<html>
<head>
<meta content="text/html; charset=UTF-8" http-equiv="Content-Type">
</head>
<body bgcolor="#FFFFFF" text="#000000">
Hi Harrison, <br>
<br>
The SPIRIT book does cover grief-work in some detail as it pertains
to organizations, and this book is the place I was first introduced
to the topic. <br>
<br>
This know-how about grief has really influenced the design of the
Open Agile Adoption (OAA) and the structure to contain "100 days of
openness" bracketed by 2 OST events.<br>
<br>
Speaking strictly for myself, I am sure that this knowledge of
org-level grief has helped me be far more effective when offering
guidance during transitions to Agile.<br>
<br>
...that said: You say, in the Preface: "I must warn you, this is a
very difficult book." <br>
<br>
Certainly that is still true for me even though I have examined it
closely several times. It might be just me I find that reading ten
pages at a time of that book still takes me a day or two to
integrate. Sometimes I learn completely new things reading the same
parts over again, a year later...same parts "reading differently"
after some time goes by.<br>
<br>
So I do have this grief-centric conversation with 1, maybe 2 of the
higher-authorized leaders. The ones that are in, and authorized the
OST, and probably played in the Sponsor role. <br>
<br>
I think that being introduced to corporate grief is important
(perhaps essential?) for the formally authorized leaders. So I do
tell them about it, and explain how the grief concept is informing
the Open Agile Adoption process. By the 2nd OST they seem
sufficiently ready to discuss the topic. And they seem to like
discussing it. <br>
<br>
I tried discussing griefwork ("death") with some of them earlier in
the process... and it just didn't take.<br>
<br>
And so I've learned to wait until things are sufficiently ripe
before bringing this up to formally authorized org leaders. <br>
<br>
Because truth be told, I think they wonder "what I've been smoking"
if I bring up grief as a topic...too soon. <br>
<br>
<br>
<br>
DEATH after all is not the best name for a rock-and-roll band.....<br>
<br>
A Band Called Death:<br>
<br>
Related Links:<br>
<meta http-equiv="content-type" content="text/html; charset=UTF-8">
"His concept was spinning death from the negative to the positive.
It was a hard sell,"<br>
<a class="moz-txt-link-freetext"
href="http://en.wikipedia.org/wiki/Death_%28protopunk_band%29">http://en.wikipedia.org/wiki/Death_%28protopunk_band%29</a><br>
<br>
This movie tells the whole story of the name "Death" for the band,
and what happened to them:<br>
<ul>
<li>"...The story follows the brothers' unsuccessful attempts to
get radio airplay and a record deal, largely due to David's
adamant refusal to change the name from Death."</li>
<li>"..According to the Hackney family, <a
href="http://en.wikipedia.org/wiki/Columbia_Records"
title="Columbia Records">Columbia Records</a> president <a
href="http://en.wikipedia.org/wiki/Clive_Davis" title="Clive
Davis">Clive Davis</a> funded the recording sessions, but
implored the band to change its name to something more
commercially palatable than Death."</li>
<li><a class="moz-txt-link-freetext"
href="http://en.wikipedia.org/wiki/A_Band_Called_Death">http://en.wikipedia.org/wiki/A_Band_Called_Death</a><br>
</li>
</ul>
<br>
Now what is interesting about this is that the band member/leader
who insisted on the name Death for the band, lost a brother (I
think) in an accident and apparently he was very stuck in the early
stages of grief-work on this death. Almost like naming the band
"Death" was part of his own personal work on the grief....<br>
<br>
<br>
Daniel <br>
<br>
<br>
<br>
<br>
<br>
<div class="moz-cite-prefix">On 4/19/15 9:19 AM, Harrison wrote:<br>
</div>
<blockquote cite="mid:002a01d07aa3$88f79810$9ae6c830$@net"
type="cite">
<meta http-equiv="Content-Type" content="text/html; charset=UTF-8">
<meta name="Generator" content="Microsoft Word 12 (filtered
medium)">
<style><!--
/* Font Definitions */
@font-face
{font-family:Wingdings;
panose-1:5 0 0 0 0 0 0 0 0 0;}
@font-face
{font-family:"Cambria Math";
panose-1:2 4 5 3 5 4 6 3 2 4;}
@font-face
{font-family:Calibri;
panose-1:2 15 5 2 2 2 4 3 2 4;}
@font-face
{font-family:Tahoma;
panose-1:2 11 6 4 3 5 4 4 2 4;}
@font-face
{font-family:Consolas;
panose-1:2 11 6 9 2 2 4 3 2 4;}
@font-face
{font-family:"Times New Roman \, serif";
panose-1:0 0 0 0 0 0 0 0 0 0;}
/* Style Definitions */
p.MsoNormal, li.MsoNormal, div.MsoNormal
{margin:0in;
margin-bottom:.0001pt;
font-size:11.0pt;
font-family:"Calibri","sans-serif";
color:black;}
a:link, span.MsoHyperlink
{mso-style-priority:99;
color:blue;
text-decoration:underline;}
a:visited, span.MsoHyperlinkFollowed
{mso-style-priority:99;
color:purple;
text-decoration:underline;}
pre
{mso-style-priority:99;
mso-style-link:"HTML Preformatted Char";
margin:0in;
margin-bottom:.0001pt;
font-size:10.0pt;
font-family:"Courier New";
color:black;}
p.MsoAcetate, li.MsoAcetate, div.MsoAcetate
{mso-style-priority:99;
mso-style-link:"Balloon Text Char";
margin:0in;
margin-bottom:.0001pt;
font-size:8.0pt;
font-family:"Tahoma","sans-serif";
color:black;}
span.HTMLPreformattedChar
{mso-style-name:"HTML Preformatted Char";
mso-style-priority:99;
mso-style-link:"HTML Preformatted";
font-family:Consolas;
color:black;}
span.BalloonTextChar
{mso-style-name:"Balloon Text Char";
mso-style-priority:99;
mso-style-link:"Balloon Text";
font-family:"Tahoma","sans-serif";
color:black;}
p.p1, li.p1, div.p1
{mso-style-name:p1;
margin:0in;
margin-bottom:.0001pt;
font-size:10.5pt;
font-family:"Arial","sans-serif";
color:black;}
p.p2, li.p2, div.p2
{mso-style-name:p2;
margin:0in;
margin-bottom:.0001pt;
font-size:10.5pt;
font-family:"Arial","sans-serif";
color:#0000EE;}
p.p3, li.p3, div.p3
{mso-style-name:p3;
margin:0in;
margin-bottom:.0001pt;
font-size:10.5pt;
font-family:"Arial","sans-serif";
color:#1A37EE;}
span.EmailStyle24
{mso-style-type:personal;
font-family:"Calibri","sans-serif";
color:windowtext;}
span.s1
{mso-style-name:s1;
text-decoration:underline;}
span.s2
{mso-style-name:s2;
color:black;}
span.s3
{mso-style-name:s3;
color:#0000EE;
text-decoration:underline;}
span.apple-converted-space
{mso-style-name:apple-converted-space;}
span.EmailStyle29
{mso-style-type:personal;
font-family:"Calibri","sans-serif";
color:#1F497D;}
span.EmailStyle30
{mso-style-type:personal-reply;
font-family:"Calibri","sans-serif";
color:#1F497D;}
.MsoChpDefault
{mso-style-type:export-only;
font-size:10.0pt;}
@page WordSection1
{size:8.5in 11.0in;
margin:1.0in 1.0in 1.0in 1.0in;}
div.WordSection1
{page:WordSection1;}
/* List Definitions */
@list l0
{mso-list-id:96222327;
mso-list-template-ids:-970665656;}
@list l0:level1
{mso-level-number-format:bullet;
mso-level-text:\F0B7;
mso-level-tab-stop:.5in;
mso-level-number-position:left;
text-indent:-.25in;
mso-ansi-font-size:10.0pt;
font-family:Symbol;}
@list l1
{mso-list-id:1130897262;
mso-list-template-ids:-879607446;}
@list l1:level1
{mso-level-number-format:bullet;
mso-level-text:\F0B7;
mso-level-tab-stop:.5in;
mso-level-number-position:left;
text-indent:-.25in;
mso-ansi-font-size:10.0pt;
font-family:Symbol;}
@list l1:level2
{mso-level-tab-stop:1.0in;
mso-level-number-position:left;
text-indent:-.25in;}
@list l1:level3
{mso-level-tab-stop:1.5in;
mso-level-number-position:left;
text-indent:-.25in;}
@list l1:level4
{mso-level-tab-stop:2.0in;
mso-level-number-position:left;
text-indent:-.25in;}
@list l1:level5
{mso-level-tab-stop:2.5in;
mso-level-number-position:left;
text-indent:-.25in;}
@list l1:level6
{mso-level-tab-stop:3.0in;
mso-level-number-position:left;
text-indent:-.25in;}
@list l1:level7
{mso-level-tab-stop:3.5in;
mso-level-number-position:left;
text-indent:-.25in;}
@list l1:level8
{mso-level-tab-stop:4.0in;
mso-level-number-position:left;
text-indent:-.25in;}
@list l1:level9
{mso-level-tab-stop:4.5in;
mso-level-number-position:left;
text-indent:-.25in;}
@list l2
{mso-list-id:1700206387;
mso-list-template-ids:2113333594;}
@list l2:level1
{mso-level-number-format:bullet;
mso-level-text:\F0B7;
mso-level-tab-stop:.5in;
mso-level-number-position:left;
text-indent:-.25in;
mso-ansi-font-size:10.0pt;
font-family:Symbol;}
@list l3
{mso-list-id:1950310239;
mso-list-template-ids:456838548;}
@list l3:level1
{mso-level-number-format:bullet;
mso-level-text:\F0B7;
mso-level-tab-stop:.5in;
mso-level-number-position:left;
text-indent:-.25in;
mso-ansi-font-size:10.0pt;
font-family:Symbol;}
ol
{margin-bottom:0in;}
ul
{margin-bottom:0in;}
--></style><!--[if gte mso 9]><xml>
<o:shapedefaults v:ext="edit" spidmax="1026" />
</xml><![endif]--><!--[if gte mso 9]><xml>
<o:shapelayout v:ext="edit">
<o:idmap v:ext="edit" data="1" />
</o:shapelayout></xml><![endif]-->
<div class="WordSection1">
<p class="MsoNormal"><span style="color:#1F497D">Dan  Seems to
me the first concern is not so much Âtalking about
Griefwork with clients than knowing that the process of
grief is undoubtedly going on somewhere, if only in the
background. IÂve found that such knowledge makes you much
more sensitive to the needs and opportunities of those you
work with. Seems to give you a more fully rounded picture
than the flat single dimension view that a lot of folks
apparently have of their organizations.<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D"><o:p>Â </o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D">Harrison<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D"><o:p>Â </o:p></span></p>
<div>
<p class="MsoNormal"><span style="color:#1F497D">Winter
Address<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D">7808 River
Falls Drive<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D">Potomac, MD
20854<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D">301-365-2093<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D"><o:p>Â </o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D">Summer
Address<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D">189 Beaucaire
Ave.<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D">Camden, ME
04843<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D">207-763-3261<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D"><o:p>Â </o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D">Websites<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D"><a
moz-do-not-send="true" href="%20www.openspaceworld.com">
www.openspaceworld.com</a><o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D"><a
moz-do-not-send="true" href="www.ho-image.com">www.ho-image.com</a><o:p></o:p></span></p>
<p class="MsoNormal"><span style="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 moz-do-not-send="true"
href="http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org">http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org</a></span><span
style="color:#1F497D"><o:p></o:p></span></p>
</div>
<p class="MsoNormal"><span style="color:#1F497D"><o:p>Â </o:p></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">
Daniel Mezick [<a class="moz-txt-link-freetext"
href="mailto:dan@newtechusa.net">mailto:dan@newtechusa.net</a>]
<br>
<b>Sent:</b> Saturday, April 18, 2015 4:49 PM<br>
<b>To:</b> Harrison<br>
<b>Subject:</b> Re: [OSList] Grief, Griefwork and
Renewal -- The core of our work, I think<o:p></o:p></span></p>
</div>
</div>
<p class="MsoNormal"><o:p>Â </o:p></p>
<p class="MsoNormal" style="margin-bottom:12.0pt">Ha...I love
this topic.<br>
<br>
...In her book REALITY IS BROKEN, Jane McGonigal enumerates
some "happiness hacks" throughout the text. Interestingly, one
of them is devoting 5 minutes a day to contemplating your own
death. <br>
<br>
Death. A summary of what she says about it:<br>
"...Think about death for five minutes every day. (Researchers
suggest that we can induce a mellow, grateful physiological
state known as Âposttraumatic bliss that helps us
appreciate the present moment and savor our lives more.)"<br>
<br>
So interesting that embracing change (from life to death in
this extreme example) can generate Âposttraumatic
blissÂ...aka...joy.<br>
<br>
Also interesting: Agile Manifesto:<o:p></o:p></p>
<ul type="disc">
<li class="MsoNormal"
style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l0
level1 lfo1">"Responding to change over following a plan"<o:p></o:p></li>
<li class="MsoNormal"
style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l0
level1 lfo1">"...welcome changing [circumstances], even late
[in the game.]. Agile processes harness change...<o:p></o:p></li>
</ul>
<p class="MsoNormal" style="margin-bottom:12.0pt"><br>
Liking this HO quote:<br>
"...<span style="color:#1F497D">The consultant community (we
know who they are) are pretty good at this, after all they
do have to make the sale and pay the rent. "<br>
<br>
"There is no waste in nature." -Unknown author<br>
<br>
"...everyone gets what they want..." -Ed Seykota<br>
<br>
"intentions equal results." -Ed Seykota<br>
<br>
Perhaps big huge orgs want to pay lots of money to coaches
and consultants for nothing, just to say they spent the
money. Not sure. Seems about right though...meanwhile, they
are dying. And at the same time, "whistling past the
graveyard." Consultants as undertakers? Maybe....<br>
<br>
Last thing: I never, ever mention griefwork when I chat with
executives in the early going. They typically are much more
likely to get it later, after we show them how "it" works,
without explaining why "it" works.<br>
<br>
Related link? Well, OK:<br>
<a moz-do-not-send="true"
href="http://newtechusa.net/agile/start-with-how/">http://newtechusa.net/agile/start-with-how/</a><br>
<br>
Daniel<br>
<br>
</span><o:p></o:p></p>
<div>
<p class="MsoNormal">On 4/15/15 11:26 AM, Harrison wrote:<o:p></o:p></p>
</div>
<blockquote style="margin-top:5.0pt;margin-bottom:5.0pt">
<p class="MsoNormal"><span style="color:#1F497D">Dan  You
are right. DoesnÂt seem to be a forest fire here, but
maybe a small smolder. As for the inability/unwillingness
to talk about Grief Working  nothing new or strange. It
has been that way for my whole professional life, which
would take it back to 1960 when I got my first honest job.
And I have it on very good authority that the situation
has been pretty constant for the duration of human
history. All that said, I think your little ÂsayingÂ
puts it pretty well Â</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<ul style="margin-top:0in" type="disc">
<li class="MsoNormal" style="color:#1F497D;mso-list:l1
level1 lfo4">Most change creates grief.<o:p></o:p></li>
<li class="MsoNormal" style="color:#1F497D;mso-list:l1
level1 lfo4">Most learning is change. <o:p></o:p></li>
<li class="MsoNormal" style="color:#1F497D;mso-list:l1
level1 lfo4">Therefore, most learning creates grief. <o:p></o:p></li>
</ul>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">My
inclination would be to put in more absolute terms, but
your phrasing does pretty good. The bottom line is that
Life is Change, and Change, of whatever sort and no
matter how small, involves an ending. It used to be
Âthis way  but now no longer. ThatÂs over. There is
a new way. Ending. New Beginning.</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Both change
and ending may seem small and inconsequential, but it is
worthwhile remembering that my Âminor change may be
your Âcalamitous disaster. As a senior executive I may
find it necessary for some sort of ÂForce Reduction.Â
From where I sit, it is a very minor thing, all in a
dayÂs work, as they say. But if you happen to be part of
that Force, the picture is rather different. It could be
the end of a dream, a way of life. Serious indeed. </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">I guess that
is all pretty obvious, but it does make the point, I
think, that every part of an organizations life, as
indeed all of life itself is in constant change. ItÂs all
flow. ItÂs all ending. ItÂs all new beginning. All with
the inescapable corollary: Griefwork is a constant,
everyday reality.</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Presuming any
of this is true, it is also something that we would rather
not talk about. For one thing, there is a lot of pain,
which we would choose to avoid. For another thing, the
notion that somehow we are in control is simply laughable.
Sorry about that.</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">What we
wonÂt talk about just gets buried. Unfortunately what is
buried most usually comes to the surface, inevitably at a
most inconvenient time. One of the truly tragic, and funny
in a way, elements of our common human behavior, is the
lengths to which we seem prepared to go in keeping the
unspeakable unspoken. And it really is a conspiracy of
silence. </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">It would be
convenient if we were to be able blame just one group and
absolve all the rest. Senior executives, for example. They
say they are in charge, so clearly they are responsible!
But it really is a conspiracy with full participation from
all hands  which would include managers, workers,
customers, politicians, drop outs... Nobody really wants
to call the shot. The Emperor is buck naked!</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Most of the
time, we just try to avoid the essential conversations.
But when backed into a corner, we do our very best to
sugar coat the pill. The consultant community (we know who
they are) are pretty good at this, after all they do have
to make the sale and pay the rent. But the end results are
ridiculous nostrums branded as ÂChange Management,Â
ÂPainless Programs for Paradigm Shift and so many more
as to be uncountable. And just to be very clear, we need
to add Open Space Technology to that list whenever good
old OST is offered as some special process or program we
have created and Âdo. </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">So anyhow, I
do think that Griefwork is critical to Life  including
life as experienced in Open Space. It really is something
worth talking about, I think.</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Harrison</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<div>
<p class="MsoNormal"><span style="color:#1F497D">Winter
Address</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">7808 River
Falls Drive</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Potomac, MD
20854</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">301-365-2093</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Summer
Address</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">189
Beaucaire Ave.</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Camden, ME
04843</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">207-763-3261</span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></p>
<p class="MsoNormal"><span style="color:#1F497D">Websites</span><o:p></o:p></p>
<p class="MsoNormal"><a moz-do-not-send="true"
href="%20www.openspaceworld.com">www.openspaceworld.com</a><o:p></o:p></p>
<p class="MsoNormal"><a moz-do-not-send="true"
href="www.ho-image.com">www.ho-image.com</a><o:p></o:p></p>
<p class="MsoNormal"><span style="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:</span><a
moz-do-not-send="true"
href="http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org"><span
style="font-size:10.5pt;font-family:Consolas">http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org</span></a><o:p></o:p></p>
</div>
<p class="MsoNormal"><span style="color:#1F497D">Â </span><o:p></o:p></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 [<a moz-do-not-send="true"
href="mailto:oslist-bounces@lists.openspacetech.org">mailto:oslist-bounces@lists.openspacetech.org</a>]
<b>On Behalf Of </b>Daniel Mezick via OSList<br>
<b>Sent:</b> Saturday, April 11, 2015 6:54 AM<br>
<b>To:</b> <a moz-do-not-send="true"
href="mailto:oslist@lists.openspacetech.org">oslist@lists.openspacetech.org</a><br>
<b>Subject:</b> Re: [OSList] Grief, Griefwork and
Renewal -- The core of our work, I think</span><o:p></o:p></p>
</div>
</div>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal" style="margin-bottom:12.0pt">Hi All, Hi
Harrison, <br>
<br>
I continue to watch this thread carefully since it first
appeared. (Thank you for it Harrison...) <br>
<br>
<br>
And I am noticing this thread is not really catching
fire...yet.<br>
<br>
<br>
I first ran into the org-level Griefwork concept in the
SPIRIT book. <br>
<br>
Since then I've been paying close attention to how grief
might actually be playing out in process-change initiatives
in my own work "coaching" Agile in organizations. <br>
<br>
And after doing this for more than a few years, I conclude
that yes, indeed, the grief cycle is often behind (or
underneath) what is going on.<br>
<br>
And the reality is that this org-grief concept is what
informed the early stages of the design of Open Agile
Adoption (OAA,) a method to get a rapid & lasting Agile
adoption. <br>
<br>
Ditto for Prime/OS, a method for gently introducing any kind
process-change into any kind organization. <br>
<br>
<br>
<br>
Now the reality is that, in my experience, typical
executives in typical orgs are not ready to talk to about
PLAY. So I have to use the word "experimentation" instead. <br>
<br>
And they are not ready for the concept of "self
organization" so I have to use "high performance" instead. <br>
<br>
Given this reality, it's unlikely these execs- the folks who
write the checks- are ready, willing and able to discuss
grief and Griefwork. (I tried it once and it didn't take.)<br>
<br>
All of that said, the design of OAA with before/after Open
Space and 100 days in between is greatly informed by the
Griefwork content found in the SPIRIT book. I teach a module
on grief in the OAA class and mention it a little bit in the
forthcoming book, but do not go too far with it because,
well, you know. <br>
<br>
But with OAA practitioners and teachers I do give the
subject good treatment and tell the more complete story of
how OAA is designed to deal in org-level grief of the
development & evolution of organizations. As a result I
am always sending them to that "cult classic", the SPIRIT
book (!)<br>
<br>
<br>
<br>
<br>
Now this quote in Harrison's (and Peggy's) story about
USWEST really hit me:<br>
<br>
<i><span style="font-size:18.0pt">"...Shortly told, the
situation was that a corporate wide redesign (Process
Re-Engineering) <b>had failed massively </b>leaving
anger, frustration and confusion in its wake."</span></i><br>
<br>
Now as everyone knows I continuously rant on the futility of
mandating "process-change" and "new practices" like Agile,
without gaining the consent of the people affected by the
change. <br>
<br>
I rant on and on about the way Agile adoptions are typically
arranged from the top, in authority terms, and how the teams
that do the work are assumed to be perfectly happy about
this, and in fact love the new way of working. <br>
<br>
And how that is rarely (if ever) the case, and how that
under-the-surface resistance (and even resentment) can and
will just TORPEDO the best of intentions with respect to
getting a rapid and lasting adoption. <br>
<br>
<br>
<br>
<br>
<br>
And so it was (and is) with some interest that I noted this
report about "process re-engineering" in the USWEST story. <br>
I'm guessing the "re-engineering" was issued from "on-high."
<br>
<br>
I'm also guessing that the people who were affected (that
would be just about everyone,) were probably not consulted
first. <br>
<br>
Probably not asked to express what they wanted, what they
thought or what they felt about it. <br>
<br>
In other words, I'm guessing that "process re-engineering"
at USWEST was implemented as a mandate, not an invitation. <br>
<br>
And that, for most participants, the experience was very
triggering. <br>
<br>
And cause for more than a little grief.<br>
<br>
Kind of like the typical Agile adoption in the typical large
corporation today?<br>
<br>
<br>
Lately I've been fond of saying:<o:p></o:p></p>
<ul type="disc">
<li class="MsoNormal"
style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l1
level1 lfo4">Most change creates grief.<o:p></o:p></li>
<li class="MsoNormal"
style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l1
level1 lfo4">Most learning is change. <o:p></o:p></li>
<li class="MsoNormal"
style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l1
level1 lfo4">Therefore, most learning creates grief. <o:p></o:p></li>
</ul>
<p class="MsoNormal" style="margin-bottom:12.0pt"><br>
Now, this may or may not be true. Either way- we know grief
needs and wants to be processed.<br>
<br>
This seems to be especially true for organizations, and the
USWEST story seems to bear this out. <br>
<br>
Unless I am totally wrong, and USWEST actually started in
Open Space, and set aside about 100 days to try it out the
"process re-engineering" stuff for a while, and then did
another Open Space after that?<br>
<br>
<br>
And so: thanks again for this essay, Harrison. I am enjoying
it.<br>
<br>
<br>
Daniel <br>
<br>
<br>
<br>
PS <br>
I notice that in the book REALITY IS BROKEN by Jane
McGonigal, she lists various "happiness hacks" and one of
them is: "reflect on your own passing, for 5 minutes a day."
She claims that doing so tends to increase human happiness.
Funny how that works...<br>
<br>
<br>
<br>
Related links:<br>
<a moz-do-not-send="true"
href="http://www.OpenAgileAdoption.com">www.OpenAgileAdoption.com</a><br>
<a moz-do-not-send="true" href="http://www.Prime-OS.com">www.Prime-OS.com</a><br>
<br>
<br>
<br>
<br>
<br>
<o:p></o:p></p>
<div>
<p class="MsoNormal">On 3/27/15 1:00 PM, Harrison via OSList
wrote:<o:p></o:p></p>
</div>
<blockquote style="margin-top:5.0pt;margin-bottom:5.0pt">
<p class="MsoNormal">Grief and Griefwork are central to the
human experience and evolution. To the extent that Open
Space is a useful forum in which human experience and
evolution may take place, both grief and Griefwork are
critical elements. The process itself cannot be rushed. It
will proceed at its own pace through the several phases,
none of which can be skipped or short changed, for each
phase contributes an essential element towards the final
goal, which is renewal. No doubt grief is painful, and the
process itself is, as the name implies, real work, but it
is good work. In totality, and contrary to the popular
perception, it is not sad. Indeed it is triumphal, even
joyful, creating the way for letting go of what has ended,
and leading to new life. Not bad for a dayÂs work! <o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">The ground breaking work describing the
Griefwork Process was done by Elizabeth Kübler-Ross in
her 1969 book, ÂOn Death and Dying. It was mind
blowing. In one fell swoop she gave meaning to one of
lifeÂs most painful experiences: Grief. Yes it was, and
is, a pain, but pain with genuine gain. From the terrible
moments of ending, something innate draws us forward. From
Shock and Anger, through Denial on to letting go and
resolution. We move on. We donÂt have to invent it, even
think it. Happens all by itself, every time, and all the
time  if we just let it. And that is a critical point...
we have to let it happen. We can slow it, even abort it,
but doing so leaves us in a life of grief with no
resolution. <o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">Kübler-RossÂs focus was on the
individual response to Death. My focus has always been on
the larger agglomeration of individuals which we call
organizations, what they are and how they develop and
transform. And the more I thought about it, and lived
deeply in the heart of many organizations, it occurred to
me that Griefwork was very much present and critical. At
points of ending, all sorts of endings, the process would
start, sometimes with the whole organization involved.
Shock/Anger, Denial, Memories, Despair, Open Space, Vision
 those were my descriptors, and yes, Open Space had
nothing to do with meetings. For me it was that incredible
balance point between what was and what would become.
IÂll spare you the details, but if you are interested it
is all there in my first book, ÂSpirit: Transformation
and Development, which is yours for a mouse click at <a
moz-do-not-send="true"
href="http://openspaceworld.com/Spirit.pdf">http://openspaceworld.com/Spirit.pdf</a>Â
<o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">Open Space Technology was a late comer
in all of this, definitely a funny thing on the way to the
future  until it began to dawn on me that everything I
had experienced and described under the heading of
Griefwork in Organizations showed up in that Âfunny
thing. Which is why I ended up calling it <i>Open Space</i>.
ÂTechnology was merely an afterthought, and mostly a
joke. <o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">When an organization is in deep pain
caused by market shifts, corporate raiders, internal
conflict, international disorder  whatever  The
process of Griefwork kicks in. The initial response is
shock and Anger, blame and confusion. ÂThey did it!Â
ÂHow could it happen to us? Old ways end. New ways are
much less than obvious. And the process rolls on! Should
such an organization find itself sitting in a circle,
creating a bulletin board... if would be fair to say that
the Griefwork Process is the script of the emerging drama.
Unwritten, unplanned, maybe unknown  but very much
there, if you just take a moment to see. And if you have
never been in such a situation, you can in fact see it in
a remarkable video of USWEST, thanks to Peggy Holman. <a
moz-do-not-send="true" href="http://vimeo.com/25251316">http://vimeo.com/25251316</a>
<o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">Shortly told, the situation was that a
corporate wide redesign (Process Re-Engineering) had
failed massively leaving anger, frustration and confusion
in its wake. In one part of the USWEST world, The State of
Arizona, it had all gone critical. Somehow, Peggy Holman
and her colleagues managed to bring in Open Space, which
is marvelously depicted by the video. When asked to
describe the course of events over the three day
gathering, one participant said (in reference to the
second day), ÂToday I think we are searching for
solutions for what we were bitching about yesterday.Â
There it is. The passage from shock and anger onto vision
and renewal. But donÂt just listen to the words. The
Âbody language is even more compelling. In the opening
circle you will see a phalanx of angry faces, arms folded,
jaws set. Skip to the end and it is practically a love in.
And no, we did not script it! <o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">Knowing that Griefwork is central to
the fabric and flow of an Open Space is interesting. But
becoming familiar with the essential elements of Griefwork
and their contribution to the process of healing and
renewal can provide a powerful point of insight for anyone
who has undertaken the role of facilitator. It is not so
much about guiding, or somehow directing, the process,
which simply canÂt be done. It is about deepening our
awareness of what is actually taking place. At the very
least this awareness will provide some comfort and
orientation in an otherwise confusing situation for the
facilitator. <o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">Should it occur, as it often does, that
the first day is filled with acrimony, blame, and anger...
all mixed with an apparent unwillingness to face the facts
of ending, this is not something that can or should be
Âfixed.  It is simply the age old process of Grief
doing its work. The natural tendency to attempt soothing
the rough waters, and bring about some Ârational future
oriented discussion will do no good at all, and in fact is
counter-productive. The likely result is that the process
will be aborted and driven underground. A superficial
Âpeace may be restored, but genuine healing and renewal
are denied.<o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">Comforting a fevered facilitator is the
least of the gifts that knowledge of the Griefwork process
confers. More important are the clues and cues such
knowledge provides to the facilitator, guidance on the
most effective ways to hold the space. When shock and
anger are rampant, the critical role is to keep the space
wide open. This means serious Presence and Invisibility,
and if that seems to be too hard an assignment, I suggest
the ÂChair Exercise. Find a good solid chair, place it
in an out of the way corner, but with a view of the
action. Sit in the chair, and hold onto the seat with both
hands  HARD. Whenever you are tempted to jump in and
solve the situation, go ahead but keep holding onto the
chair. You will feel pretty ridiculous, but the lesson
will be immediate. Sit Down!<o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">As the Work of Grief moves along, new
opportunities for the facilitator will appear. This is not
the time or place to list them all, and my best effort
will be found in the second half of my last book, ÂWave
Rider, called the ÂWave RiderÂs Guide to the Future.Â
<a moz-do-not-send="true"
href="http://www.amazon.com/Wave-Rider-Leadership-Performance-Self-Organizing/dp/1576756173/ref=sr_1_3?s=books&ie=UTF8&qid=1427472738&sr=1-3&keywords=harrison+owen">http://www.amazon.com/Wave-Rider-Leadership-Performance-Self-Organizing/dp/1576756173/ref=sr_1_3?s=books&ie=UTF8&qid=1427472738&sr=1-3&keywords=harrison+owen</a>
I am under no illusion that my efforts represent the
ÂLast Word, indeed I sincerely hope that they will
constitute an invitation to each and every one of you to
explore and share your experience and findings. <o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">I am quite sure, however, that
Griefwork is not a process we can design, program, or
direct. It will happen as it always has  on its own
timetable. But we can help. Of more immediate concern is
the fact that we will have massive opportunities for
exploration and assistance. Any fair reading of our
current world order (is that an oxymoron?) tells us that
there will be a lot of endings, most of them painful, but
all of them potential for new beginnings. We have a lot of
work to do.<o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">Harrison<o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">Winter Address<o:p></o:p></p>
<p class="MsoNormal">7808 River Falls Drive<o:p></o:p></p>
<p class="MsoNormal">Potomac, MD 20854<o:p></o:p></p>
<p class="MsoNormal">301-365-2093<o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">Summer Address<o:p></o:p></p>
<p class="MsoNormal">189 Beaucaire Ave.<o:p></o:p></p>
<p class="MsoNormal">Camden, ME 04843<o:p></o:p></p>
<p class="MsoNormal">207-763-3261<o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal">Websites<o:p></o:p></p>
<p class="MsoNormal"><a moz-do-not-send="true"
href="%20www.openspaceworld.com">www.openspaceworld.com</a><o:p></o:p></p>
<p class="MsoNormal"><a moz-do-not-send="true"
href="www.ho-image.com">www.ho-image.com</a><o:p></o:p></p>
<p class="MsoNormal">OSLIST <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"><span
style="font-size:10.5pt;font-family:Consolas">http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org</span></a><o:p></o:p></p>
<p class="MsoNormal">Â <o:p></o:p></p>
<p class="MsoNormal"><span
style="font-size:12.0pt;font-family:"Times New
Roman , serif","serif""><br>
<br>
<br>
<br>
</span><o:p></o:p></p>
<pre>_______________________________________________<o:p></o:p></pre>
<pre>OSList mailing list<o:p></o:p></pre>
<pre>To post send emails to <a moz-do-not-send="true" href="mailto:OSList@lists.openspacetech.org">OSList@lists.openspacetech.org</a><o:p></o:p></pre>
<pre>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><o:p></o:p></pre>
<pre>To subscribe or manage your subscription click below:<o:p></o:p></pre>
<pre><a moz-do-not-send="true" href="http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org">http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org</a><o:p></o:p></pre>
<pre>Past archives can be viewed here: <a moz-do-not-send="true" href="http://www.mail-archive.com/oslist@lists.openspacetech.org">http://www.mail-archive.com/oslist@lists.openspacetech.org</a><o:p></o:p></pre>
</blockquote>
<p class="MsoNormal"><span
style="font-size:12.0pt;font-family:"Times New Roman
, serif","serif"">Â </span><o:p></o:p></p>
<div>
<p class="MsoNormal"><span
style="font-size:12.0pt;font-family:"Times New
Roman , serif","serif"">-- <br>
<br>
<br>
</span><o:p></o:p></p>
<p class="p1">Daniel Mezick, President<o:p></o:p></p>
<p class="p1">New Technology Solutions Inc.<o:p></o:p></p>
<p class="p1">(203) 915 7248 (cell)<o:p></o:p></p>
<p class="p2"><span class="s1"><a moz-do-not-send="true"
href="http://newtechusa.net/dan-mezick/">Bio</a></span><span
class="s2">. <a moz-do-not-send="true"
href="http://newtechusa.net/blog/"><span class="s1">Blog</span></a>.
<a moz-do-not-send="true"
href="http://twitter.com/#%21/danmezick/"><span
class="s1">Twitter</span></a>.</span><span
class="apple-converted-space"><span style="color:black">Â </span></span><o:p></o:p></p>
<p class="p3"><span class="s2">Examine my new book:</span><span
class="apple-converted-space"><span style="color:black">Â
</span></span><span class="s2"><a moz-do-not-send="true"
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><o:p></o:p></p>
<p class="p1">Explore Agile Team <a moz-do-not-send="true"
href="http://newtechusa.net/services/agile-scrum-training/"><span
class="s3">Training</span></a> and <a
moz-do-not-send="true"
href="http://newtechusa.net/services/agile-scrum-coaching/"><span
class="s3">Coaching.</span></a><o:p></o:p></p>
<p class="p1">Explore the <a moz-do-not-send="true"
href="http://newtechusa.net/user-groups/ma/"><span
class="s3">Agile Boston </span></a>Community.<span
class="apple-converted-space">Â </span><o:p></o:p></p>
</div>
</blockquote>
<p class="MsoNormal"><span
style="font-size:12.0pt;font-family:"Times New
Roman","serif""><o:p>Â </o:p></span></p>
<div>
<p class="MsoNormal"><span
style="font-size:12.0pt;font-family:"Times New
Roman","serif"">-- <br>
<br>
<o:p></o:p></span></p>
<p class="p1">Daniel Mezick, President<o:p></o:p></p>
<p class="p1">New Technology Solutions Inc.<o:p></o:p></p>
<p class="p1">(203) 915 7248 (cell)<o:p></o:p></p>
<p class="p2"><span class="s1"><a moz-do-not-send="true"
href="http://newtechusa.net/dan-mezick/">Bio</a></span><span
class="s2">. <a moz-do-not-send="true"
href="http://newtechusa.net/blog/"><span class="s1">Blog</span></a>.
<a moz-do-not-send="true"
href="http://twitter.com/#%21/danmezick/"><span
class="s1">Twitter</span></a>.</span><span
class="apple-converted-space"><span style="color:black">Â </span></span><o:p></o:p></p>
<p class="p3"><span class="s2">Examine my new book:</span><span
class="apple-converted-space"><span style="color:black">Â
</span></span><span class="s2"><a moz-do-not-send="true"
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><o:p></o:p></p>
<p class="p1">Explore Agile Team <a moz-do-not-send="true"
href="http://newtechusa.net/services/agile-scrum-training/"><span
class="s3">Training</span></a> and <a
moz-do-not-send="true"
href="http://newtechusa.net/services/agile-scrum-coaching/"><span
class="s3">Coaching.</span></a><o:p></o:p></p>
<p class="p1">Explore the <a moz-do-not-send="true"
href="http://newtechusa.net/user-groups/ma/"><span
class="s3">Agile Boston </span></a>Community.<span
class="apple-converted-space">Â </span><o:p></o:p></p>
</div>
</div>
</blockquote>
<br>
<div class="moz-signature">-- <br>
<meta http-equiv="Content-Type" content="text/html; charset=UTF-8">
<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">Â </span></span></p>
<p class="p3"><span class="s2">Examine my new book:<span
class="Apple-converted-space">Â </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">Â </span></p>
</div>
</body>
</html>