<div dir="ltr"><div class="gmail_default" style="font-family:verdana,sans-serif;font-size:small">Ahhhhh the world would be a simpler place if we just put you in charge Michael, so that you could then put us all back in charge!!!<br><br></div><div class="gmail_default" style="font-family:verdana,sans-serif;font-size:small">Looking forward to our next beer in Berlin.<br><br><br></div><div class="gmail_default" style="font-family:verdana,sans-serif;font-size:small">Smiles Bhav...<br></div><div class="gmail_extra"><br><div class="gmail_quote">On 6 June 2016 at 12:34, Michael M Pannwitz <span dir="ltr"><<a href="mailto:mmpannwitz@gmail.com" target="_blank">mmpannwitz@gmail.com</a>></span> wrote:<br><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex">Dear Karolina,<br>
<br>
here I am tickled to react to your question especially in context with Bhavs note:<br>
<br>
I think that there is a much easier way to have the sponsor find out whether ost fits his situation, its really of no importance if I as facilitator find out whether it fits.<br>
Simply go through the preconditions for an open space event that has at its nucleus the attempt to widen the space for the forces of selforganisation to unfold:<br>
<br>
--- is attendance voluntary?<br>
--- is it an open question?<br>
--- is it a complex issue (not simply a complicated matter)?<br>
--- is there sufficient diversity as far as participants is concerned?<br>
--- is it a situation of conflict?<br>
--- is it urgent?<br>
<br>
In case the sponsor finds all preconditions sufficently in place I as faciliator give him all the promises we usually list.<br>
I have found this approach to entail the least amount of work for me and keeps all the responsibility where it should be, with the sponsor.<br>
<br>
Have a sunny week<br>
greetings from Berlin<br>
mmp<br>
<br>
On 06.06.2016 08:32, Bhavesh Patel via OSList wrote:<br>
<blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex">
Hey Karolina,<br>
<br>
My reaction to this email was to ask WHY OST?<br>
<br>
As an employee I hear about an unexpected change, therefore I have not<br>
been consulted, it looks like it will lead to some negative emotions and<br>
maybe consequences, and then I am told that I am now free to take<br>
responsibility for what I am passionate about... will this lead to "<br>
/the best change experience they can in the moment of communicating the<br>
changes and after/"?<br>
<br>
Maybe Yes, maybe No, I feel concerned. Maybe there is more work to be<br>
done in presenting and processing the information together to reach a<br>
point where everyone understands what is happening and why, and can<br>
raise their questions and concerns, and can be listened to, etc, and<br>
when that phase is over, to then explore where we go from here within<br>
the given constraints, and then having clarified the theme/scope, go<br>
into OST?<br>
<br>
Having said all that, you know the company and the context and OST, so<br>
if it feels right for you, then you would be the best judge of that.<br>
<br>
<br>
Smiles Bhav...<br>
<br>
<br>
<br>
<br>
On 2 June 2016 at 16:53, Karolina Iwa via OSList<br>
<<a href="mailto:oslist@lists.openspacetech.org" target="_blank">oslist@lists.openspacetech.org</a> <mailto:<a href="mailto:oslist@lists.openspacetech.org" target="_blank">oslist@lists.openspacetech.org</a>>><br>
wrote:<br>
<br>
dear group,<br>
<br>
i am seeking advice and stories.<br>
<br>
on monday i have a meeting with the board of a company we've been<br>
supporting for the last year in their growth. some time ago they<br>
decided to make a major change (cannot get into more details at this<br>
point), which most probably a. will make quite some people in the<br>
company experience negative emotions and b. is coming quite<br>
unexpectedly.<br>
<br>
the board intends at designing<br>
<br>
the best change experience they can in the moment of communicating<br>
the changes and after.<br>
<br>
we intend to open the space after the news has been shared + the<br>
reasons behind it & consequences for the company & employees have<br>
been communicated, so i am wondering - from your experience:<br>
<br>
- what would be similar stories you took part in / heard of?<br>
- what can be helpful / should we pay attention to while preparing<br>
the meeting for the board and with the board preparing the whole<br>
organisation meeting?<br>
<br>
thanks in advance for sharing.<br>
<br>
karolina.<br>
<br>
<br>
<br>
____________________________________<br>
*karolina iwa*<br>
social innovation<br>
senior facilitator<br>
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<br><span class="HOEnZb"><font color="#888888">
</font></span></blockquote><span class="HOEnZb"><font color="#888888">
<br>
-- <br>
Michael M Pannwitz<br>
Draisweg 1, 12209 Berlin, Germany<br>
<a href="tel:%2B%2B49%20-%2030-772%208000" value="+49307728000" target="_blank">++49 - 30-772 8000</a><br>
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