Sandra – you have it right. I did “acknowledge” a “lot of stuff in
the air” – and carefully did not “name the issues” – which as I
said – I didn’t know or certainly understand. But even if I had
really known the issues and understood them I would have been as
vague as possible. Vagueness can be slippery, but it creates a lot
of space and people fill in the blanks as only they can do.
Oh yes – The People. Can you really trust them? My experience is
that you don’t have much choice, and one thing you can trust is
that given the space The People will make choices that they
perceive to be life enhancing. Of course, other People may have a
different perception and there are times when these perceptions are
at odds, sometimes catastrophically – productive of lots of chaos,
confusion and conflict. The usual response is to clamp down on the
situation and bring The People (whichever people) into line. The
net effect is an intensification and polarization of the situation.
Opening space goes in the opposite direction – creating an
environment in which there is sufficient room to find common
ground. I think this is what Peace making is all about. If you are
interested in all of that you might take a look at my book, “The
Practice of Peace.”
Harrison
Harrison Owen
7808 River Falls Drive
Potomac, Maryland 20854
Phone 301-365-2093
Skype hhowen
Open Space Training www.openspaceworld.com
Open Space Institute www.openspaceworld.org
Personal website www.ho-image.com
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-----Original Message-----
From: OSLIST [mailto:osl...@listserv.boisestate.edu] On Behalf Of
Sandra Kriese
Sent: Wednesday, October 17, 2007 2:37 AM
To: osl...@listserv.boisestate.edu
Subject: Re: Alternatives for Challenging Morning Circles
hello Doug and Harrison....
hmmmmmmm.......maybe naming wasn't the right choice of
words....although I wonder if there are times to name and times to
not....either can empower or disempower, I suspect.
In fact, as a massage therapist I often happily join in with a
client's relief at having a label put on their condition, and then,
at some point, notice that we could begin to throw it away, if
they'd like! Both are necessary. I'm just there to "be with" what's
there....
Harrison used the words "acknowledged the tension in the air". I
assume he did that with language! :-) A "naming" that empowered??
It seemed so.
Arny is brilliant and, I think, puts forth a subtle and tuned-in
method in theory and in some practice......and, yes, Harrison,
Process Work can be a lot of work, too much I agree...especially in
the Worldwork groups. Having come from that method, and having
learned a lot about processing edgy hot world issues, I did doubt
that Open Space could allow that kind of energy....the kind that
wants to kill.....for real. I know that artificial "safety" rules
do not work and I am smiling at myself....thinking that "open
space" might not be able to allow what a group brought forward!
Funny, eh?
With Process Work group sessions (1990's), few facilitators were
consciously holding any kind of space. There's a holding of the
process but not the space. It was a kind of fluid, volatile,
intense, amoebic process....awesome in it's dynamic energy, but
exhausting. Even as I am writing this, I am feeling the difference
compared to an Open Space session where the space IS being openly
held. Hmmmmm........now I have a glimmer of the "what" that was
different!
My family's history with World War 2 instilled a gigantic lack of
trust that "the people" could make good choices. I am on a long
journey to heal that, in myself especially.
much appreciation to everyone,
I've been lurking and also learning a lot!
Sandra
Sandra--
"Naming the tension" raises for me the question whether that might
just
be taking away from the people? I do not know. What do you see?
For instance, there is this US slang for naming called putting a
"handle" on something or someone. When we name something we feel we
have
some control over it. Have you ever noticed that when we are ill, the
fact that the Doctor puts a name on our dis-ease relieves our tension
and gives us hope?
Naming something can stop our further inquiry into what is going on,
yes? After the facilitator gave the name, did anybody say, "Let's keep
looking at it, maybe it's not anger, maybe it is angst?"
So does naming help or open or close or something else or more?
:- Doug.
Thank you Sandra – I know of Arny Mindell and Process Work, and
have deep respect for both, but it is my feeling that he/they work
much too hard at the Process. But I guess that is what Work is all
about? J
My experience is that, given the space/time, the people will take
care of the business all by themselves. I acknowledge that this
creates more than a few “white knuckle” experiences for the
facilitator – but never have I seen it all go south (Americanism
for “really bad”). The people always come through, and my feeling
is that we must “hold” that space and time until they get the job
done – which they always do, at least so far. But it always helps
(as a facilitator) to take multiple Deep Breaths along the way as
they (The People) work. Helps with White Knuckles and all of that!
And of course all of this brings us back to the interesting
question of how could it be that these untutored folks, in the
midst of violent conflict, do for themselves what most facilitators
would take on only under the threat of dire punishment (loss of job
or fee)??
Harrison
Harrison Owen
7808 River Falls Drive
Potomac, Maryland 20854
Phone 301-365-2093
Skype hhowen
Open Space Training www.openspaceworld.com
Open Space Institute www.openspaceworld.org
Personal website www.ho-image.com
OSLIST: To subscribe, unsubscribe, change your options, view the
archives Visit: www.listserv.boisestate.edu/archives/oslist.html
-----Original Message-----
From: OSLIST [mailto:osl...@listserv.boisestate.edu] On Behalf Of
Sandra Kriese
Sent: Tuesday, October 16, 2007 12:47 PM
To: osl...@listserv.boisestate.edu
Subject: Re: Alternatives for Challenging Morning Circles
Hello Harrison and all,
I'm a newbie to the actual doing of Open Space, but have been on
the list for awhile. I am reminded, Harrison, of participating in
large Worldwork groups facilitated by Arny Mindell and his
colleagues in Process Work. What you did by naming the "tension"
brought back a memory of a very intense process around racism with
85 people from around the world.
The facilitator named the floating "role in the field"....the
Tension, or Violence,... out loud to the group. Until then it felt
like the force of energy, was just escalating around and around the
room, gaining momentum. He just said something like "I am feeling
such and such in the air, is that so?".
It was SUCH a relief and the named "role" was out and seen by all.
I have also been in a group where that force of energy was not
named and it literally possessed the most vulnerable participant,
with edgy consequences. I preferred the first way, for sure.
What you did next was much quieter and self-responsible than what
happened in Process Work. But that "naming" of the role that no-one
wants to take on is so important.
This is such an interest for me....how to deal with the extremes of
emotion that can be present in group....overtly or erupting from
down below.
Thanks for the telling of your experience!
Sandra
Peggy my experience has been that everything works well in the
circle PROVIDED you really have the space and the time to allow it
all work. Specifically, in two really intense situations (one was
the Israelis and Palestinians I worked with in Rome) – when I knew
there was some really heavy duty baggage coming in the door I
opened the space just about as much as I could. Not to be
mysterious, when the people arrived for the morning circle, I
greeted them and simply acknowledged the tension in the air. I
didn’t go into details, because I really didn’t know what they
were, but there was no question that the temperature was high and
going higher. After that acknowledgement I said something to the
effect that I felt we were at a point of choosing. We could all
choose to go home (mad, sad, whatever) or we could confront the
elephant in our midst. To assist our choosing I proposed a one hour
break. People were invited to go wherever they wished, and at the
end of an hour, those who so desired could return, and we would
take it from there. I did not offer any opportunity for discussion,
but simply left the circle myself.
Precisely one hour later I came back, not having any sort of clue
as to who might be there upon my return. To my surprise everybody
(Everybody!) had returned and was sitting in their seats. I
acknowledged their presence and passed the talking stick (in the
case of the Palestinians/Israelis it was an Olive Branch). Two and
a half hours later, or thereabouts – the stick came back to me. It
had been quite a ride with sharing at levels I could not believe.
Tears, anger, laughter – we had it all. And when it was all over it
turned into what I can only describe as a “hug-fest.”
In both cases, we had anticipated going into Action Planning – but
there was clearly no way for that until we had dealt with the
elephant. Once done, however, the action planning rolled out in a
very natural and organic fashion. People just made deals and
promises. Most surprising, everything came to a conclusion at
precisely the announced stopping time – well more or less – because
then we had lunch, and the plans and promises continued throughout
the meal.
I must confess that in the first instance, it was pretty much of a
“Hail Mary” (Americanism for “desperation play.”). Truthfully, I
couldn’t think of anything else. But the second time around it was
very conscious and intentional on my part. I am not sure which one
was better, but the second situation surely felt better to me. More
to the point, given the same or a similar situation I would do the
same thing again. My learning was profound, confirming what I
already knew, but tended to forget. Open the space so the people
can make their own way, and they will take care of the business.
Nothing else needed.
Harrison
Harrison Owen
7808 River Falls Drive
Potomac, Maryland 20854
Phone 301-365-2093
Skype hhowen
Open Space Training www.openspaceworld.com
Open Space Institute www.openspaceworld.org
Personal website www.ho-image.com
OSLIST: To subscribe, unsubscribe, change your options, view the
archives Visit: www.listserv.boisestate.edu/archives/oslist.html
-----Original Message-----
From: OSLIST [mailto:osl...@listserv.boisestate.edu] On Behalf Of
Peggy Holman
Sent: Sunday, October 14, 2007 10:14 PM
To: osl...@listserv.boisestate.edu
Subject: Alternatives for Challenging Morning Circles
Sometimes we know a highly emotional time is coming, particularly
in multiple day OS's. What best serves the group when we know this
is coming?
After years of experiencing the rhythm of groups at work, I almost
always know when people are bringing "downloads" with them into the
morning circle. (It is particularly easy to predict when something
powerful happens the evening before.)
For those who read the description of the Story Field Conference
(SFC), Wednesday morning was a turning point. The morning circle
was intense and very controversial, and for most, highly
productive. As I have reflected with other colleagues on the
choice we made to use the morning circle as a reflection space, I
have wondered if our choice is what best served the group. In my
conversations, three alternatives emerged, each with its strengths
and short comings. I've shared them below.
I'd love to hear how others have handled such challenging moments.
appreciatively,
Peggy
*************************************8
When you know there will be lots to process in the morning, here
are three options:
* Do it in the circle
* Send the energy back out into the breakout spaces
* And a non-traditional thought:
Take 30 minutes in groups of 4, then 30 minutes in the large circle
Doing it in the large circle
The pros:
* If it is a well hosted space, it can the safest space in the
room for those who bring a different voice.
* When there is as much to be surfaced, the benefit of it being a
collective experience can be a turning point, creating a deep sense
of shared experience and community.
What can be lost:
* People who find the space too intense check out. If the
gathering is held in a location that is easy to leave, they would
likely be gone for good.
* It sets up a dynamic that everything of significance needs to
happen in the big group
* This significant opportuity for people to have the experience of
the fractal nature of conversation is lost
* It breaks the lived experience that this is a system in which
the parts that care about someting are handling it on behalf of the
whole.
Keep the morning circle short and send the intensity into the space
The pros:
* People experience the fractal nature of conversation
* People learn and experience that ideas can and do filter back
into the whole.
* It allows people to meet their own needs; those who are focused
on "let's get it done" can do so and not be subjected to stuff they
don't want to be subjected to. There is no tyranny of the whole
operating. Much easier to follow the law of two feet.
What can be lost:
* a different group of people check out - the ones who have trouble
speaking out because they don't have a safe space
* some people take their angst into butterfly conversations,
which can help it come out in the larger whole. By going sideways
first in the small, helps clarity and confidence surface in the
large circle.
* A risk is that the conversations never happen.
Reflect in small groups that feed back into the whole
In the context of OST, it is the least known, since it isn't part
of the traditional form. (Variation: Having a home group, or
buddy; can be a volunteer function)
The pros:
* It ensures some level of personal processing.
What can be lost:
* a risk is the most important angst is dissipated
* May be most comfortable because has a foot in both worlds,
allows processing time though it may not generate the benefits of
disturbance.
* May be best way to suppress what might be creative dissonance.
One last note from the Story Field Conference: my bias would have
been to send people out to handle their "stuff" via breakout
sessions and butterfly conversations. My colleagues - Mark Jones,
Candi Foon and Anne Stadler - felt that this would have caused the
most marginalized voices to remain silent. As you reflect on your
own experiences, I'm particularly interested in this aspect of
dominant culture voices and those who are least heard or seen.
BTW, I don't think there are right or wrong answers on this. Each
alternative results in something useful and something lost. I'm
just interested in understanding the consequences of our different
choices so that we can grow in wisdom and consciousness.
________________________________
Peggy Holman
The Open Circle Company
15347 SE 49th Place
Bellevue, WA 98006
(425) 746-6274
www.opencirclecompany.com
For the new edition of The Change Handbook, go to:
www.bkconnection.com/ChangeHandbook
"An angel told me that the only way to step into the fire and not
get burnt, is to become
the fire".
-- Drew Dellinger
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