Harrison, I agree very much with what you say. OST is a holistic approach for
the work ahead. It is also built on other values than those that are common in
most of todays business paradigm. So when we try to fit it into the standards
of traditional evaluation tools we really diminish the effects of it. It is as
if we compare apples and carrots. they are not the same. When we try to
measure the change in attitudes, work approach, teamwork and sense of joy at
work with numerics, we really wont get the whole story. I at least am very
nterested in applying the values of OST and by that change the ruling business
paradigm built by men over a 100 years ago, so I try to be very careful not to
use evaluation from the same system that I want to change.
Blessings
Eiwor
Skickat från min HTC
----- Reply message -----
Från: "Harrison Owen" <hho...@verizon.net>
Till: "'World wide Open Space Technology email list'"
<oslist@lists.openspacetech.org>
Rubrik: [OSList] How to assess the effectiveness of an OS Meeting.
Datum: lör, maj 4, 2013 15:49
This is a very interesting discussion. The desire to assess the effectiveness
of OS is surely justified and rational. That said, I’ve never really understood
what would be gained. In my experience (the only point of reference I haveJ) –
the “ OS results” are typically so far off the charts as to be “unbelievable.”
To give an example, when my friends from AT&T designed their Olympic Pavilion
in 1996 we had a very nice comparative measure. The same people had to design
the building twice. The first time, using “standard procedures” took 10 months.
The second time around, using OS – it was all done in 2 days. And all the
designers, and everybody else I talked to agreed that the second effort was a
major improvement aesthetically and structurally. Using the common criteria of
“Increased Productivity,” we are looking at something like a 15,000% increase.
The AT&T exec in “charge” called it magic – a fulsome client assessment. Now
armed with this “data”, what do you think would happen were you to walk into
the office of a potential new client and say, “How would you like some magic?
An increase of productivity by 15,000%?” There are other problems with the
utility of “assessment.” We aren’t going to change the “process” if for no
other reason, we did not create it. Further, every situation is unique – while
the “process” is unchanging, everything else will be different. Different
people, different environment, different issue. Apples and oranges for sure.
Should we venture into the realm of cost/benefit analysis regarding OS vs some
other “process” – we are once again “off the charts.” It is true that while you
CAN agonize, plan, and organize endless for an OS event, you really don’t have
to. Given the space, issue, and people – you are good to go in several hours,
and you only need one facilitator, who is prone to take naps. I am not
suggesting for a minute that there is no learning nor value in a careful
consideration of what we do and how we do it – but the standard comparative
metrics don’t get us very far, I think. Harrison Harrison Owen7808 River Falls
Dr.Potomac, MD 20854USA 189 Beaucaire Ave. (summer)Camden, Maine 04843 Phone
301-365-2093(summer) 207-763-3261 www.openspaceworld.com www.ho-image.com
(Personal Website)To subscribe, unsubscribe, change your options, view the
archives of OSLIST Go
to:http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org From:
oslist-boun...@lists.openspacetech.org
[mailto:oslist-boun...@lists.openspacetech.org] On Behalf Of
a...@alanhalford.com.au
Sent: Saturday, May 04, 2013 1:34 AM
To: World wide Open Space Technology email list
Subject: Re: [OSList] How to assess the effectiveness of an OS Meeting.
Yup!Does it for me!
Alan Halford FacilitatorMediator www.alanhalford.com.au/0421 475 252
On 04/05/2013, at 1:17 PM, Chris Corrigan <ch...@chriscorrigan.com> wrote:And
this is a fine example of a developmental evaluation approach! Chris On Fri,
May 3, 2013 at 3:16 PM, Thomas Herrmann <tho...@openspaceconsulting.com>
wrote:ups, it seems I sent the email before finishing it (-:So the basic
framework I use is from Kirkpatricks four levels for evaluating
trainings/development activities1. Experience2. Learning3. Transfer
(behavior/actions)4. Results So in pre-work we turn it around starting with
exploring expected results (L4) then move backwards to L3 (behaviors and action
needed to create those results), then we look at what do we need to learn and
what experience is needed to support the learning. Then post intervention - I
use it in my trainings as well as development work in organizations. For
example at the end of an OS-meeting and/or in the follow up meeting within 2
weeks, participants are invited to dialogue and capture what they experienced
and what they learnt. (so it's qualitative, not quantitative). Then 6 months
later we meet again to evaluate level 3-4. As a side note both these follow up
meetings (as well as the pre-meetings) are conducted in a WPPF-container (Whole
Person Process Facilitation) and normally includes about 2 hours of open space
work to decide on how to move on. In total the meetings are between 4-6 hours
each. So the follow up meetings are about what happened and how do we go on… I
view it as opening space for the organization to become conscious about what
they accomplished and learnt and move on from there. I think this simple way
works great and there is of course more to it than I shared brieflyAll the best
Thomas HerrmannOpen Space Consulting - naturlig företagsutvecklingTel +46
(0)709 98 97 81Email tho...@openspaceconsulting.comwww.openspaceconsulting.com
…bistår er, att släppa loss de naturliga krafterna i er organisation. Ta
tillvara hela potentialen och skapa en långsiktigt hållbar och framgångsrik
verksamhet! Vi erbjuder stöd till ledarskapet, facilitering av kreativa
processer och överföring av kompetens när ni vill skaffa er intern kapacitet
att navigera i förändring. Vi är del i Konsultgruppen Beyond Performance
Group.Medägare i Genuine Contact Co-Owners Group Inc LinkedIn:
linkedin.com/in/thomasherrmannopenspaceconsultFöretagssida på Facebook:
www.facebook.com/OpenSpaceConsulting 3 maj 2013 kl. 15:16 skrev Thomas
Herrmann <tho...@openspaceconsulting.com>:
Dear friends in Open SpaceSince many years back I use a way to evaluate
development work with Open Space Technology as the main event. I have shared
here previously but will give a brief summary of how I do it. 2 maj 2013 kl.
18:21 skrev Chris Corrigan <ch...@chriscorrigan.com>:
Paul...that is a weird tool, Tells me nothing except that if 85% of my
potential value outcomes are achieved, then I will always break even on my ROI
for any meeting. It's all just so arbitrary. And that is the problem. When
we use quantitative and summative methods for evaluation of qualitative and
developmental processes, we get meaningless results. In other words, how much
relationship did I generate in my last meeting? 12. Whatever that means. It
makes as much sense as giving the answer "lots of green ones that made me
contemplative" to the question "how much money did we make selling those
ladders?" What we need are tools that evaluate complexity properly. What you
are looking for are tools from the realm of Developmental Evaluation (grab the
book by that title by Michael Quinn Patton). These tools, which can complement
summative, merit-and-worth evaluation tools, help organizations and
ncommunities to track the learning, development and effectiveness of things
like Open Space Technology meetings. Here is a place to start with DE:
http://tamarackcommunity.ca/g3s61_VC_2010g.html Chris On Thu, May 2, 2013 at
6:49 AM, Paul Nunesdea <nunes...@me.com> wrote:Keith Although not disagreeing
the least with Doug, guess that your company would be looking for some meeting
ROI type of calculations.I have googled a couple of entries and this must be
useful for you.http://www.fastmeetings.com.au/meeting-roi-calculator.htm
BestPaul
From my iPhone
El 19/04/2013, a las 00:26, doug <o...@footprintsinthewind.com> escribió:Keith--
How does one assess the value of a top-down "You shall all do this" meeting?
When do you measure it? How many walking out the door thought it the best
meeting ever? How many are still doing the required or "volunteered" activity 6
months or 6 years later? What is the purpose of the meeting in the first place?
If six great projects come out of the OST meeting, 4 actually get started, and
one is still accomplishing good in the organization a year later, was the
meeting a failure?
Those who want numbers as proof of something will always be disappointed.
Because they seek disappointment.
:- Doug.
On 04/18/2013 06:17 AM, Blundell, Keith wrote:
Dear OS practitioners As some of you already know I have been trying to pioneer
the use of OSin our agenda driven, action outcome orientated organisation. I
havehad the opportunity to run several meetings, but they have been
shortsessions and restricted participants (in terms of organisationalfunctional
structure). This has created a bit of a buzz and I am delighted that I have
beenapproached to run a meeting with a larger diverse group of
participants(cross functional) for at least a whole day! Brilliant and I have
noconcerns that it wont be successful. But...unfortunately it is viewed as an
"experiment" and so I am beingpushed by the sponsors as how will we assess its
success. I know thatthere will be some good discussions, that participants
"heads" will bein a different place after the meeting, and it will be a great
sharingand learning experience. I also know that any change and actions
maycome long after the discussions so that the link between the event
andoutcome will be more tenuous. Has anyone experience and ideas for explaining
the effectiveness of OSwithin an organisation? I look forward to hearing from
you. Best Wishes, Keith. -- *Keith Blundell* Leadership and Team Excellence
LeaderInnovation, Communication and Engagement (ICE)Product Development Global
Operation Office: +44 (0) 1707 36 661Mobile: +44 (0) 7990 777 120Mail to:
keith.blund...@roche.com <mailto:keith.blund...@roche.com> Registration Number:
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-- ---CHRIS CORRIGAN
Facilitation - Training - Process Design
Open Space Technology
Weblog: http://www.chriscorrigan.com/parkinglot
Site: http://www.chriscorrigan.comUpcoming workshops Authentic Leadership In
Action - Halifax, NS, CanadaDesigning Strategic Change from the Inside OutJune
16 - 21, 2013 Art of Hosting - Participatory Leadership and Social
CollaborationNovember 11-14, 2013, Bowen Island, BC, Canada. Upcoming Art of
Hosting in Toronto, Montreal, Chicago and San Francisco. Email me for more
information. _______________________________________________
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-- ---CHRIS CORRIGAN
Facilitation - Training - Process Design
Open Space Technology
Weblog: http://www.chriscorrigan.com/parkinglot
Site: http://www.chriscorrigan.comUpcoming workshops Authentic Leadership In
Action - Halifax, NS, CanadaDesigning Strategic Change from the Inside OutJune
16 - 21, 2013 Art of Hosting - Participatory Leadership and Social
CollaborationNovember 11-14, 2013, Bowen Island, BC, Canada. Upcoming Art of
Hosting in Toronto, Montreal, Chicago and San Francisco. Email me for more
information. _______________________________________________
OSList mailing list
To post send emails to OSList@lists.openspacetech.org
To unsubscribe send an email to oslist-le...@lists.openspacetech.org
To subscribe or manage your subscription click below:
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