Hi Leslie, glad you were inspired by my sharing how I use the four levels. Just to clarify I don't view it as evaluating the effectiveness of OST but the effectiveness of the development process at hand. Maybe it is viewed as the same thing for some of you? For me the pre-work, the OS-meeting and the follow up activities are to be viewed as a whole. And just as HO pointed out - this is unique for each process/organization. Tracing results and reporting back is crucial. Amazingly enough, during the 13 years I have been an independent consultant mainly working with such processes I have yet to meet an organization good at evaluating development processes and reporting back results…
There are many things I attend to. One invitation I always do is to invite the leaders/the organization to keep the principles and law also for the whole process… They apply nicely also to working groups starting from an OST, and can also inspire to incorporating them/the approach in the ongoing life of an organization. I love it when I hear comments like - I think I'm gonna use the law of mobility/gonna be a bumblebee/butterfly etc when I visit an organization down the line. These metaphors inviting new behaviors are important! It also helps not to add any guilt to people or the organization - sometimes it's over - then the initiative may not be important any more, or the energy has faded - well, then it's over. Just make sure it is communicated - if it's still important to someone else, they can step up. But on the other hand it may not be the right time for it anymore... All the best Thomas 6 maj 2013 kl. 15:58 skrev Leslie Zucker (Creative/DC) <lesl...@creativedc.com>: > Fantastic! I have only used Kirkpatrick’s 4 levels of evaluation in > traditional ways, until now. > Thomas, I’m grateful that you shared this new way of flipping the model > upside down. I look forward to trying it out while evaluating my next Open > Space. > Vielen Dank! > > > Leslie S. Zucker > Training Manager, Human Resources Division > Creative Associates International > > and > > Life Coach for Life's Dancers > www.lesliezucker.com > > > From: oslist-boun...@lists.openspacetech.org > [mailto:oslist-boun...@lists.openspacetech.org] On Behalf OfThomas Herrmann > Sent: Friday, May 03, 2013 6:16 PM > To: World wide Open Space Technology email list > Subject: Re: [OSList] How to assess the effectiveness of an OS Meeting. > > 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 activities > 1. Experience > 2. Learning > 3. 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 briefly > All the best > > Thomas Herrmann > Open Space Consulting - naturlig företagsutveckling > Tel +46 (0)709 98 97 81 > Email tho...@openspaceconsulting.com > www.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/thomasherrmannopenspaceconsult > Företagssida på Facebook: www.facebook.com/OpenSpaceConsulting > > 3 maj 2013 kl. 15:16 skrev Thomas Herrmann <tho...@openspaceconsulting.com>: > > > Dear friends in Open Space > Since 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 > > Best > Paul > > 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 OS > in our agenda driven, action outcome orientated organisation. I have > had the opportunity to run several meetings, but they have been short > sessions and restricted participants (in terms of organisational > functional structure). > > This has created a bit of a buzz and I am delighted that I have been > approached to run a meeting with a larger diverse group of participants > (cross functional) for at least a whole day! Brilliant and I have no > concerns that it wont be successful. > > But...unfortunately it is viewed as an "experiment" and so I am being > pushed by the sponsors as how will we assess its success. I know that > there will be some good discussions, that participants "heads" will be > in a different place after the meeting, and it will be a great sharing > and learning experience. I also know that any change and actions may > come long after the discussions so that the link between the event and > outcome will be more tenuous. > > Has anyone experience and ideas for explaining the effectiveness of OS > within an organisation? > > I look forward to hearing from you. > > Best Wishes, > > Keith. > > -- > > *Keith Blundell* > > Leadership and Team Excellence Leader > Innovation, Communication and Engagement (ICE) > Product Development Global Operation > > Office: +44 (0) 1707 36 661 > Mobile: +44 (0) 7990 777 120 > Mail to: keith.blund...@roche.com <mailto:keith.blund...@roche.com> > > Registration Number: 100674 > > The information transmitted in this message is intended only for the > person or entity to which it is addressed and may contain confidential > and/or privileged material. Any review, retransmission, dissemination or > other use of, or taking of any action in reliance upon, this information > by persons or entities other than the intended recipient is prohibited. > If you receive this message in error, please contact the sender and > delete the material from any computer. > > > > _______________________________________________ > 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: > http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org > > _______________________________________________ > 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: > http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org > > _______________________________________________ > 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: > http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org > > > > > -- > --- > CHRIS CORRIGAN > Facilitation - Training - Process Design > Open Space Technology > > Weblog: http://www.chriscorrigan.com/parkinglot > Site: http://www.chriscorrigan.com > > Upcoming workshops > > Authentic Leadership In Action - Halifax, NS, Canada > Designing Strategic Change from the Inside Out > June 16 - 21, 2013 > > Art of Hosting - Participatory Leadership and Social Collaboration > November 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: > http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org > > > _______________________________________________ > 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: > http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org
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