HI all
I work as an "external" and have no people working "under me".
Have spoken to my immediate manager and tried to plant the seed, but his
response was that you cannot do that kind of thing in a hyerarchical
organisation as this one, it would never work, people would never talk to each
other, we still don't know the extent of our problems therefore we cannot yet
make a plan.
My response to all of those arguments is: perfect. We need to do Open Space.
His response was: no, no... we can't do that. We first have to have direction
and plan, then we can think of doing something like that.
My response was... no, no, no... now is the perfect time, precisely because
nobody knows how to start, nobody can make a good plan, etc...
Anyway, I didn't convinvce him yet. But I want to. I need to find somebody
who has done it in ING Amsterdam (or Holalnd) and who is prepared to talk about
it to my boss. Please scour your networks and put us all in touch with those
who have already done it or are doing it in a hyerarchical set-up and are
available for a chat in Amsterdam...
Thank you
Ivana
Henri Lipmanowicz <henri.lipmanow...@verizon.net> wrote:
Ivana,
Are you inside the organization or are you an outside consultant?
If you are inside in what position or role are you?
You write that you are working on a project; is there at least one
opportunity for you to use OST on the smallest scale so that management doesn't
need to make any decision? You just do it and people start experiencing OST.
The point is to focus on what is the immediate first step that is possible with
the resources at hand. One experience however little will be more effective
than a million presentations. Then see what happens and figure out the second
step.
Henri
On n'entend bien qu'avec le coeur
L'essentiel est invisible pour les yeux
On Oct 28, 2008, at 4:57 AM, Ivana Balazevic-Fisher wrote:
HI all
I wonder if anybody has heard that the OST was done in ING Amsterdam, or ING
in the rest of Netherlands.
I am working on a project which is crying out for some open space, crisis
after crisis happens, and they never get "resoved" but just white-washed only
to reappear in similar disguise 3 months on. People get recruited, 3 months
later they get sacked because of crisis, then they get recruited again etc...
See-saw if ever I saw one.
This calls for some grass-root action, lots of open space for anybody who
cares.
But - how to sell it to management? The mindsets are as they are, things have
"always been done this way", nobody even thinks that grass roots could be
consulted..... Therefore, looking for somebody who has done it in ING already,
or done it in Amsterdam, who could give me one or two hints as to how to sell
this upwards from the ground level, to managers who (most probably) would not
believe that a thing like that could happen ever, anywhere.
Thoughts?
Thank you
Ivana
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