Joelle-- Years ago - before I'd heard of open space - as an inside manager of a customer service department with an OD background, I took the whole department through a reorganization. Due to the nature of the work, there was much more participation from the managers and supervisors than the service reps. However, everyone knew that jobs would be changed (not eliminated). The creative juices were engaged, and the structure that emerged had buy-in from most all involved.
Today, I would definitely use open space. And I know, if the more structured process we used worked, open space would work infinitely better. A thought - the theme for your group might be broad enough to include something about going forward into the unknown, so that it could include those folks that might need to move on. Go for it --BJ Peters Joelle Lyons Everett wrote:
Had a call today from a public agency which will need to do some restructuring (two service regions are being combined, with the expected result of personnel reductions). Their original plan was to make the restructuring decisions first, then convene an Open Space conference to work out the operational details--not wanting to ask people to eliminate their own jobs. My proposal to them is that they consider holding the OS before the decisions are made, to bring maximum information, participation and creativity to the proposed changes. What is your experience in this situation? I'd love to hear pros and cons, insights and pitfalls, from your experience with clients. As usual, the time is yesterday, the potential for conflict is high--sounds to me like a job for OS. I'd love to hear from you! Joelle * * ========================================================== osl...@listserv.boisestate.edu ------------------------------ To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu, Visit: http://listserv.boisestate.edu/archives/oslist.html
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