Brendan When I read our story it was with a smile of recognition. Managers in general perhaps even mCore in more technical oriented organizations, are always afraid that 'them people will not understand'. I did several Open Space's in construction, ICT and other 'technical organizations' and it worked fine as it always does if you feel that this would be a good intervention. What I say/do is somethong like: I am sure that Open Space will help you and I do not know of any kind of other intervention as you seemed to have tried several interventions. Open Space is the only intervention I can think of. (so there is no plan B). And they also explain to me that nobody is going to talk, that nobody is going to step into the circle etc etc. And than I say, if nobody is going to talk and if nobody is going to step inside the circle than either you do not have a problem or you have a very severe problem. And if there is not a problem fine but if it gets clear for all that there is a problem, they want to solve it. People in this kind of organization like to solve problems.... It is their way of speaking and it creates a lof of energy. And I am sure thet are going to do something about it, if they realise there is a problem.
I hope this helps and my english is not to bad Warmest regards from the Netherlands Carla Met vriendelijke groet, drs. C.J.P. (Carla) Vliex __________________________________ senior Adviseur Twynstra Gudde Adviseurs en Managers Stationsplein 1, 3818 LE Amersfoort Postbus 907, 3800 AX Amersfoort Telefoon 033 4677376 Mobiel 06 53 927407 E-mail c...@tg.nl Internet www.twynstragudde.nl De informatie verzonden in of met dit bericht is afkomstig van Twynstra Gudde en uitsluitend bestemd voor de geadresseerde. Het bericht kan vertrouwelijke en persoonlijke informatie bevatten. Indien dit bericht u abusievelijk is toegezonden, wordt u vriendelijk verzocht onmiddellijk per e-mail of telefonisch contact op te nemen met de verzender van dit bericht en wordt u verzocht dit bericht te vernietigen. Openbaarmaking, vermenigvuldiging, verspreiding en/of verstrekking van deze informatie aan derden zonder toestemming van de verzender is niet toegestaan. The information sent by or through this email message, has been sent by Twynstra Gudde and is only for the strict use of the addressee. In the event you are not the intended recipient you are kindly requested to contact the sender of this message by email or by telephone immediately and delete this message. It is not permitted to publish, copy, circulate and/or provide any of this information without permission of Twynstra Gudde. -----Original Message----- From: OSLIST [mailto:osl...@listserv.boisestate.edu] On Behalf Of Brendan McKeague Sent: vrijdag 25 januari 2008 09:06 To: osl...@listserv.boisestate.edu Subject: Open Space with Construction Engineers I have been provided with a challenge.... A colleague (an organisational psych and consultant) has introduced me to a Construction Alliance - a group of construction companies that have joined together to build a major 200klm long highway in Western Australia. They have been 'working' together (physically) for about a year and have become stuck around 'communication' - especially between the project managers, site engineers, supervisors working at the ground level. The professional HR company they hired to guide them through the human dynamics dimensions of their collaboration has not been very well received by the people - they have provided 'facilitated interventions' that seem to have added to the difficulties. My colleague suggested they try Open Space and arranged the conversation yesterday with two senior managers in the Alliance - at which they expressed that they needed a process that would allow people to feel trusted and respected, not be treated like children at school, and to be able to raise and deal with the issues that were causing them problems - mainly lack of communication. It was obvious (to me and my colleague) that they needed some Open Space - and after explaining what it is and how it works - they agreed that this would be wonderful....except - that they didn't think it work with engineers and construction workers....AND - they would have trouble 'selling' it to the Alliance Director. Funny how the managers clearly identified that what these folks wanted was trust and respect for their views - and this was what they wanted too - and then baulked at the methodology that would deliver this...! So, I have had a call today from my consultant colleague who reports that they have said: a) their boss might go along with it if they could assure him that there would be a Plan B in place - if it falls apart then the Org Psych would step in and rescue (to which I will say something like---mmmm, that wouldn't really work for me!) b) are there any case stories of Construction Companies using this method - and it worked? (I chuckle - inwardly- when folks think that being in construction - or whatever- somehow means that they are distinct from the rest of the human species! reminds of Michael Herman's story 'can Catholics do this?') My request I can relate Harrison's story about AT&T Olympic Village at Atlanta - which is primarily a design team - are there any others involving Construction Engineers that spring to mind? With thanks Brendan from a very hot Western Australia * * ========================================================== osl...@listserv.boisestate.edu ------------------------------ To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist * * ========================================================== osl...@listserv.boisestate.edu ------------------------------ To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist