" Priority="68" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 2 Accent 6"/>
<w:LsdException Locked="false" Priority="69" SemiHidden="false"
UnhideWhenUsed="false" Name="Medium Grid 3 Accent 6"/>
<w:LsdException Locked="false" Priority="70" SemiHidden="false"
UnhideWhenUsed="false" Name="Dark List Accent 6"/>
<w:LsdException Locked="false" Priority="71" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" SemiHidden="false"
UnhideWhenUsed="false" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtle Emphasis"/>
<w:LsdException Locked="false" Priority="21" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Emphasis"/>
<w:LsdException Locked="false" Priority="31" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Subtle Reference"/>
<w:LsdException Locked="false" Priority="32" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" SemiHidden="false"
UnhideWhenUsed="false" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" QFormat="true" Name="TOC Heading"/>
</w:LatentStyles>
</xml><![endif]-->
<style>
<!--
/* Font Definitions */
@font-face
{font-family:"ＭＳ 明朝";
panose-1:0 0 0 0 0 0 0 0 0 0;
mso-font-charset:128;
mso-generic-font-family:roman;
mso-font-format:other;
mso-font-pitch:fixed;
mso-font-signature:1 134676480 16 0 131072 0;}
@font-face
{font-family:"ＭＳ 明朝";
panose-1:0 0 0 0 0 0 0 0 0 0;
mso-font-charset:128;
mso-generic-font-family:roman;
mso-font-format:other;
mso-font-pitch:fixed;
mso-font-signature:1 134676480 16 0 131072 0;}
@font-face
{font-family:Cambria;
panose-1:2 4 5 3 5 4 6 3 2 4;
mso-font-charset:0;
mso-generic-font-family:auto;
mso-font-pitch:variable;
mso-font-signature:-536870145 1073743103 0 0 415 0;}
/* Style Definitions */
p.MsoNormal, li.MsoNormal, div.MsoNormal
{mso-style-unhide:no;
mso-style-qformat:yes;
mso-style-parent:"";
margin:0in;
margin-bottom:.0001pt;
mso-pagination:widow-orphan;
font-size:12.0pt;
font-family:Cambria;
mso-ascii-font-family:Cambria;
mso-ascii-theme-font:minor-latin;
mso-fareast-font-family:"ＭＳ 明朝";
mso-fareast-theme-font:minor-fareast;
mso-hansi-font-family:Cambria;
mso-hansi-theme-font:minor-latin;
mso-bidi-font-family:"Times New Roman";
mso-bidi-theme-font:minor-bidi;}
.MsoChpDefault
{mso-style-type:export-only;
mso-default-props:yes;
font-family:Cambria;
mso-ascii-font-family:Cambria;
mso-ascii-theme-font:minor-latin;
mso-fareast-font-family:"ＭＳ 明朝";
mso-fareast-theme-font:minor-fareast;
mso-hansi-font-family:Cambria;
mso-hansi-theme-font:minor-latin;
mso-bidi-font-family:"Times New Roman";
mso-bidi-theme-font:minor-bidi;}
@page WordSection1
{size:8.5in 11.0in;
margin:1.0in 1.25in 1.0in 1.25in;
mso-header-margin:.5in;
mso-footer-margin:.5in;
mso-paper-source:0;}
div.WordSection1
{page:WordSection1;}
-->
</style><!--[if gte mso 10]>
<style>
/* Style Definitions */
table.MsoNormalTable
{mso-style-name:"Table Normal";
mso-tstyle-rowband-size:0;
mso-tstyle-colband-size:0;
mso-style-noshow:yes;
mso-style-priority:99;
mso-style-parent:"";
mso-padding-alt:0in 5.4pt 0in 5.4pt;
mso-para-margin:0in;
mso-para-margin-bottom:.0001pt;
mso-pagination:widow-orphan;
font-size:12.0pt;
font-family:Cambria;
mso-ascii-font-family:Cambria;
mso-ascii-theme-font:minor-latin;
mso-hansi-font-family:Cambria;
mso-hansi-theme-font:minor-latin;}
</style>
<![endif]--><!--StartFragment--><!--EndFragment--><br>
<br>
<br>
<br>
<div class="moz-cite-prefix">On 2/8/14 11:24 PM, Suzanne Daigle
wrote:<br>
</div>
<blockquote
cite="mid:CAJh+fLDyXD-Skzw0xQjZQVaba-SWcA-o_6uQeTG5qrzBWNAoVA@mail.gmail.com"
type="cite">
<div dir="ltr">
<div><b>So what do you think about all of that?</b>... asks
Harrison at the end of his original post.<br>
<br>
A loaded question to say the least.<br>
<br>
</div>
<div>Well I've been thinking about it....A LOT. Though really,
there's no surprise in this plain talk--probably more plain
talk than I've ever seen on this subject. <br>
</div>
<div><br>
</div>
<div>Plain talk about management and leadership, whether the
definition of it, our view of it, our pursuit of it, or our
conversations around it, which leads me to think about: <br>
<br>
"When it really comes down to it, what is it that we are
really promising management and leadership when they ask us
about Open Space? What is it that they are really asking of
us? What reassurances are they looking for? What is the
implied promise that we are giving? Why is it so hard to find
the right words to engage in a meaningful dialogue around what
we are really inviting?"<br>
<br>
Under the surface of it all, we know what management and
leadership are asking for. We know they want that fix, the
predictability, the reassurance of outcome, of high
performance, of results and probably a return to the way
things were or as they remember them to be...but was it really
ever that way? And could it ever be that way again?<br>
<br>
We all know that what the clients are asking for is not
possible. How can we ever predict or plan the complex future
we are living into with any certainty at all? It would seem
that we have ample evidence of the futility of even attempting
to do so or worse believing that we can. And yet we do, over
and over again. Working harder and harder, searching for that
next best model or system or structure or approach, spending
hours and hours learning more and more, planning, predicting
and forecasting and then later analyzing the gaps where we did
not meet plan and spending more and more hours, explaining the
variances. We massage our words, we try to describe in ways
that will seem familiar and similar to the existing models to
entice and reassure. By falling in the trap of promises, are
we not also colluding with what we know to be true...that
control doesn't work no more than predictability does. <br>
<br>
</div>
<div>And as we busily work on this, life is passing us by. <br>
<br>
</div>
<div>Harrison in an earlier post said: <br>
<br>
<p class="MsoNormal" style="line-height:normal"><span
style="color:rgb(31,73,125)">"For the last several years I
have been asking for, pleading
for, begging for an extended and deep conversation which
starts with the
premise that this is a self organizing world, beginning,
middle and end. Living
fully and productively in such a world requires that we
think some new, and
(some would say) radical and heretical thoughts about
management, leadership,
the nature of organization, power...and much more. Good
old OST gives us a good
experimental base, but that is just the beginning. I
think. And while some might
see OST as a useful “tool” for the enhancement of
organizations as we know
them, in my view OST is a wonderful Trojan Horse, which,
in a not so subtle
manner, blows those understandings and ways of working
quite out of the water.
It clears some space for the new conversations to take
place, while
simultaneously offering some useful contributions to the
content of those
conversations."</span></p>
<br>
</div>
<div>I too year for these conversations...with the clients and
others. What's more, we know that Open Space gives us the
feeling and experience that something much bigger and better
is right there under the surface. The SHIFT that people often
experience is life-changing or could be if individuals trusted
their experience and did not try so hard to talk themselves
out of what felt so natural... simply because it does not
match up with the good old predictability models of Leadership
and Management. <br>
<br>
</div>
<div>It was this experience that ignited my passion and my
courage to jump into life. I wonder now if it is not time to
speak more clearly, more forthrightly about self-organizing,
about one less thing to do, about chaos and order. <br>
</div>
<div><br>
</div>
<div>As Harrison yearns for extended and deep conversations on
self-organizing, I yearn for more and more Open Space and <b>more
plain talk</b> along the lines of "Folks, let's face it;
it's just not working. Time to try something new or rather
time to go back to something that's been lying there right
under our nose all these billion years. It's everywhere, in
nature, in our living systems: it's called self-organizing.
It's our best teacher and the one that has withstood the test
of time".<br>
<br>
</div>
<div>Along with the plain talk and inviting, I also want to wear
my passion on my sleeve without holding back. I want to show
how much I yearn for work and life to be more joyful, more fun
and more productive because people are doing "one less thing
of the stuff that is a waste to do" and "many more things that
they enjoy and believe in". <br>
<br>
</div>
<div>I also see others wearing their heart on their sleeves,
speaking clearly and with great conviction what they want to
see in the world of work. <br>
<br>
</div>
<div>Harrison you said:
<p class="MsoNormal" style="line-height:normal"><span
style="color:rgb(31,73,125)"><span style="">I think the
bottom line
may come down to: Move slowly with empathy, and be
prepared to wait.</span> </span></p>
<p class="MsoNormal" style="line-height:normal"><br>
</p>
<p class="MsoNormal" style="line-height:normal">I'll admit
that I can't buy into that. I feel too much urgency. Life
may prove me wrong, doors may slam shut but I'm willing to
take that chance. <br>
</p>
<p class="MsoNormal" style="line-height:normal"><span
style="color:rgb(31,73,125)"></span></p>
<p class="MsoNormal" style="line-height:normal"><br>
</p>
<p class="MsoNormal" style="line-height:normal">But what I can
buy into is this:</p>
<p class="MsoNormal" style="line-height:normal"><span style=""><span
style="font-size:11pt;line-height:115%;font-family:"Calibri","sans-serif";color:rgb(31,73,125)"><font>"At
one level I will do the Open Space because I know that
it will enable
people to be more comfortable, powerful, sure of
themselves. That’s the easy
part. But at another level I will do the Open Space in
order to introduce
anomaly... one more nudge towards Paradigm Shift."</font>
</span></span><b style=""><span
style="font-size:11pt;line-height:115%;font-family:"Calibri","sans-serif";color:rgb(31,73,125)"><br>
</span></b></p>
<p class="MsoNormal" style="line-height:normal"><br>
<b style=""><span
style="font-size:11pt;line-height:115%;font-family:"Calibri","sans-serif";color:rgb(31,73,125)"></span></b></p>
<p class="MsoNormal"><font><span
style="font-family:arial,helvetica,sans-serif"><span
style="line-height:115%">And
perhaps if enough of us help nudge it towards that
paradigm shift, we will
start a real tipping point. </span></span></font></p>
<font><span style="font-family:arial,helvetica,sans-serif">
</span></font>
<p class="MsoNormal"><font><span
style="font-family:arial,helvetica,sans-serif"><span
style="line-height:115%"> </span></span></font></p>
<font><span style="font-family:arial,helvetica,sans-serif">
</span></font>
<p class="MsoNormal"><font><span
style="font-family:arial,helvetica,sans-serif"><span
style="line-height:115%">Suzanne</span></span></font></p>
<p class="MsoNormal" style="line-height:normal"><span
style="color:rgb(31,73,125)"></span><b style=""><span
style="font-size:12pt;font-family:"Times New
Roman","serif""></span></b></p>
</div>
<div><br>
</div>
<div><br>
</div>
<div><br>
<br>
</div>
<div><br>
<br>
<br>
<br>
<br>
</div>
I<br>
</div>
<div class="gmail_extra"><br>
<br>
<div class="gmail_quote">On Wed, Feb 5, 2014 at 2:41 PM, David
Osborne <span dir="ltr"><<a moz-do-not-send="true"
href="mailto:dosborne@change-fusion.com" target="_blank">dosborne@change-fusion.com</a>></span>
wrote:<br>
<blockquote class="gmail_quote" style="margin:0 0 0
.8ex;border-left:1px #ccc solid;padding-left:1ex">
<div>
<div dir="ltr"> Many thanks Harrison...very helpful. <span
class="HOEnZb"><font color="#888888">
<div> <br>
</div>
<div> David </div>
</font></span></div>
<div>
<div class="h5">
<div class="gmail_extra"> <br>
<br>
<div class="gmail_quote"> On Wed, Feb 5, 2014 at
12:09 PM, Harrison Owen <span dir="ltr"><<a
moz-do-not-send="true"
href="mailto:hhowen@verizon.net"
target="_blank">hhowen@verizon.net</a>></span>
wrote: <br>
<blockquote class="gmail_quote" style="margin:0 0
0 .8ex;border-left:1px #ccc
solid;padding-left:1ex">
<div link="blue" vlink="purple" lang="EN-US">
<div>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">David,
Listen to your words...</span> “<span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">we're
exploring the question of how can we
have some structure and boundaries and
yet provide space for
self-organization. It's hard to find
models that enable both.” </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">I
hate to say it, and you won’t be
surprised, but I think you are working
much too hard. Sounds to me suspiciously
like a variant of “organizing a self
organizing system.” Especially that part
about “find(ing) models.” The systems
you are contemplating (your business and
the Association) are their own best
models. Nothing else will even come
close because they are unique. And if
self organization is anything like I
think it is, one of its major activities
is the creation of “structures and
boundaries.” That, by definition, is
what self organizing systems do, along
with a few other things. So the key
activity for me would be to stop looking
for models, and start paying careful
attention to how your two self
organizing systems naturally express
themselves in structure and form. </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Initially
your task will be complicated by all
those “other” structures and forms that
have been laid on, arbitrarily I would
say, just because it seemed like a good
idea at the time – in accord with the
latest “models,” or “accepted practice.”
After all, we think we all know what an
organization SHOULD look like.</span><span
style="font-size:11.0pt;font-family:Wingdings;color:#1f497d">J</span><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"></span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">But
there is a way through the forest, I
think, which is actually the “design
principle” I employed in the development
of Open Space Technology. You’ve heard
it before. <b>Think of one more thing
NOT to do</b>. Just keep striping away
those forms and procedures that you
thought to be essential for your
organizations’ function. Don’t try to do
it all at once, and start with what I
might call the low hanging fruit. Those
things that just get done, even though
nobody can remember why. </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Then
notice what happens. If something comes
back, that is pretty good evidence that
it was a natural form or structure, and
your systems, in their own wisdom, felt
the need. On the other hand, if it stays
gone, just say bye, bye, enjoy the new
space, and get on with your business. </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">It
is true, of course that some structures
and forms are required by external
authorities: Taxes, annual reports, and
the like. In those situations, I have
found it helpful to ask, “What is the
minimal level of form and structure
required to get the job done?” For some
reason, people seem to make the simplest
things unendingly complicated. <i>In
extremis</i> there is a presumption
that if it is simple, it can’t be any
good. I’ve noticed this on more than one
occasion with the public perception of
OST, especially among those who have
never been involved. I suppose this has
something to do with the Expert Syndrome
– if you make it complicated enough you
will surely require the services of an
Expert to help you through. For a fee of
course. And to be honest, we in the OS
community sometimes seem to be guilty of
the same thing. </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">So
there are some suggestions to get
started. If you want more, and probably
more than you want – you might take a
look at Part II of <i>Wave Rider</i>,
“A Wave Rider’s Guide to the Future.”
And for a slightly different slant see
Part IV of the <i>Power of Spirit,</i>
“The Care and Feeding of the Interactive
Organization.” And just to be clear, an
Interactive Organization is my term for
a conscious, self organizing system. </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Harrison</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">
</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">PS
– And for the record, all of the above
are by yours truly and available from
Amazon.com and the publisher,
Berrett-Koehler.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<div>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Harrison
Owen</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">7808
River Falls Dr.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Potomac,
MD 20854</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">USA</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">189
Beaucaire Ave. (summer)</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Camden,
Maine 04843</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Phone
<a moz-do-not-send="true"
href="tel:301-365-2093"
value="+13013652093" target="_blank">301-365-2093</a></span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">(summer)
<a moz-do-not-send="true"
href="tel:207-763-3261"
value="+12077633261" target="_blank">207-763-3261</a></span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"><a
moz-do-not-send="true"
href="http://www.openspaceworld.com%20"
target="_blank"><span
style="color:blue">www.openspaceworld.com</span></a>
</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"><a
moz-do-not-send="true"
href="http://www.ho-image.com%20"
target="_blank"><span
style="color:blue">www.ho-image.com</span></a>
(Personal Website)</span></p>
<p class="MsoNormal"><span
style="font-size:10.5pt;font-family:Consolas;color:#1f497d">To
subscribe, unsubscribe, change your
options, view the archives of OSLIST
Go to:<a moz-do-not-send="true"
href="http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org"
target="_blank"><span
style="color:blue">http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org</span></a></span></p>
</div>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<div>
<div style="border:none;border-top:solid
#b5c4df 1.0pt;padding:3.0pt 0in 0in 0in">
<p class="MsoNormal"><b><span
style="font-size:10.0pt;font-family:"Tahoma","sans-serif"">From:</span></b><span
style="font-size:10.0pt;font-family:"Tahoma","sans-serif"">
<a moz-do-not-send="true"
href="mailto:oslist-bounces@lists.openspacetech.org"
target="_blank">oslist-bounces@lists.openspacetech.org</a>
[mailto:<a moz-do-not-send="true"
href="mailto:oslist-bounces@lists.openspacetech.org"
target="_blank">oslist-bounces@lists.openspacetech.org</a>]
<b>On Behalf Of </b>David Osborne<br>
<b>Sent:</b> Tuesday, February 04,
2014 6:57 PM<br>
<b>To:</b> World wide Open Space
Technology email list<br>
<b>Subject:</b> Re: [OSList]
Management and Organization</span></p>
</div>
</div>
<p class="MsoNormal"> </p>
<div>
<p class="MsoNormal">Harrison, </p>
<div>
<p class="MsoNormal"> </p>
</div>
<div>
<p class="MsoNormal">I had to laugh at
my own words as I re-read them.. <i>."support
leaders in adopting approaches that
move toward greater and greater
levels of self-organization." </i>The
system of course is self-organizing
all the time !!! </p>
</div>
<div>
<p class="MsoNormal"> </p>
</div>
<div>
<p class="MsoNormal">Opening space
enables the system it to move closer
and closer to high performance versus
stuckness, stagnation, decline and
death. If I restate what I was trying
to express, I think we can Open Space
in big ways as an OS does and/or in
small ways through the openness in
leadership approaches that provide
more space for passion, creativity,
personal responsibility etc. This is
working at the micro-level though
versus the full paradigm shift you
describe. I agree with your
description whole-heartedly. </p>
</div>
<div>
<p class="MsoNormal"> </p>
</div>
<div>
<p class="MsoNormal">You raise for me
very pragmatic questions. Both in our
small company, ChangeFusion, and in a
global membership organization I'm
involved in we're exploring the
question of how can we have some
structure and boundaries and yet
provide space for self-organization.
it's hard to find models that enable
both. </p>
</div>
<div>
<p class="MsoNormal"> </p>
</div>
<div>
<p class="MsoNormal">I'd love to hear if
others have suggestions of examples. </p>
</div>
<div>
<p class="MsoNormal"> </p>
</div>
<div>
<p class="MsoNormal">David </p>
</div>
<div>
<p class="MsoNormal"> </p>
</div>
</div>
<div>
<p class="MsoNormal"
style="margin-bottom:12.0pt"> </p>
<div>
<p class="MsoNormal">On Tue, Feb 4, 2014
at 2:54 PM, Harrison Owen <<a
moz-do-not-send="true"
href="mailto:hhowen@verizon.net"
target="_blank">hhowen@verizon.net</a>>
wrote: </p>
<div>
<div>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Hello
David O. and David S. I’ve
re-titled to give the thread a
new name if only because I think
it is headed in some new
directions with hopefully a long
and useful discussion in
prospect. </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">This
discussion may get a little
difficult as we attempt to
define and understand the words
we are using, “Management,” for
example. I had in mind the more
common garden variety of
Management’s role in
organizations. As Wikipedia
(that source of all useful
information) notes, “Despite the
move toward workplace democracy,
command-and-control organization
structures remain commonplace
as <i>de facto</i> organization
structure.” (Wikipedia). Back in
the old days a common definition
of a good manager was one who,
“Makes the plan, manages to the
plan, and meets the plan.” And
we all know how that was
supposed to be done. Single
word: Control. Lots of Command
and Control.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">David
has moved in new, interesting
and effective directions saying,
“What I have found is that as
I'm able to share the conditions
that support self-organization
and how they can be integrated
into individuals leadership
approach that the leaders move
toward approaches that support
greater and greater
self-organization.”</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">I
applaud the effort, but it seems
to me it may be rather a half
step. If I hear David’s words
correctly, the fundamental
understanding of “organization”
remains unchanged (predesigned
structure and controls with
Leaders/Managers in charge) and
the new effort is to enable
“leaders (to) move toward
approaches that support greater
and greater self-organization.”
Tactically I can certainly
understand the approach, but
what if organization is
fundamentally, essentially, in
totality – Self Organizing? If
that is the situation, “greater
and greater self organization”
makes little sense for a very
simple reason. It is all self
organizing to begin with! But I
guess that is just splitting
hairs, and for sure the heart is
moving in the right direction.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">The
revolutionary in me (and yes
there is some of that </span><span
style="font-size:11.0pt;font-family:Wingdings;color:#1f497d">J</span><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">)
would dearly love to shake the
organizational world by the
scruff of the neck saying
something like, Move on, Wake
up! You just can’t get there
from here. And for a certainty,
such an approach would have no
chance of success. There needs
to be a change in view, I am
sure -- but forced change, were
it even possible, falls back on
the old way which wasn’t
effective then and won’t work
now. And there is another way
which unfortunately requires
some patient waiting. But we may
not have to wait that long.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">It
is a very common lament -- that,
“things just aren’t working.”
What “things” and the nature of
their dysfunction are often left
unsaid, but the universal
uneasiness is pretty clear. To
date, the usual response has
been to do more and more of what
we’ve always done, but maybe
with a different name (Quality
Circles, Process Re-Engineering,
Dialogue, maybe even AGILE when
mandated etc.). The results have
not been inspiring. Some would
even include Open Space
Technology as a new tool. But I
don’t think that works either if
the intent is to fix the old
system.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">As
the lament continues, some
strange things are happening.
Every now and again something
actually WORKS! And it works
even when the plans are busted,
the leadership is incompetent,
the environment sour and
threatening. Who knows how or
why – but it worked. The Brits
usually call this Muddling
Through, which is what happens
when everything goes a different
way than it was supposed to –
but it all turns out fine. Phew!</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">There
is another name for this strange
phenomenon. Anomaly. Anomaly
literally means being outside
the law (lawless) from the Greek
<i>a</i> (without) <i>nomos</i>
(law). Anomalies cause one to
scratch the head in wonder...How
on earth could THAT happen? Most
often, we just pass them by with
a dismissive, “weird!” I think
that is a mistake.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Peter
Vaill, an old friend and
colleague, had a knack for
seriously noticing anomalies. He
observed that some organizations
performed at levels of
excellence that definitely blew
away the competition. He called
them High Performing Systems.
The problem was, these systems
broke all the rules of how
organizations were supposed to
work. As a Professor of
Management, Peter could be
accused of a flawed effort
because instead of attempting to
analyze how they worked, Peter
contented himself with a
delightful description of what
they did, which he captured in a
short paper (1977<i>), The
Behavioral Characteristics of
High Performing Systems</i>. I
say delightful because he wrote
in a totally colloquial fashion,
and definitely not in the style
of Academe, even though he was
the (then) Dean of the Business
School at George Washington
University.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Writing
almost 10 years before Open
Space Technology, Peter seems
prescient, for his “Behavioral
Characteristics” are a perfect
description of the common
behavior at every Open Space I
have ever seen. Taking a tall
leap in logic, I have argued
(Wave Rider) that the link
between Peter’s High Performing
Systems, and what we have
experienced in Open Space is the
phenomenon of self organization.
Or put somewhat differently,
High Performing Systems are well
functioning self organizing
systems. And in function and
effect they are definitely
anomalous for according to the
accepted wisdom, they simply
could not happen or do what they
do! </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">On
the subject of Anomaly and the
importance of same, the work of
Thomas Kuhn comes to mind.
Author of, “The Structures of
Scientific Revolutions,” Kuhn
gave us that wonderful concept,
“paradigm,” as in Paradigm
Shift. As an historian of
Science, Kuhn describes how the
scientific world grew in wisdom
and stature, passing through
several understandings of the
nature of things, on the way to
new (and presumably better)
ones. That passage he called,
Paradigm Shifts. According to
his story, the scientific or
learned community held a certain
view of reality for a period of
time, which worked very well,
and seemed to explain most, if
not all, of the phenomenon of
their experience. This view
(paradigm) was taken as The
Truth, and defended with
ferocity. For example, everybody
“knew” at one time that the
Earth was the center of
everything and those who
disagreed were considered
heretics, and often dispatched.
Galileo, for instance. Then
funny little anomalies began to
show up as people observed the
heavens. If the anomalies were
not an illusion then Earth
centeredness was false – which
everybody knew must be wrong,
insanity, or worse. But the
anomalies refused to go away,
which made people more and more
uncomfortable, to say nothing of
angry. Then one shinning day the
view shifted. Same old heavens
as before but seen with totally
new eyes. Paradigm shift. Very
powerful and never comfortable.
</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">This
brief sojourn into the History
of Science can be helpful to our
present concerns, I think, for
we are facing a very similar
situation in our understanding
of organizations, as well as
management. The traditional
understanding of organization,
and therefore management, has
been around for a long time. As
with all paradigms, it is taken
to be The Truth, and those who
challenge will inevitably be
subject to dismissal at the
beginning, changing to
discomfort, and perhaps ending
with anger. The reason is very
simple. The investments in this
particular paradigm are
enormous, and include ways of
life, ways of making a living,
and for some, life itself.
Messing with all of that cannot
be done lightly.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">And
yet the anomalies persist. Some
are quite subtle and are
perceived only as a growing
sense that “things are not
working as we expected.”
However, when the
system/organization seems
broken, it is clear that we must
fix it and we think we know how.
If the organizational process is
screwy, then obviously we need
Process Re-Engineering. But it
didn’t work. We try harder and
harder, doing variants of what
we’ve always done, and
(surprisingly) we get what we’ve
always got. But hope springs
eternal, and someday we will
find The Fix. Or so it says in
all the books. Maybe.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Other
anomalies are not so subtle.
Open Space Technology is such an
anomaly. I believe it to be true
that Open Space violates
virtually all principles and
practices of traditional
organizational theory and
management practice. To the
extent that it (OS) works as we
have experienced it working –
much if not all of current
practice is called into
question. My view is doubtless
biased, but some 20 years ago, a
senior official from the
American Society for Training
and Development (pardon the
repeat) seemingly had the same
impression when he told me,
after hearing what happened in
Open Space, “Harrison, if what
you say is true, then 99% of
what we are currently do does
not need to be done.” I would
have been greatly relieved had I
been able to argue with him. But
I couldn’t. I can’t.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">So
David(s) – where does that leave
us? Discretion might dictate
picking up our toys and going
home. Others might suggest
heading for the barricades.
Personally I don’t think either
possibility is very useful. I
simply cannot deny what I have
experienced in Open Space, nor
can I resist the compulsion to
share the experience in whatever
way with whomsoever might show
up. I think the bottom line may
come down to: Move slowly with
empathy, and be prepared to
wait.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">And
what would that mean for us and
what we do...? At a practical
level, it could mean something
like this. Let’s suppose that
the Management of a very
traditional Organization shows
up on our doorstep. They are
concerned that organizational
function is dismal, the people
seem to dislike each other and
what they are doing, and profits
have disappeared. The request is
simple: Help! Somewhere they
heard about Open Space and
believe (hope) it could fix
their system, or at least make a
start.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">It
sounds like a marvelous
opportunity, and a natural
response would be, YES! At least
that would be my response. All
the essential preconditions for
OS seem to be in place (real
issue, complexity, etc) – BUT
... There are some issues to
consider. First, if by “fixing
their system” the client means
that the “traditional
Organization” is going to be put
back together as it once was,
that is a real problem, I think.
The reason is simple – the root
of their problems is precisely
the system (understanding of
organization) they were working
under. Make it even stronger.
Were I to design a system that
would maximize separation and
alienation, minimize creativity
and collaboration – I don’t
think I could do any better than
the system they were operating
under. Fixing, or restoring that
system would only compound their
misery. Secondly, Doing an Open
Space in that organization is
quite likely to increase the
general dissatisfaction with how
things are done. As one senior
executive from a very
traditional organization said to
me following an Open Space we
did, “You have ruined me for
work in this place. I am not
sure whether to thank you or
hate you.” Talk about being
caught on the horns of a
dilemma! If fully successful
with my task (opening space), I
will have failed the clients’
primary expectations (fixing the
system) and simultaneously
raised the level employee
dissatisfaction. </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">All
true, I think. And I would still
do the Open Space, but my
reasons could cause some
problems unless very carefully
explained, and that explanation
itself is problematical. At one
level I will do the Open Space
because I know that it will
enable people to be more
comfortable, powerful, sure of
themselves. That’s the easy
part. But at another level I
will do the Open Space in order
to introduce anomaly... one more
nudge towards Paradigm Shift.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">I
know full well that I can’t
shift paradigms for people. The
same is true of Transformation,
which has a lot to do with
paradigm shift. Both will happen
all by themselves...or not. But
I can and will nudge when given
the opportunity. After that it
is all about waiting...</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">So
what do you think about all
that?</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Harrison</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<div>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Harrison
Owen</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">7808
River Falls Dr.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Potomac,
MD 20854</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">USA</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">189
Beaucaire Ave. (summer)</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Camden,
Maine 04843</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Phone
<a moz-do-not-send="true"
href="tel:301-365-2093"
target="_blank">301-365-2093</a></span></p>
<p class="MsoNormal"> <span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">(summer)
<a moz-do-not-send="true"
href="tel:207-763-3261"
target="_blank">207-763-3261</a></span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><a
moz-do-not-send="true"
href="http://www.openspaceworld.com%20"
target="_blank"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif"">www.openspaceworld.com</span></a><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">
</span></p>
<p class="MsoNormal"><a
moz-do-not-send="true"
href="http://www.ho-image.com%20"
target="_blank"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif"">www.ho-image.com</span></a><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">
(Personal Website)</span></p>
<p class="MsoNormal"><span
style="font-size:10.5pt;font-family:Consolas;color:#1f497d">To
subscribe, unsubscribe, change
your options, view the
archives of OSLIST Go to:</span><a
moz-do-not-send="true"
href="http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org"
target="_blank"><span
style="font-size:10.5pt;font-family:Consolas">http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org</span></a></p>
</div>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<div>
<div
style="border:none;border-top:solid
#b5c4df 1.0pt;padding:3.0pt 0in
0in 0in">
<p class="MsoNormal"><b><span
style="font-size:10.0pt;font-family:"Tahoma","sans-serif"">From:</span></b><span
style="font-size:10.0pt;font-family:"Tahoma","sans-serif"">
<a moz-do-not-send="true"
href="mailto:oslist-bounces@lists.openspacetech.org"
target="_blank">oslist-bounces@lists.openspacetech.org</a>
[<a moz-do-not-send="true"
href="mailto:oslist-bounces@lists.openspacetech.org"
target="_blank">mailto:oslist-bounces@lists.openspacetech.org</a>]
<b>On Behalf Of </b>David
Osborne<br>
<b>Sent:</b> Monday,
February 03, 2014 9:47 AM<br>
<b>To:</b> World wide Open
Space Technology email list<br>
<b>Subject:</b> Re: [OSList]
Trust</span></p>
</div>
</div>
<p class="MsoNormal"> </p>
<div>
<p class="MsoNormal">I'm not sure
I agree OS fails as a management
tool.....Self-Organization has
become the lens I look at all my
work as an individual who
supports groups and
organizations in change and in
my leadership and management
development work. It's not an
either / or for me os works or
doesn't work as a management
tool. </p>
<div>
<p class="MsoNormal"> </p>
</div>
<div>
<p class="MsoNormal">Leadership
is simply supporting an
organization in moving toward
its goals. The invitation in
OS is the goal or issue that
people care about. What I have
found is that as I'm able to
share the conditions that
support self-organization and
how they can be integrated
into individuals leadership
approach that the leaders move
toward approaches that support
greater and greater
self-organization. This is not
top-down, traditional
leadership or management. As
you propose in Wave-Rider
Harrison, I believe the
principles of OS /
self-organization can be
integrated as a leadership
approach with great results. </p>
<div>
<p class="MsoNormal"> </p>
</div>
<div>
<p class="MsoNormal">David </p>
<div>
<p class="MsoNormal"> </p>
</div>
<div>
<p class="MsoNormal"> </p>
<div>
<p class="MsoNormal"> </p>
</div>
</div>
</div>
</div>
</div>
<div>
<p class="MsoNormal"
style="margin-bottom:12.0pt"> </p>
<div>
<p class="MsoNormal">On Mon, Feb
3, 2014 at 8:57 AM, Harrison
Owen <<a
moz-do-not-send="true"
href="mailto:hhowen@verizon.net"
target="_blank">hhowen@verizon.net</a>>
wrote: </p>
<div>
<div>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">David
– I would totally agree
that OS</span> “<span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">utterly
fails as a management
tool.” Then again I
think that OS shares
this fate/condition with
all other “management
tools,” at least as I
understand “management”
and “tool” in the
context of enabling
effective human
performance. And thereby
hang the beginning of a
long and useful
discussion, I think.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">ho</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Harrison
Owen</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">7808
River Falls Dr.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Potomac,
MD 20854</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">USA</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">189
Beaucaire Ave. (summer)</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Camden,
Maine 04843</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Phone
<a
moz-do-not-send="true"
href="tel:301-365-2093" target="_blank">301-365-2093</a></span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">(summer)
<a
moz-do-not-send="true"
href="tel:207-763-3261" target="_blank">207-763-3261</a></span></p>
<p class="MsoNormal"> <span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"><a
moz-do-not-send="true"
href="http://www.openspaceworld.com%20" target="_blank">www.openspaceworld.com</a>
</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"><a
moz-do-not-send="true"
href="http://www.ho-image.com%20" target="_blank">www.ho-image.com</a>
(Personal Website)</span></p>
<p class="MsoNormal"><span
style="font-size:10.5pt;font-family:Consolas;color:#1f497d">To
subscribe, unsubscribe,
change your options,
view the archives of
OSLIST Go to:<a
moz-do-not-send="true"
href="http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org"
target="_blank">http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org</a></span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<div
style="border:none;border-top:solid
#b5c4df
1.0pt;padding:3.0pt 0in
0in 0in">
<p class="MsoNormal"><b><span
style="font-size:10.0pt;font-family:"Tahoma","sans-serif"">From:</span></b><span
style="font-size:10.0pt;font-family:"Tahoma","sans-serif"">
<a
moz-do-not-send="true"
href="mailto:oslist-bounces@lists.openspacetech.org" target="_blank">oslist-bounces@lists.openspacetech.org</a>
[mailto:<a
moz-do-not-send="true"
href="mailto:oslist-bounces@lists.openspacetech.org" target="_blank">oslist-bounces@lists.openspacetech.org</a>]
<b>On Behalf Of </b>David
stevenson<br>
<b>Sent:</b> Monday,
February 03, 2014 1:51
AM<br>
<b>To:</b> World wide
Open Space Technology
email list<br>
<b>Subject:</b> Re:
[OSList] Trust</span></p>
</div>
<p class="MsoNormal"> </p>
<p class="MsoNormal"> Ho
indeed Harrison! OpenSpace
opens space for freedom of
spirit and heart, choice
and the weaving of our
fates and destinies with
that of our world, it does
not achieve complience and
so, at least to the extent
that people are to be
managed...</p>
<div>
<p class="MsoNormal">On
Saturday, February 1,
2014, Harrison Owen <<a
moz-do-not-send="true"
href="mailto:hhowen@verizon.net" target="_blank">hhowen@verizon.net</a>>
wrote:</p>
<div>
<div>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Brendan
said: “And in my
view , all
germinating from
that initial
transfer of trust
between mentor and
sponsor” Right on!
I don’t think it
makes a bit of
difference how
elegantly one
“does” the Open
Space. It is
really all about
TRUST. When I said
that anybody with
a good heart and
good mind can “do
it,” that is just
a long winded way
of saying what
I’ve always found
to be true.
Expertise is
interesting.
Integrity and
Trust are
essential. A new
comer to the OS
world, opening
space for the very
first time,
muffing some
lines, and
forgetting others
– can do every bit
as well as a 20
year veteran. The
coin of the realm
is Integrity,
authenticity,
trust. But none of
that should be
news, for that
trio is the
bedrock of all
positive human
encounter, I
think. Which may
just be another
way of pointing
out that OS is not
some special
process we do, it
is just life lived
well. Or
something.</span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">ho</span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<div>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Harrison
Owen</span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">7808
River Falls Dr.</span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Potomac,
MD 20854</span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">USA</span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">189
Beaucaire Ave.
(summer)</span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Camden,
Maine 04843</span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Phone
<a
moz-do-not-send="true"
href="tel:301-365-2093" target="_blank">301-365-2093</a></span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">(summer)
<a
moz-do-not-send="true"
href="tel:207-763-3261" target="_blank">207-763-3261</a></span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"><a
moz-do-not-send="true" href="http://www.openspaceworld.com%20"
target="_blank">www.openspaceworld.com</a>
</span></p>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"><a
moz-do-not-send="true" href="http://www.ho-image.com%20" target="_blank">www.ho-image.com</a>
(Personal
Website)</span></p>
<p> <span
style="font-size:10.5pt;font-family:Consolas;color:#1f497d">To
subscribe,
unsubscribe,
change your
options, view
the archives of
OSLIST Go to:<a
moz-do-not-send="true"
href="http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org"
target="_blank">http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org</a></span></p>
</div>
<p><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"> </span></p>
<div>
<div
style="border:none;border-top:solid
#b5c4df
1.0pt;padding:3.0pt
0in 0in 0in">
<p><b><span
style="font-size:10.0pt;font-family:"Tahoma","sans-serif"">From:</span></b><span
style="font-size:10.0pt;font-family:"Tahoma","sans-serif"">
<a
moz-do-not-send="true"
href="mailto:oslist-bounces@lists.openspacetech.org" target="_blank">oslist-bounces@lists.openspacetech.org</a>
[<a
moz-do-not-send="true"
href="mailto:oslist-bounces@lists.openspacetech.org" target="_blank">mailto:oslist-bounces@lists.openspacetech.org</a>]
<b>On Behalf
Of </b>Brendan
McKeague<br>
<b>Sent:</b>
Saturday,
February 01,
2014 12:57 AM<br>
<b>To:</b>
World wide
Open Space
Technology
email list<br>
<b>Subject:</b>
Re: [OSList]
Sponsor
PreWork
Conversation
(long)</span></p>
</div>
</div>
<p> </p>
<p>A very interesting
question Chuni Li...</p>
<div>
<p> </p>
</div>
<div>
<p>The sponsor was
being mentored by
one of my
colleagues in our
local Open Space
community of
practice (Wave
Riders) who
suggested to him
that OS was the
right method/model
for the task at
hand. As his
coach (the formal
role as perceived
by the
organisation), my
colleague
encouraged the
sponsor to get in
touch with me to
avoid any
perceived conflict
of interest. The
sponsor researched
OS for himself
first and then
engaged me to
provide the
specialist
knowledge....Harrison
often says that
anyone with a good
heart and head can
open space - and I
agree - while at
the same time, I
acknowledge that
'Open Space
wisdom' is often
helpful, if not
necessary, in
situations of
increased
complexity and
potential
conflict. </p>
</div>
<div>
<p> </p>
</div>
<div>
<p>After his initial
attraction to OS
in theory, and as
part of his
research, the
sponsor then ran a
mini Open Space
within his own
jurisdiction to
see how it worked
in reality - he
wished to speak
from his lived
experience when
engaging with his
higher-uppers. He
also watched a few
of the growing
library of YouTube
clips that are so
wonderful for
educating
potential
sponsors. </p>
</div>
<div>
<p> </p>
</div>
<div>
<p>Now totally
convinced, the
transfer of trust
was complete at
various
levels....trusting
the process (OST
works) AND
trusting the
facilitator (who
was aligned with
the essence of OST
- i.e living in
it) AND trusting
that both
facilitator and
process were
'fit-for-purpose'
in this context. </p>
</div>
<div>
<p> </p>
</div>
<div>
<p>And in my view ,
all germinating
from that initial
transfer of trust
between mentor and
sponsor</p>
</div>
<div>
<p> </p>
</div>
<div>
<p>Hope this story
helps </p>
</div>
<div>
<p> </p>
</div>
<div>
<p>Cheers Brendan</p>
</div>
<div>
<p> </p>
</div>
<div>
<p> </p>
</div>
<div>
<div>
<p> </p>
<div>
<div>
<p>On
31/01/2014, at
1:10 PM, <a
moz-do-not-send="true"
href="mailto:chunili2000@yahoo.com" target="_blank">chunili2000@yahoo.com</a>
wrote:</p>
</div>
<p
style="margin-bottom:12.0pt"> </p>
<div>
<div>
<div>
<p
style="background:white"><span
style="font-size:10.0pt;font-family:"Helvetica","sans-serif"">Thank
you Brendan
for taking the
time to
organize and
share this
information -
so precious
and such a
generous gift!</span></p>
</div>
<div>
<p
style="background:white"><span
style="font-size:10.0pt;font-family:"Helvetica","sans-serif""> </span></p>
</div>
<div>
<p
style="background:white"><span
style="font-size:10.0pt;font-family:"Helvetica","sans-serif"">I
am curious
about the
sponsor who
"put his neck
out" to make
the event
happen.</span></p>
</div>
<div>
<p
style="background:white"><span
style="font-size:10.0pt;font-family:"Helvetica","sans-serif"">Had
he experienced
OST before?
Did you have
to "convince"
him? What made
him willing to
"jump through
the hoops?"
Was it the OST
process or was
it you that he
trusted?</span></p>
</div>
<div>
<p
style="background:white"><span
style="font-size:10.0pt;font-family:"Helvetica","sans-serif""> </span></p>
</div>
<div>
<p
style="background:white"><span
style="font-size:10.0pt;font-family:"Helvetica","sans-serif"">Chuni
Li</span></p>
</div>
<div>
<p
style="background:white"><span
style="font-size:10.0pt;font-family:"Helvetica","sans-serif"">New
Jersey</span></p>
</div>
<p
style="background:white"><span
style="font-size:10.0pt;font-family:"Helvetica","sans-serif"">
</span></p>
<div>
<div>
<div>
<p
style="background:white"><b><span
style="font-size:10.0pt;font-family:"Arial","sans-serif"">From:</span></b><span
style="font-size:10.0pt;font-family:"Arial","sans-serif"">
Brendan Mc</span></p>
</div>
</div>
</div>
</div>
</div>
</div>
</div>
</div>
</div>
</div>
</div>
<p class="MsoNormal"><span
style="color:#888888"><br>
<br>
-- <br>
David Stevenson<br>
Sent from Gmail Mobile</span></p>
</div>
</div>
<p class="MsoNormal"
style="margin-bottom:12.0pt">
<br>
_______________________________________________
<br>
OSList mailing list <br>
To post send emails to <a
moz-do-not-send="true"
href="mailto:OSList@lists.openspacetech.org"
target="_blank">OSList@lists.openspacetech.org</a>
<br>
To unsubscribe send an email
to <a moz-do-not-send="true"
href="mailto:OSList-leave@lists.openspacetech.org" target="_blank">OSList-leave@lists.openspacetech.org</a>
<br>
To subscribe or manage your
subscription click below: <br>
<a moz-do-not-send="true"
href="http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org"
target="_blank">http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org</a>
</p>
</div>
<p class="MsoNormal"> </p>
</div>
<p class="MsoNormal"> </p>
<p>--</p>
<p>David Osborne</p>
<p><img
src="cid:part38.04000205.02060609@newtechusa.net"
alt="http://www.change-fusion.com/ChangeFusionLogo.jpg" border="0"
height="58" width="150"></p>
<p><a moz-do-not-send="true"
href="http://www.change-fusion.com"
target="_blank">www.change-fusion.com</a>
| <a moz-do-not-send="true"
href="mailto:dosborne@change-fusion.com"
target="_blank">dosborne@change-fusion.com</a>
| <a moz-do-not-send="true"
href="tel:703.939.1777"
target="_blank">703.939.1777</a></p>
</div>
</div>
<p class="MsoNormal"
style="margin-bottom:12.0pt"><br>
_______________________________________________
<br>
OSList mailing list <br>
To post send emails to <a
moz-do-not-send="true"
href="mailto:OSList@lists.openspacetech.org"
target="_blank">OSList@lists.openspacetech.org</a>
<br>
To unsubscribe send an email to <a
moz-do-not-send="true"
href="mailto:OSList-leave@lists.openspacetech.org"
target="_blank">OSList-leave@lists.openspacetech.org</a>
<br>
To subscribe or manage your
subscription click below: <br>
<a moz-do-not-send="true"
href="http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org"
target="_blank">http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org</a>
</p>
</div>
<p class="MsoNormal"> </p>
</div>
<p class="MsoNormal"> </p>
<p>--</p>
<p>David Osborne</p>
<p><img moz-do-not-send="true"
src="http://www.change-fusion.com/ChangeFusionLogo.jpg"
border="0" height="58" width="150"></p>
<p><a moz-do-not-send="true"
href="http://www.change-fusion.com"
target="_blank">www.change-fusion.com</a>
| <a moz-do-not-send="true"
href="mailto:dosborne@change-fusion.com"
target="_blank">dosborne@change-fusion.com</a>
| <a moz-do-not-send="true"
href="tel:703.939.1777"
value="+17039391777" target="_blank">703.939.1777</a></p>
</div>
</div>
<br>
_______________________________________________
<br>
OSList mailing list <br>
To post send emails to <a
moz-do-not-send="true"
href="mailto:OSList@lists.openspacetech.org"
target="_blank">OSList@lists.openspacetech.org</a>
<br>
To unsubscribe send an email to <a
moz-do-not-send="true"
href="mailto:OSList-leave@lists.openspacetech.org"
target="_blank">OSList-leave@lists.openspacetech.org</a>
<br>
To subscribe or manage your subscription click
below: <br>
<a moz-do-not-send="true"
href="http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org"
target="_blank">http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org</a>
<br>
<br>
</blockquote>
</div>
<br>
</div>
<br>
<p>--</p>
<p>David Osborne</p>
<p style="text-align:left"><img moz-do-not-send="true"
src="http://www.change-fusion.com/ChangeFusionLogo.jpg" alt=""
height="58" width="150"></p>
<p style="text-align:left"><a moz-do-not-send="true"
href="http://www.change-fusion.com"
target="_blank">www.change-fusion.com</a> | <a
moz-do-not-send="true"
href="mailto:dosborne@change-fusion.com"
target="_blank">dosborne@change-fusion.com</a> | <a
moz-do-not-send="true" href="tel:703.939.1777"
value="+17039391777" target="_blank">703.939.1777</a></p>
</div>
</div>
</div>
<br>
_______________________________________________<br>
OSList mailing list<br>
To post send emails to <a moz-do-not-send="true"
href="mailto:OSList@lists.openspacetech.org">OSList@lists.openspacetech.org</a><br>
To unsubscribe send an email to <a moz-do-not-send="true"
href="mailto:OSList-leave@lists.openspacetech.org">OSList-leave@lists.openspacetech.org</a><br>
To subscribe or manage your subscription click below:<br>
<a moz-do-not-send="true"
href="http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org"
target="_blank">http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org</a><br>
<br>
</blockquote>
</div>
<br>
<br clear="all">
<br>
-- <br>
<div dir="ltr">Suzanne Daigle<br>
Open Space Facilitator<br>
NuFocus Strategic Group<br>
<br>
FL 941-359-8877 <br>
Cell: 203-722-2009<br>
<a moz-do-not-send="true" href="http://www.nufocusgroup.com"
target="_blank">www.nufocusgroup.com</a><br>
<a moz-do-not-send="true"
href="mailto:s.daigle@nufocusgroup.com" target="_blank">s.daigle@nufocusgroup.com</a><br>
twitter @suzannedaigle<br>
</div>
</div>
<br>
<fieldset class="mimeAttachmentHeader"></fieldset>
<br>
<pre wrap="">_______________________________________________
OSList mailing list
To post send emails to <a class="moz-txt-link-abbreviated" href="mailto:OSList@lists.openspacetech.org">OSList@lists.openspacetech.org</a>
To unsubscribe send an email to <a class="moz-txt-link-abbreviated" href="mailto:OSList-leave@lists.openspacetech.org">OSList-leave@lists.openspacetech.org</a>
To subscribe or manage your subscription click below:
<a class="moz-txt-link-freetext" href="http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org">http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org</a>
</pre>
</blockquote>
<br>
<div class="moz-signature">-- <br>
<meta http-equiv="Content-Type" content="text/html;
charset=ISO-8859-1">
<meta http-equiv="Content-Style-Type" content="text/css">
<title></title>
<meta name="Generator" content="Cocoa HTML Writer">
<meta name="CocoaVersion" content="1138">
<style type="text/css">
p.p1 {margin: 0.0px 0.0px 0.0px 0.0px; font: 14.0px Arial}
p.p2 {margin: 0.0px 0.0px 0.0px 0.0px; font: 14.0px Arial; color: #0000ee}
p.p3 {margin: 0.0px 0.0px 0.0px 0.0px; font: 14.0px Arial; color: #1a37ee}
span.s1 {text-decoration: underline}
span.s2 {color: #000000}
span.s3 {text-decoration: underline ; color: #0000ee}
</style>
<p class="p1">Daniel Mezick, President</p>
<p class="p1">New Technology Solutions Inc.</p>
<p class="p1">(203) 915 7248 (cell)</p>
<p class="p2"><span class="s1"><a
href="http://newtechusa.net/dan-mezick/">Bio</a></span><span
class="s2">. <a href="http://newtechusa.net/blog/"><span
class="s1">Blog</span></a>. <a
href="http://twitter.com/#%21/danmezick/"><span class="s1">Twitter</span></a>.<span
class="Apple-converted-space"> </span></span></p>
<p class="p3"><span class="s2">Examine my new book:<span
class="Apple-converted-space"> </span><a
href="http://newtechusa.net/about/the-culture-game-book/"><span
class="s1">The Culture Game </span></a></span><span
class="s1">: Tools for the Agile Manager</span><span
class="s2">.</span></p>
<p class="p1">Explore Agile Team <a
href="http://newtechusa.net/services/agile-scrum-training/"><span
class="s3">Training</span></a> and <a
href="http://newtechusa.net/services/agile-scrum-coaching/"><span
class="s3">Coaching.</span></a></p>
<p class="p1">Explore the <a
href="http://newtechusa.net//user-groups/ma/"><span class="s3">Agile
Boston </span></a>Community.<span
class="Apple-converted-space"> </span></p>
</div>
</body>
</html>