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<div class="moz-cite-prefix">On 10/17/14 7:01 AM, John Baxter wrote:<br>
</div>
<blockquote
cite="mid:CAJpg6=S9NBRWU2emSRO+YMCR2UZ2=+Z21ed_QpZ67NeMmCW1zA@mail.gmail.com"
type="cite">
<div dir="ltr">
<div class="gmail_default" style="font-family:trebuchet
ms,sans-serif;color:#444444">I don't think you need to be so
qualified, Paul;</div>
<div class="gmail_default" style="font-family:trebuchet
ms,sans-serif;color:#444444">3.) All "all statements" are <i>positively</i> self
limiting.</div>
<div class="gmail_default" style="font-family:trebuchet
ms,sans-serif;color:#444444"><br>
</div>
<div class="gmail_default" style="font-family:trebuchet
ms,sans-serif;color:#444444">But then if I gather correctly,
it's all a joke anyway.</div>
<div class="gmail_default" style="font-family:trebuchet
ms,sans-serif;color:#444444"><br>
</div>
<div class="gmail_default" style="font-family:trebuchet
ms,sans-serif;color:#444444">So from that vantage point...
what do we do now?</div>
</div>
<div class="gmail_extra"><br clear="all">
<div>
<div dir="ltr"><br>
<div>
<div
style="font-family:arial;text-align:-webkit-auto;font-size:small"><font
color="#663300" face="'trebuchet ms', sans-serif"><b><i>John
Baxter</i></b></font></div>
<div
style="text-align:-webkit-auto;font-size:small;font-family:'trebuchet
ms',sans-serif;color:rgb(68,68,68)"><i>CoCreate
Adelaide Facilitator, Director of Realise consultancy</i></div>
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ms',sans-serif;color:rgb(68,68,68)"><a
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style="color:rgb(17,85,204)" target="_blank">CoCreateADL.com
</a> | <a moz-do-not-send="true"
href="http://www.jsbaxter.com.au/"
style="color:rgb(17,85,204)" target="_blank">jsbaxter.com.au</a></div>
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447 829</font>
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<br>
<div class="gmail_quote">On Fri, Oct 17, 2014 at 8:59 AM, paul
levy via OSList <span dir="ltr"><<a moz-do-not-send="true"
href="mailto:oslist@lists.openspacetech.org"
target="_blank">oslist@lists.openspacetech.org</a>></span>
wrote:<br>
<blockquote class="gmail_quote" style="margin:0 0 0
.8ex;border-left:1px #ccc solid;padding-left:1ex">
<div dir="auto">
<div>Of course ! It's the wonderful irony of "all"
statements.</div>
<div><br>
</div>
<div>Paul <br>
<br>
<div><br>
</div>
<div><br>
</div>
</div>
<div><br>
On 16 Oct 2014, at 22:43, Daniel Mezick via OSList <<a
moz-do-not-send="true"
href="mailto:oslist@lists.openspacetech.org"
target="_blank">oslist@lists.openspacetech.org</a>>
wrote:<br>
<br>
</div>
<blockquote type="cite">
<div> Including this one?<br>
<br>
<div>On 10/16/14 2:15 PM, paul levy via OSList wrote:<br>
</div>
<blockquote type="cite">I'd just venture to add a
third to Harrison's first two...
<div><br>
</div>
<div><font><span
style="background-color:rgba(255,255,255,0)"> 1)
All Systems are Open. 2) All Systems are self
organizing.</span></font></div>
<div><font><span><br>
</span></font></div>
<div><font><span>And 3. All "all statements" are
possibly self-limiting</span></font></div>
<div><font><span><br>
</span></font></div>
<div><font><span>Best regards</span></font></div>
<div><font><span><br>
</span></font></div>
<div><font><span>Paul Levy</span></font></div>
<div><font><span><br>
</span></font><br>
On Thursday, 16 October 2014, Harrison Owen via
OSList <<a moz-do-not-send="true"
href="mailto:oslist@lists.openspacetech.org"
target="_blank">oslist@lists.openspacetech.org</a>>
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">John
– Thank you, Thank you for all the rich
stuff! Sort of a Tidal Wave, but that’s
when it gets fun, albeit a tad difficult
to keep track of the sundry bits and
pieces </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">Picking
Just One: “But I can't get past the
feeling that <i>there are lots of
barriers to the openness of space, and
to self organisation</i>.” Absolutely.
And if we were to put that into the
language of the trade (Complexity
Theorists and the like) we would be
talking about “system constraints.” But
as I understand it, that does not mean
that Self Organization is no longer
operative. And in fact the System
Constraints are part and parcel of the
process, a very important part. I think
it goes something like this –</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
have found myself coming to two
conclusions, or better yet observations.
1) All Systems are Open. 2) All Systems
are self organizing. </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
Open Systems, we, in all permutations of
our “us-ness” – businesses, countries,
families, planets, etc) are open to, and
impacted by, all other systems.
Sometimes a lot, and sometimes a little,
but in our cosmos there is no safe,
protected place. Everything is related
to everything else, and we are no
exception. If true, this has a number of
implications. First of all the
environment in which we exist is so
complex, fast moving and inter-connected
we can’t even think at that level.
Secondly, what you can’t even think
about, you can’t control. So the notion
that somebody is actually “in charge/in
control” is not just a silly idea, it is
delusional. 3) System
preservation/growth depends on our
ability to navigate this environment.
And it is a good news/bad news
situation. Sometimes the impacts drive
us in new and creative directions, and
open up new opportunities which are ours
if we respond appropriately. At other
times the impacts drive us to the wall,
and it’s Game over. Another word is
Death. If this story is in any ways
valid, it would seem like Mission
Impossible. And yet this story has
seemingly been going on for 13.7 Billion
years and we are still here to complain
about it. How could that be?</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
Systems are Self Organizing – Self
Organization is in fact the mechanism
whereby we navigate the environment, and
all systems do it, I think. And when
they stop doing it, they disappear. Self
Organization is not the product of some
CEO or executive committee. After all,
they really haven’t been around for all
that long. Self Organization is the
product of the total system in all of
its aspects and bits and pieces. How all
that works has been a matter of stunning
discovery over the past 40 years or so.
I doubt we have it all right, but I do
think we may have the major elements of
understanding in place. The outline goes
something like this – a) Steady State b)
Chaos c) A bifurcation to either
dissipation (poof) or reconstitution at
new and higher levels of order. Of
course you have to fill in a lot of the
blanks, and there is a massive
literature attempting to do just that.
But I do believe we have enough to get
started with some basic observations. It
really is a Whole System affair, in
which all elements must work together,
and no element has an <i>a priori</i>
claim to centrality. In a business this
could mean that the dumb question of an
intern could just open the doors for the
future. You just don’t know. But you do
know that an organization’s future
directly relates to its capacity to
bring total system assets to bear on
emergent challenges and opportunities
quickly and effectively. It is always
tempting to try and “hedge the bet”
with some plan, policy or procedure, but
it worthwhile noting that the tighter
(more constraining) the plan, the
greater the likelihood of failure. It’s
not that the plan was bad... but
unfortunately the challenge or
opportunity came from a different
direction, and all our eggs were in one
basket – the wrong one. </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
we have a very existential question –
How do we assure sufficient room (dare I
say Space?) so that the infinite
elements of any organization may quickly
and effectively align to meet new
challenges and opportunities –
recognizing in advance that we can never
know what will be required? </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">Open
Space Technology is just a bit player in
all of this, but good old OST can be
useful none the less both as a natural
laboratory to explore what is going on,
and also as an effective intervention to
encourage the appearance of the
elemental power of self organization,
particularly when it seems blocked and
constrained. There are no guarantees of
course, and it may well be that The
Organization’s time is now: Game Over.
But the chances of renewal are pretty
good, at least that has been my
experience. And no matter what, the
magic sauce is not OST – but the power
of self organization. So you could say,
just as a way of speaking, “It’s all
Open Space.” But that’s just a joke,
son. </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">Winter
Address</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">7808
River Falls Drive</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"><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"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Summer
Address</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"><a
moz-do-not-send="true">189 Beaucaire
Ave.</a></span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Camden,
ME 04843</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="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">Websites</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://%20www.openspaceworld.com"
target="_blank">
www.openspaceworld.com</a></span></p>
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target="_blank">www.ho-image.com</a></span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">OSLIST
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<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"">
OSList [mailto:<a
moz-do-not-send="true">oslist-bounces@lists.openspacetech.org</a>]
<b>On Behalf Of </b>John Baxter via
OSList<br>
<b>Sent:</b> Thursday, October 16,
2014 2:57 AM<br>
<b>To:</b> Harrison Owen<br>
<b>Cc:</b> World wide Open Space
Technology email list<br>
<b>Subject:</b> Re: [OSList] Authority
Distribution in Open Space</span></p>
</div>
<p class="MsoNormal"> </p>
<div>
<div>
<p class="MsoNormal"><span>I have knots
about empowerment, and the
ubiquitous openness of space. These
knots are about to inspire a rant.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>These knots,
I should start with, are not
entirely the result of this present
discussion thread - it is just this
discussion that prompts me to speak.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>I think I
understand Harrison, if you suggest
that self-organisation is more
common than we realise... if not
ubiquitous, omnipresent, then at
least that we can fruitfully
challenge the assumption that formal
and top-down organisation dominates
how things get done.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>But I can't
get past the feeling that <i>there
are lots of barriers to the
openness of space, and to self
organisation</i>. Everywhere and
all the time. In my recent work,
mental barriers by all involved
about authority and role
relationships. My personal barriers
around trying too hard to
"empower". My client's patronising
assumptions about the "capacity" and
"maturity" of "the sector".
Information asymmetries.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>So I get
really conflicted when anyone starts
saying "well space is open all the
time" (implication: 'so chill out
cos there's nothing you need to
do').</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>I am also
conflicted about stepping back from
the goal of empowerment, as if
everybody else needs to just step
into open space and take
responsibility.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>Yes - many
people don't realise the power that
they have. (In my last project;
nobody seemed to quite buy into the
fact that <i>they could directly
author the document that they were
trying to influence</i>.)</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>But it is
also patronising to suggest that
empowerment lies in just helping
people to see how powerful they
are... because many people <i>don't</i> have
the power that we or they might
like. To suggest that people have
the power and just don't use it...
that effectively blames them for
their situation, and washes our
hands of responsibility.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>The biggest
barrier to group change I see time
and time again is authority figures
who believe others need to change,
not themselves. (Most commonly,
that their employees need to "be
empowered", and that they need to
manage a culture change program to
get there... or better yet, that HR
needs to manage the change program,
while we are busy getting the real
work done.)</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>I don't
pretend that empowerment is
something that can be done to other
people (patronising), but I do
firmly believe that we all first
need to look to ourselves and what
we need to do to play our role
making such a future possible. And,
in fact, that <i>this is all that
we can ever do</i>.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>Maybe the
wisdom in what you say Harrison is
that we do this by focusing on
respect first, as a productive way
to enable empowerment.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>Maybe I am
picking on the wrong things and have
misunderstood them, and I apologise
if I have been critical. But I also
see a lot of things said that make
me uncomfortable, that knot me up.
Again, most of these things are from
my memory, not the present
discussion. While my memory might
not be the best, I'm sure it is
based on something.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>Thank you all
for your patience and for being in
this discussion</span></p>
</div>
</div>
<div>
<p class="MsoNormal"><br clear="all">
</p>
<div>
<div>
<p class="MsoNormal"> </p>
<div>
<div>
<p class="MsoNormal"><b><i><span
style="font-family:"Arial","sans-serif";color:#663300">John
Baxter</span></i></b><span
style="font-family:"Arial","sans-serif""></span></p>
</div>
<div>
<p class="MsoNormal"><i><span
style="font-family:"Arial","sans-serif";color:#444444"></span></i><i><span>Co</span></i><i><span
style="font-family:"Arial","sans-serif";color:#444444"></span></i><i><span>Create
Adelaide Facilitator,
Director of
Realise consultancy</span></i><span></span></p>
</div>
<div>
<p class="MsoNormal"><span><a
moz-do-not-send="true"
href="http://cocreateadl.com/localgov%E2%80%8B"
target="_blank"><span
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style="font-family:"Arial","sans-serif";color:#1155cc"></span></a> | <a
moz-do-not-send="true"
href="http://www.jsbaxter.com.au/"
target="_blank"><span
style="color:#1155cc">jsbaxter.com.au</span></a></span></p>
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<p class="MsoNormal"><span
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| </span><span></span></p>
</div>
<p class="MsoNormal"><span>@</span><span
style="font-family:"Arial","sans-serif""><a
moz-do-not-send="true"
href="http://twitter.com/jsbaxter_"
target="_blank"><span>jsbaxter_</span></a></span></p>
</div>
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<p class="MsoNormal"><span
style="font-family:"Arial","sans-serif""> </span></p>
</div>
<div>
<p class="MsoNormal"><b><i><span
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href="http://citygrill.eventbrite.com.au"
target="_blank">City
Grill— An Election Forum
More Magnificent Than
Any Ever Seen</a>!</span></i></b><i><span
style="font-family:"Arial","sans-serif"">, <a
moz-do-not-send="true">Saturday
18 October 2014</a><br>
Connect with your
candidates, get your voice
heard by joining with others
in your community, and
Influence the future of the
city</span></i><span
style="font-family:"Arial","sans-serif""></span></p>
</div>
</div>
<div>
<p class="MsoNormal"><span
style="font-family:"Arial","sans-serif""> </span></p>
</div>
</div>
</div>
<p class="MsoNormal"> </p>
<div>
<p class="MsoNormal">On Wed, Oct 15,
2014 at 6:06 AM, Harrison Owen <<a
moz-do-not-send="true">hhowen@verizon.net</a>>
wrote:</p>
<div>
<div>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">John
-- I’m rather curious what you
meant by “The overall project
was more complicated than OST?”
My confusion comes in part from
my experience that complexity is
actually an essential
precondition for OST, or more
exactly the effective operation
of self organization. The
essential pre-conditions as I
have experienced the are: A Real
business issue (something that
people really care about). High
levels of complexity such that
no single person or group has a
prayer of figuring it out. High
levels of diversity in terms of
people and points of view. Lots
of passion and conflict. And a
decision time of yesterday
(urgency). Given these 5
conditions, self organization in
the more formal setting of OST
or as a natural occurrence just
seems to happen... unless...And
this may be the point of
problem... It is arbitrarily
constrained... which usually
means that somebody already has
the plan/program/design and they
are just looking for buy-in or
(worst case) they are simply
trying to sugar coat the pill,
and make it seem like the folks
are creating something, when in
fact the cake is already baked.
</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
clue to the dilemma may be in
the phrase, “I struggled to help
the client (the funding body) to
really 'empower'...” I know we
talk a lot about empowerment,
but I have come to the
conclusion that it is really a
red herring, and most painfully
so in those situations where you
actually try to do it. Sounds
odd, I guess, but think about
it. If I empower you...you are
in my power. And the more I try
to empower you the worse it
gets. Real empowerment, in my
book, is not an act that we (or
somebody) do, but an
acknowledgement of a
pre-existing condition...you are
powerful. Of course I might
encourage you a bit to be as
powerful as you are, but it is
not something I can give you.
You must claim it for yourself.
Strange as it may seem, I find
the notion of “empowerment” to
be just the opposite of that
fundament of effective working
relationships (or any
relationship) RESPECT. And I
suspect that it is precisely
here that the fickle finger of
fate is pointing to the critical
issue. </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">Another
word that fits in here for me is
“Patronizing.” Everything may
sound super nice, and all the
proper and correct words may be
spoken, but if the implication
is that the folks (participants)
really do not have the
competence or ability to deal
with the issues, it is fairly
predictable that they will not
bother to try. Or if they “try”
it will be pretty much of a pro
forma situation. Sound familiar?</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">Winter
Address</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">7808
River Falls Drive</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"><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"> </span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Summer
Address</span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"><a
moz-do-not-send="true">189
Beaucaire Ave.</a></span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Camden,
ME 04843</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="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">Websites</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://%20www.openspaceworld.com"
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"
target="_blank">www.ho-image.com</a></span></p>
<p class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">OSLIST
</span><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
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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"">
OSList [mailto:<a
moz-do-not-send="true">oslist-bounces@lists.openspacetech.org</a>]
<b>On Behalf Of </b>John
Baxter via OSList<br>
<b>Sent:</b> Monday, October
13, 2014 2:41 AM<br>
<b>To:</b> Daniel Mezick<br>
<b>Cc:</b> World wide Open
Space Technology email list<br>
<b>Subject:</b> Re: [OSList]
Authority Distribution in Open
Space</span></p>
</div>
<div>
<div>
<p class="MsoNormal"> </p>
<div>
<div>
<p class="MsoNormal"><span>Hi
Daniel. Thanks for your
considered response.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>I
will try to keep my
response in line with
the topic.... but expect
it may meander.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>The
OST day I was preparing
for has since come and
gone.</span></p>
</div>
<div>
<p class="MsoNormal"><span>I
decided in the end to
least give OST a crack
and see what happened.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>It
didn't go very well; but
it also went well enough
(vis overall project
goals, and client
expectations), so I
don't feel so bad about
it... even if I had
personally envisaged
more.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>I
am not one to worry
about the cannon...
which means sometimes I
break things, as I did
this time. There was
still an (informal)
sponsor, the one that
sent the invites. They
just did not have a
presence on the day.
Thank you Daniel as you
did make me think
critically about the
strength of my role as
host. I think I dealt
with that through my
introduction to the day;
and as it turns out the
authority to host was
not an issue.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>But
as it turns out, that
was not really the
biggest challenge!</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>The
main lessons I took away
about what contributed
to the average result:</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><b><span>There
needs to be clear,
compelling shared
work.</span></b></p>
</div>
<div>
<p class="MsoNormal"><span>The
overall project was more
complicated than OST, so
it wasn't clear what
turning up actually
meant, and I think many
did not turn up on the
basis of wanting to
resolve a shared
challenge (the work), as
you might expect for
OST. In straight OST
terms, you could say
this was an issue of
invitation, but really
it was many things.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>So
the group was
interesting. They had
the heart, but not the
will. They were
committed, but without
ownership of the
result. I've seen this
a lot in the community
engagement field, but
nowhere that I have used
(or seen) OST.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>I
thought about this a
lot, I thought it might
have been about the
invitation and
self-selection; but at
the end of the day I
think it comes down to
the sense of (and
invitation in to) shared
work.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><b><span>It
is super hard to
dissolve ingrained
power and authority
relationships in the
short term. These
can't be sidestepped
by an external
facilitator.</span></b></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>I
struggled to help the
client (the funding
body) to really
'empower'. They talked
about it and genuinely
want to, but old habits
and mental models don't
change overnight. They
really struggled to push
beyond managing the
process as superiours
(to a set of subordinate
participants). This is
'empowerment' within a
patriarchal system, and
it doesn't work. It
felt very yucky at
times.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>A
curious side effect of
this partriarchal
'empowerment' was an
unwillingness to be
clear about the work
("we want to be open and
let them lead the
process" they would
say... I got the client
to agree that <i>the</i>y were
clearly the leaders, but
we didn't quite work out
how to put that into
practice).</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>Over
the course of the
engagement, we all took
baby steps together that
invest in their (/our)
capacity to really work
together in future.
They learned a LOT in a
short period of time,
and so did I, but it was
too short. By the end
of the project I had the
client calling me up to
ask how they could
reword things so they
didn't reflect a control
response. : ) That was
good, but obviously if
they need me for this
then there is some way
to go. And different
client reps had
different levels of self
reflection.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>Hosting
an isolated OST workshop
against this grain was
very ambitious, it was
always going to be, no
matter how we conducted
ourselves.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>And
perhaps 20% were very
proactive, and led the
bulk of the work that
occurred... they saved
the day!</span></p>
</div>
<div>
<p class="MsoNormal"><span>But
the length of the OST
was not enough for this
leadership to really be
contagious and
precipitate a productive
culture.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><b><span>Or
in other words: we
struggled to free up
authorisation to be
more dynamic</span></b></p>
</div>
<div>
<p class="MsoNormal"><span>Reading
your blog post Daniel,
the idea of dynamic
authorisation would have
been very useful earlier
in the project. Another
way of looking at the
project: we struggled to
free the space of
ingrained authority to
enable dynamic
authorisation.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>There
were lots of other
insights into how we
could have done it
differently, but to me
these were the
fundamental stumbling
blocks for us.</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>Still,
they were not too big,
and I'm pleased we made
a good start.</span></p>
</div>
<div>
<p class="MsoNormal"><span>My
favourite feedback was
"thank you, this was the
first time I have been
part of genuine
engagement in more than
a decade in the sector"
: )</span></p>
</div>
<div>
<p class="MsoNormal"><span> </span></p>
</div>
<div>
<p class="MsoNormal"><span>Next
time, we will do better.</span></p>
</div>
</div>
<div>
<p class="MsoNormal"><br
clear="all">
</p>
<div>
<div>
<p class="MsoNormal"> </p>
<div>
<div>
<p class="MsoNormal"><b><i><span
style="font-family:"Arial","sans-serif";color:#663300">John
Baxter</span></i></b></p>
</div>
<div>
<p class="MsoNormal"><i><span
style="font-family:"Arial","sans-serif";color:#444444"></span></i><i><span>Co</span></i><i><span
style="font-family:"Arial","sans-serif";color:#444444"></span></i><i><span>Create
Adelaide
Facilitator,
Director of
Realise consultancy</span></i></p>
</div>
<div>
<p class="MsoNormal"><span><a
moz-do-not-send="true" href="http://cocreateadl.com/localgov%E2%80%8B"
target="_blank"><span
style="color:#1155cc">CoCreateADL.com</span><span
style="font-family:"Arial","sans-serif";color:#1155cc"></span></a> | <a
moz-do-not-send="true" href="http://www.jsbaxter.com.au/"
target="_blank"><span
style="color:#1155cc">jsbaxter.com.au</span></a></span></p>
</div>
<div>
<p class="MsoNormal"><span
style="font-family:"Arial","sans-serif";color:#444444"><a
moz-do-not-send="true" href="tel:0405%20447%20829" target="_blank">0405
447 829</a></span></p>
<div>
<p class="MsoNormal"><span
style="font-family:"Arial","sans-serif";color:#444444">
| </span></p>
</div>
<p class="MsoNormal"><span>@</span><span
style="font-family:"Arial","sans-serif""><a
moz-do-not-send="true"
href="http://twitter.com/jsbaxter_" target="_blank"><span>jsbaxter_</span></a></span></p>
</div>
<div>
<p class="MsoNormal"><span
style="font-family:"Arial","sans-serif""> </span></p>
</div>
<div>
<p class="MsoNormal"><b><i><span
style="font-family:"Arial","sans-serif""><a
moz-do-not-send="true"
href="http://citygrill.eventbrite.com.au" target="_blank">City Grill— An
Election Forum
More
Magnificent
Than Any Ever
Seen</a>!</span></i></b><i><span
style="font-family:"Arial","sans-serif"">, <a
moz-do-not-send="true">Saturday
18 October
2014</a><br>
Connect with
your candidates,
get your voice
heard by joining
with others in
your community,
and Influence
the future of
the city</span></i></p>
</div>
</div>
<div>
<p class="MsoNormal"><span
style="font-family:"Arial","sans-serif""> </span></p>
</div>
</div>
</div>
<p class="MsoNormal"> </p>
<div>
<p class="MsoNormal">On Tue,
Sep 30, 2014 at 12:07 AM,
Daniel Mezick <<a
moz-do-not-send="true">dan@newtechusa.net</a>>
wrote:</p>
<div>
<p class="MsoNormal">Hi
John, <br>
<br>
Yours is a very
interesting story. <br>
<br>
You say: <br>
<br>
<br>
<i><span
style="font-size:18.0pt">"...To
be honest<b> I am
not sure</b> how I
need to deal with
this, though <b>my
strategy is to
accept the
authority</b> for
hosting the space in
the next workshop, <b>obsolving
the department of
their
responsibility</b>
to manage the day."<br>
<br>
"...I don't think it
is feasible for the
obvious authority
candidates hosting
something genuinely
participatory. <b>The
relevant director
has said she
doesn't want to
speak formally and
become The
Authority for the
day</b>, a
position I agree
with."</span></i></p>
<div>
<p class="MsoNormal"
style="margin-bottom:12.0pt"><br>
<br>
<br>
<br>
In the situation as
described, it sounds
like the org is the
very earliest stages
of moving in a
direction of more
open/participatory/inviting.
<br>
<br>
Do you agree with this
assessment?<br>
<br>
<br>
<br>
If this assessment is
correct, based on what
you describe, I would
probably avoid
attempting Open Space
in the canonical form
whatsoever (as
described in the OST
GUIDE) because the
Sponsor role is
vacant. Unoccupied.
And so, by my
reckoning, if I
understand you right,
a true Open Space
event isn't even
possible, because the
essential
OST-Sponsor-role is in
fact not willingly
occupied by anyone
with enough authority
to play that essential
role well. <br>
<br>
What's clear is that
someone who could
function as
OST-Sponsor is
currently unwilling to
do so. And so I might
try a "taster" or
"demo" event instead,
where the goal is to <i>learn
about Open Space in
general</i>, and do
a <i>little</i> bit
of "real" work too.
Especially if the
allotted time a mere
1/2 day, I am even
more inclined to
strongly favor this
re-framing of the
stated goals.<br>
<br>
So the primary and
stated goal for the
"taster" is learning
about OST. Another
goal for a short event
might be to see who
shows up
super-interested in
the art of
Facilitation, and then
offer to mentor those
who do self-select by
showing interest. In
this manner some
Facilitation capacity
is developed inside
the org, to help with
current meetings and
processes. Introducing
Facilitation into
typical meetings is a
easy and effective
"culture hack".<br>
<br>
<br>
<br>
For me, the total
unwillingness of an
obvious candidate to
occupy the Sponsor
role is a huge warning
signal to slow down,
pause, or even stop. <br>
<br>
Lots of people here
have more experience
than me, and might be
willing to lend you
some of their
expertise regarding
the authority dynamics
of Facilitating an OST
event with the
essential
OST-Sponsor-role
completely vacant<br>
<br>
<br>
<br>
Kind Regards,<br>
Daniel </p>
</div>
<div>
<div>
<p class="MsoNormal"> </p>
<div>
<p class="MsoNormal">On
9/28/14 11:30 PM,
John Baxter wrote:</p>
</div>
<blockquote
style="margin-top:5.0pt;margin-bottom:5.0pt">
<div>
<div>
<p
class="MsoNormal">I
am navigating
some
challenging
authority
dynamics in a
project at the
moment.</p>
</div>
<div>
<p
class="MsoNormal"> </p>
</div>
<div>
<p
class="MsoNormal">I
was brought in
a week out
from the first
of three
forums, and
asked to
'facilitate a
codesign
process' which
was at that
stage a black
box (with many
hidden
expectations)
scheduled into
that event (1
hour before
lunch and 1
hour
afterwards).</p>
</div>
<div>
<p
class="MsoNormal"> </p>
</div>
<div>
<p
class="MsoNormal">It's
a long
journey, but
you can
imagine how my
role has
changed as I
prepare for
the third
forum which I
am hosting in
Open Space.</p>
</div>
<div>
<p
class="MsoNormal"> </p>
</div>
<div>
<p
class="MsoNormal">The
overall
process is an
engagement
between a
government
department and
their funded
agencies. The
most obvious
direct power
dynamics are
obvious, the
effective
power and
authority
dynamics are
much more
complex
(though
predictable).</p>
</div>
<div>
<p
class="MsoNormal"> </p>
</div>
<div>
<div>
<p
class="MsoNormal">Department
staff have
authority
challenges as
much as the
agencies.
They are
trying so hard
to be
'neutral' and
'non
controlling'
that they are
effectively
reinforcing
their own
authority
positions
(which often
have little
real
correlation to
the power,
knowledge etc
that they
imagine them
to).</p>
</div>
<div>
<p
class="MsoNormal"> </p>
</div>
<div>
<p
class="MsoNormal">To
be honest I am
not sure how I
need to deal
with this,
though my
strategy is to
accept the
authority for
hosting the
space in the
next workshop,
obsolving the
department of
their
responsibility
to manage the
day.</p>
</div>
<div>
<p
class="MsoNormal"> </p>
</div>
</div>
<div>
<p
class="MsoNormal">It
has been
interesting to
watch push
back so far
from agency
reps who are
committed to
participating,
who are
genuinely
engaged, but
are playing to
an us-them
tension that
is getting in
the way of the
shared work
(and serves
them no good
ends except
protecting
them from
their own
responsibility).
Stand-offishness
is gradually
being
resolved,
though some
pockets are
holding firm.</p>
</div>
<div>
<p
class="MsoNormal"> </p>
</div>
<div>
<p
class="MsoNormal">I
am crossing my
fingers for
WS3 that we
can traverse
these and get
into Open
Space without
being pushed
off the bridge
by the
reactionary
tension; and
that once on
the other
side, the
department
reps can
embrace Open
Space and take
responsibility
for their
role.</p>
</div>
<div>
<p
class="MsoNormal"> </p>
</div>
<div>
<p
class="MsoNormal">We
will get
across <i>as
long as I have
the authority</i> to
host the space
for them.</p>
</div>
<div>
<p
class="MsoNormal"> </p>
</div>
<div>
<p
class="MsoNormal">I
don't think it
is feasible
for the
obvious
authority
candidates
hosting
something
genuinely
participatory.
The relevant
director has
said she
doesn't want
to speak
formally and
become The
Authority for
the day, a
position I
agree with.</p>
</div>
<div>
<p
class="MsoNormal"> </p>
</div>
<div>
<p
class="MsoNormal">But
it does leave
something of a
shell, where I
am crossing my
fingers that
our time
together thus
far affords me
the authority
to host that
space.</p>
</div>
<div>
<p
class="MsoNormal"> </p>
</div>
<div>
<p
class="MsoNormal">I
think we are
ready. I am
bringing my
harness and
floaties just
in case.</p>
</div>
</div>
<div>
<p
class="MsoNormal"><br
clear="all">
</p>
<div>
<div>
<p
class="MsoNormal"> </p>
<div>
<div>
<p
class="MsoNormal"><b><i><span
style="font-family:"Arial","sans-serif";color:#663300">John
Baxter</span></i></b></p>
</div>
<div>
<p
class="MsoNormal"><i>
CoCreate
Adelaide
Facilitator,
Director of
Realise consultancy</i></p>
</div>
<div>
<p
class="MsoNormal"><a
moz-do-not-send="true" href="http://cocreateadl.com/localgov%E2%80%8B"
target="_blank"><span
style="color:#1155cc">CoCreateADL.com </span></a> | <a
moz-do-not-send="true"
href="http://www.jsbaxter.com.au/" target="_blank"><span
style="color:#1155cc">jsbaxter.com.au</span></a></p>
</div>
<div>
<p
class="MsoNormal"><span
style="font-family:"Arial","sans-serif";color:#444444"><a
moz-do-not-send="true" href="tel:0405%20447%20829" target="_blank">0405
447 829</a></span><span
style="font-family:"Arial","sans-serif""> </span></p>
<div>
<p
class="MsoNormal"><span
style="font-family:"Arial","sans-serif";color:#444444">
| </span></p>
</div>
<p
class="MsoNormal"><span
style="font-family:"Arial","sans-serif"">@<a
moz-do-not-send="true"
href="http://twitter.com/jsbaxter_" target="_blank">jsbaxter_</a></span></p>
</div>
<div>
<p
class="MsoNormal"><span
style="font-family:"Arial","sans-serif""> </span></p>
</div>
<div>
<p
class="MsoNormal"><i><span
style="font-family:"Arial","sans-serif""><a
moz-do-not-send="true"
href="http://citygrill.eventbrite.com.au" target="_blank">City Grill— An
Election Forum
More
Magnificent
Than Any Ever
Seen</a></span></i><span
style="font-family:"Arial","sans-serif"">, <a
moz-do-not-send="true">Saturday
18 October
2014</a><br>
Influence your
city by
building
relationships
and joining
voices with
others in your
community</span></p>
</div>
</div>
</div>
</div>
<p
class="MsoNormal"> </p>
<div>
<p
class="MsoNormal">On
Mon, Sep 29,
2014 at 12:26
PM, Daniel
Mezick via
OSList <<a
moz-do-not-send="true">oslist@lists.openspacetech.org</a>> wrote:</p>
<div>
<p
class="MsoNormal">Hi
Harrison,<br>
<br>
So interesting
how the Law of
2 Feet
authorizes me,
and every
other member
of an OST
event, to go
anywhere we
may want to
go. <br>
<br>
Without asking
anyone else
for any kind
of
"permission"...
<br>
<br>
<br>
Reminds me of
this past
June, being in
Camden with
you, and
Ethelyn, and
Harold, and
friends...
when we were
standing on
the porch of
that Camden
restaurant...
waiting for
everyone to
arrive, and
assemble for
dinner... <br>
<br>
And as we
wait, I notice
there is this
convenient-looking,
alternate
entry-door...
into the
dining area. <br>
<br>
And I say:
"Hmm...I
wonder if we
are authorized
to use that
door."<br>
<br>
And you say: <br>
<br>
"We're
authorized to
go Anywhere we
want to go."<br>
<br>
...and I like
that.<br>
<br>
Daniel<br>
<br>
<br>
Picture of
that place:<br>
<a
moz-do-not-send="true"
href="https://twitter.com/DanielMezick/status/483054326265692161"
target="_blank">https://twitter.com/DanielMezick/status/483054326265692161</a><br>
See also:<br>
<a
moz-do-not-send="true"
href="https://twitter.com/danielgullo/status/483434622009999360"
target="_blank">https://twitter.com/danielgullo/status/483434622009999360</a><br>
<br>
<br>
<mime-attachment.png></p>
<div>
<div>
<div>
<p
class="MsoNormal">On
9/25/14 4:58
PM, Harrison
Owen wrote:</p>
</div>
<blockquote
style="margin-top:5.0pt;margin-bottom:5.0pt">
<div>
<p
class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Daniel...
You really did
it! I think.
Your language
comes from a
place I don’t
know... which
is to say that
I probably
wouldn’t say
what you say
in the way
that you do
(duh). BUT
when I run my
“translator”
it comes out
sounding
pretty good!
So... I can’t
help with the
questions you
have raised.
Actually I
think you are
doing pretty
well on your
own, and
(hopefully)
will incite
others to a
similarly
riotous
performance.
Thanks!</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>
<div>
<p
class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Winter
Address</span></p>
<p
class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">7808
River Falls
Drive</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"><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"> </span></p>
<p
class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Summer
Address</span></p>
<p
class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d"><a
moz-do-not-send="true">189 Beaucaire Ave.</a></span></p>
<p
class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">Camden,
ME 04843</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="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">Websites</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://%20www.openspaceworld.com"
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" target="_blank">www.ho-image.com</a></span></p>
<p
class="MsoNormal"><span
style="font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1f497d">OSLIST
</span><span
style="font-size:10.5pt;font-family:Consolas;color:#1f497d">To
subscribe,
unsubscribe,
change your
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of OSLIST Go
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<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"">
OSList [<a
moz-do-not-send="true">mailto:oslist-bounces@lists.openspacetech.org</a>]
<b>On Behalf
Of </b>Daniel
Mezick via
OSList<br>
<b>Sent:</b>
Thursday,
September 25,
2014 9:39 AM<br>
<b>To:</b> <a
moz-do-not-send="true">oslist@lists.openspacetech.org</a><br>
<b>Subject:</b>
[OSList]
Authority
Distribution
in Open Space</span></p>
</div>
</div>
<p
class="MsoNormal"> </p>
<p
class="MsoNormal"
style="margin-bottom:12.0pt">Greetings to All, <br>
<br>
For the past
several years
I have
attended
conferences of
the Group
Relations
community, and
encouraged
others to do
the same. I've
studied their
literature,
and harvested
some important
learning as a
result. One of
the things I
have come to
understand a
little bit
better is the
role of
"authority
dynamics" in
self-organizing
social
systems.<br>
<br>
Link:<br>
<a
moz-do-not-send="true"
href="http://www.akriceinstitute.org" target="_blank">www.akriceinstitute.org</a><br>
<br>
Over the past
several years
I've been
using Open
Space with
intent to
improve the
results of my
work in
helping
companies
implement
Agile ideas in
their
organizations.
We do an
initial Open
Space, then
the folks get
about 3 months
to play with
Agile (we
carefully use
the word
"experimentation"
with
management,)
then we do
another Open
Space after
that, to
inspect what
just happened
across the
enterprise.
The initial
and subsequent
Open Space
events form a
"safe"
container or
field in which
the members
can <i>learn</i>...
as they
explore how to
<i>improve</i>
together by <i>experimenting</i>
with new
practices, and
see if they
actually work.
I call the
process Open
Agile
Adoption. <br>
<br>
Link:<br>
<a
moz-do-not-send="true"
href="http://OpenAgileAdoption.com" target="_blank">OpenAgileAdoption.com</a><br>
<br>
This seems to
work pretty
good. It seems
to "take the
air out of"
most of the
fear, most of
the anxiety
and most of
the worry that
is created.
The key aspect
is <i>consent</i>:
absolutely no
one is forced
to do anything
they are
unwilling to
do. No one is
<i>coerced</i>
to <i>comply</i>.
Everyone is
instead
respectfully <i>invited</i>
to help <i>write</i>
the story, and
be a <i>character</i>
in the
story...of the
contemplated
process
change. Open
Agile Adoption
encourages a
spirit of
experimentation
and play. <br>
<br>
The spirit of
Open Space is
the spirit of
freedom. Isn't
it? In the OST
community, we
discuss and
talk a lot
about
self-organization,
self-management
and
self-governance.
The Agile
community also
talks about
these ideas a
lot. <br>
<br>
So I have some
questions.
What is really
going on
during
self-organization
in a social
system? What
are the steps?
What
information is
being sent and
received?
>From whom,
and by whom?
Is the
information
about <i>authority</i>
important? How
important? Can
a social
system self
organize
without regard
to who has the
right to do
what work? <i>How
do decisions
that affect
others get
made in a
self-organizing
system?</i> <br>
<br>
Who decides
about <i>who
decides</i>?
How important
is the process
of <i>authorization</i>
in a
self-organizing
system? Is
self-organization
in large part
the process of
dynamic
authorization
(and <i>de-authorization</i>)
in real time?<br>
<br>
What <i>is </i>authorization?
Can
self-organization
occur without
the sending
and receiving
of
authorization
data by and
between the
members?<br>
<br>
Is Bruce
Tuckman's
forming/storming/performing/adjourning
actually
decomposing
the <i>dynamics
of
authorization</i>
inside a
social system?<br>
<br>
The essay
below attempts
to answer some
of these
difficult
questions. I'd
love your
thoughts on
it. Will you
give it a
look?<br>
<br>
<br>
Essay:
Authority
Distribution
in Open Space<br>
<a
moz-do-not-send="true"
href="http://newtechusa.net/agile/authority-distribution-in-open-space/"
target="_blank">http://newtechusa.net/agile/authority-distribution-in-open-space/</a><br>
<br>
<br>
<br>
Kind Regards,<br>
Daniel</p>
<div>
<p
class="MsoNormal"
style="margin-bottom:12.0pt">-- </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" target="_blank">(203) 915 7248</a>
(cell)</p>
<p><a
moz-do-not-send="true"
href="http://newtechusa.net/dan-mezick/" target="_blank">Bio</a>. <a
moz-do-not-send="true"
href="http://newtechusa.net/blog/" target="_blank">Blog</a>. <a
moz-do-not-send="true"
href="http://twitter.com/#%21/danmezick/" target="_blank">Twitter</a>.<span
style="color:black"> </span></p>
<p>Examine my
new book:<span
style="color:black"> </span><a moz-do-not-send="true"
href="http://newtechusa.net/about/the-culture-game-book/"
target="_blank">The Culture Game </a>: Tools for the Agile Manager.</p>
<p>Explore
Agile Team <a
moz-do-not-send="true"
href="http://newtechusa.net/services/agile-scrum-training/"
target="_blank">Training</a> and <a moz-do-not-send="true"
href="http://newtechusa.net/services/agile-scrum-coaching/"
target="_blank">Coaching.</a></p>
<p>Explore the
<a
moz-do-not-send="true"
href="http://newtechusa.net/user-groups/ma/" target="_blank">Agile
Boston </a>Community. </p>
</div>
</div>
</blockquote>
<p
class="MsoNormal"> </p>
<div>
<p
class="MsoNormal">--
</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" target="_blank">(203) 915 7248</a>
(cell)</p>
<p><a
moz-do-not-send="true"
href="http://newtechusa.net/dan-mezick/" target="_blank">Bio</a>. <a
moz-do-not-send="true"
href="http://newtechusa.net/blog/" target="_blank">Blog</a>. <a
moz-do-not-send="true"
href="http://twitter.com/#%21/danmezick/" target="_blank">Twitter</a>. </p>
<p>Examine my
new book: <a
moz-do-not-send="true"
href="http://newtechusa.net/about/the-culture-game-book/"
target="_blank">The Culture Game </a>: Tools for the Agile Manager.</p>
<p>Explore
Agile Team <a
moz-do-not-send="true"
href="http://newtechusa.net/services/agile-scrum-training/"
target="_blank">Training</a> and <a moz-do-not-send="true"
href="http://newtechusa.net/services/agile-scrum-coaching/"
target="_blank">Coaching.</a></p>
<p>Explore the
<a
moz-do-not-send="true"
href="http://newtechusa.net/user-groups/ma/" target="_blank">Agile
Boston </a>Community. </p>
</div>
</div>
</div>
</div>
<p
class="MsoNormal"
style="margin-bottom:12.0pt"><br>
_______________________________________________<br>
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list<br>
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</div>
<p
class="MsoNormal"> </p>
</div>
</blockquote>
<p class="MsoNormal"> </p>
</div>
</div>
<div>
<p class="MsoNormal">--
</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" target="_blank">(203) 915 7248</a>
(cell)</p>
<p><a
moz-do-not-send="true"
href="http://newtechusa.net/dan-mezick/" target="_blank">Bio</a>. <a
moz-do-not-send="true"
href="http://newtechusa.net/blog/" target="_blank">Blog</a>. <a
moz-do-not-send="true"
href="http://twitter.com/#%21/danmezick/" target="_blank">Twitter</a>. </p>
<p>Examine my new book:
<a
moz-do-not-send="true"
href="http://newtechusa.net/about/the-culture-game-book/"
target="_blank">The
Culture Game </a>:
Tools for the Agile
Manager.</p>
<p>Explore Agile Team <a
moz-do-not-send="true"
href="http://newtechusa.net/services/agile-scrum-training/"
target="_blank">Training</a>
and <a
moz-do-not-send="true"
href="http://newtechusa.net/services/agile-scrum-coaching/"
target="_blank">Coaching.</a></p>
<p>Explore the <a
moz-do-not-send="true"
href="http://newtechusa.net/user-groups/ma/" target="_blank">Agile
Boston </a>Community. </p>
</div>
</div>
</div>
<p class="MsoNormal"> </p>
</div>
</div>
</div>
</div>
</div>
</div>
<p class="MsoNormal"> </p>
</div>
</div>
</div>
</blockquote>
</div>
<br>
<fieldset></fieldset>
<br>
<pre>_______________________________________________
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</pre>
</blockquote>
<br>
<div>-- <br>
<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></p>
<p><span>Examine my new book:<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
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>
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