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Hi Rosa, <br>
<br>
<i><br>
</i><i>"...it's amazing how much energy can be freed up, when people
are willing to reconsider the assumption of needing to come up
with "a single action"</i><br>
<br>
Yes, and I notice that when the invite is really sincere, and people
feel they can opt-out with no sanctions, that is exactly what some
of the folks do. Especially the 2nd meeting, the one with far less
novelty about it. They just do what they want to do. "Everyone gets
what they want" from a sincere invite to Open Space. <br>
<br>
Now, there are no formal sanctions (from the org) for not attending.
People are people and when the passionate and responsible show up,
for sure they notice who is and is not also present. Right? And what
they do with that information is up to them right? How each
individual responds to the new info is part of the process of
continuous self-organization and org-wide integration of the
learning. <br>
<br>
One of my current beliefs is that, when OST is used in
organizations, it has a huge "spectator sport" dimension to it. By
this I mean one of the great things that happens is the org gets new
information about itself, and what it wants, merely by observing and
watching.<br>
<br>
I notice that the 2nd meeting usually has more intensity. The people
have some experience with experiments now, and OST, and they pretty
much know who is passionate and who is not. There are usually fewer
sessions on the wall, and those sessions are much more focused on a
few known-to-be-very-important topics, and the sessions are
typically much more provocative.<br>
<i><br>
</i><i><br>
</i><i>"...and instead begin to open to the possibility of having a
multiplicity of actions emerge."</i><br>
<br>
Yes, and so interesting: The people who end up in the closing circle
of the 2nd Open Space typically start DOING THINGS after that
meeting. Not just ONE thing. Individuals acting alone and more often
in small groups of 2,3,4 etc start DOING different THINGS, typically
without seeking "permission" (aka "authorization") from anyone
whatsoever. <br>
<br>
Its all very curious and mysterious.<br>
<br>
<br>
<div class="moz-cite-prefix">On 8/5/14 11:18 PM, Rosa Zubizarreta
wrote:<br>
</div>
<blockquote
cite="mid:CAHp709eApPeZotgh0wiTayAWt9a60KMdDL7KXBhwH1emChj0_g@mail.gmail.com"
type="cite">
<div dir="ltr">Yes, great story, Daniel!
<div><br>
</div>
<div>One of the ways that my experiences with OST have
profoundly influenced me, </div>
<div>is in making very apparent, the futility and sheer madness
of attempting to "get everyone to agree" to anything... </div>
<div><br>
</div>
<div>One place where I often find people still deluded into
thinking that it's "how many" that matters,</div>
<div>is in some old-style social change circles… it's amazing
how much energy can be freed up, when people </div>
<div>are willing to reconsider the assumption of needing to come
up with "a single action" that everyone will subscribe to…</div>
<div>and instead begin to open to the possibility of having a
multiplicity of actions emerge.</div>
<div><br>
</div>
<div>The old idea of "strength in numbers" can be a hard one for
people to let go of.. and yet there can be so much more power
in small committed groups of people following their own
inspiration… especially when there is reasonable communication
among them. </div>
<div>
<div class="gmail_extra"><br clear="all">
<div>
<div dir="ltr"><br>
<div><br>
</div>
</div>
</div>
<div class="gmail_quote">On Mon, Aug 4, 2014 at 6:01 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 bgcolor="white" link="blue" vlink="purple"
lang="EN-US">
<div>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d">Wonderful
story, and marvelous lesson: It is never about
“how many” – but always about “Who cares, and
how much.” Those who care ALWAYS make the
difference. I think. Have fun!</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d">Harrison</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d"> </span></p>
<div>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d">Winter
Address</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d">7808
River Falls Drive</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d">Potomac,
MD 20854</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d"><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;color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d">Summer
Address</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d">189
Beaucaire Ave.</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d">Camden,
ME 04843</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d"><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;color:#1f497d"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d">Websites</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d"><a
moz-do-not-send="true"
href="http://%20www.openspaceworld.com"
target="_blank"><span style="color:blue">
www.openspaceworld.com</span></a></span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d"><a
moz-do-not-send="true"
href="http://www.ho-image.com"
target="_blank"><span style="color:blue">www.ho-image.com</span></a></span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;color:#1f497d">OSLIST
</span><span
style="font-size:10.5pt;font-family:Consolas;color:#1f497d">To
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<p class="MsoNormal"><span
style="font-size:11.0pt;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";color:windowtext">From:</span></b><span
style="font-size:10.0pt;font-family:"Tahoma","sans-serif";color:windowtext">
OSList [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>Daniel Mezick<br>
<b>Sent:</b> Monday, August 04, 2014 4:50 PM<br>
<b>To:</b> <a moz-do-not-send="true"
href="mailto:oslist@lists.openspacetech.org"
target="_blank">oslist@lists.openspacetech.org</a><br>
<b>Subject:</b> [OSList] Open Agile Adoption
experience report</span></p>
</div>
</div>
<div>
<div>
<p class="MsoNormal"> </p>
<p class="MsoNormal">As some of you may know,
ASCAP (The American Society of Composers
Authors and Publishers) recently won the
coveted CIO100 award from CIO MAGAZINE. </p>
<p class="MsoNormal"><br>
You can learn more about that here:</p>
<p class="MsoNormal"> </p>
<p class="MsoNormal"><a moz-do-not-send="true"
href="http://www.ascap.com/press/2014/0610-ascap-to-receive-cio-100-award.aspx"
target="_blank">http://www.ascap.com/press/2014/0610-ascap-to-receive-cio-100-award.aspx</a></p>
<p class="MsoNormal"> </p>
<p class="MsoNormal">ASCAP is an organization
that uses Open Agile Adoption with Open Space.
They are one of the 1<sup>st</sup> to stick
their necks out, and avoid mandates, and try
the self-organized approach to figuring out
what Agile adoption might actually mean to
their organization. </p>
<p class="MsoNormal"> </p>
<p class="MsoNormal">When we did the 2<sup>nd</sup>
Open Space (“OST2”) at ASCAP, the event was
not as well attended, and had a smaller
closing circle than the 1<sup>st</sup> OAA
Open Space or “OST1”. </p>
<p class="MsoNormal"><br>
At the time, I felt like we failed. However, a
couple of interesting patterns emerged:</p>
<p class="MsoNormal"> </p>
<p><span style="font-family:Symbol">·</span><span
style="font-size:7.0pt"> </span>The
people who participated all the way to the
closing circle were full of passion and
responsibility</p>
<p><span style="font-family:Symbol">·</span><span
style="font-size:7.0pt"> </span>Those
same people were the people who took the whole
Agile adoption forward from there !</p>
<p class="MsoNormal"> </p>
<p class="MsoNormal">Imagine my astonishment as
ASCAP completed their mission-critical task of
delivering a new business operating system-
the system that pays royalties to hundreds of
thousands of members. AND they got this done
at a time when the business was under
tremendous pressure to perform. Furthermore
they got this done using agile ideas inside a
100-year-old-culture that was highly resistant
to change. </p>
<p class="MsoNormal"> </p>
<p class="MsoNormal">What looked like a total
failure in the closing Open Space was actually
the beginning of very significant culture
change inside the company. </p>
<p class="MsoNormal">
<br>
<br>
</p>
<p class="MsoNormal"> </p>
<p class="MsoNormal">The next client to use OAA
was a progressive, FORTUNE Top-20 employer, a
software company. You would think they would
NOT have a 2<sup>nd</sup> Open Space that was
less attended than the 1<sup>st</sup>, but
they did. I recognized the pattern again—the
really passionate and responsible people were
there, in the closing circle. Furthermore,
while the numbers of people were down, the
level of intensity was way UP—one participant
remarking in the closing circle said “I don’t
understand why the whole company isn’t here
right now. We are making tremendous
improvements!”</p>
<p class="MsoNormal"> </p>
<p class="MsoNormal">Moral of Story: If you use
Open Agile Adoption, expect the 2<sup>nd</sup>
Open Space (about 3 to 4 months later) to have
lower attendance. This is a normal pattern.
The people who are present in the closing
circle are your new leaders- the people who
are going to carry the culture change forward.
</p>
<p class="MsoNormal"> </p>
<p class="MsoNormal">I welcome your questions as
you ponder the futility of mandates (and the
power of invitation) in your own work with
organizations that are working hard to improve
their culture-- and their results. </p>
<p class="MsoNormal"><span
style="font-family:"Times New
Roman","serif""> </span></p>
<div>
<p class="MsoNormal"><span
style="font-family:"Times New
Roman","serif"">-- <br>
<br>
</span></p>
<p>Daniel Mezick, President</p>
<p>New Technology Solutions Inc.</p>
<p><a moz-do-not-send="true"
href="tel:%28203%29%20915%207248"
value="+12039157248" target="_blank">(203)
915 7248</a> (cell)</p>
<p><span><a moz-do-not-send="true"
href="http://newtechusa.net/dan-mezick/"
target="_blank">Bio</a></span><span>. <a
moz-do-not-send="true"
href="http://newtechusa.net/blog/"
target="_blank"><span>Blog</span></a>. <a
moz-do-not-send="true"
href="http://twitter.com/#%21/danmezick/"
target="_blank"><span>Twitter</span></a>.</span><span><span
style="color:black"> </span></span></p>
<p><span>Examine my new book:</span><span><span
style="color:black"> </span></span><span><a
moz-do-not-send="true"
href="http://newtechusa.net/about/the-culture-game-book/"
target="_blank"><span>The Culture Game </span></a></span><span>:
Tools for the Agile Manager</span><span>.</span></p>
<p>Explore Agile Team <a
moz-do-not-send="true"
href="http://newtechusa.net/services/agile-scrum-training/"
target="_blank"><span>Training</span></a>
and <a moz-do-not-send="true"
href="http://newtechusa.net/services/agile-scrum-coaching/"
target="_blank"><span>Coaching.</span></a></p>
<p>Explore the <a moz-do-not-send="true"
href="http://newtechusa.net/user-groups/ma/"
target="_blank"><span>Agile Boston </span></a>Community.<span> </span></p>
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<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
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