That sounds really effective, Michael. I wonder what kind of stories new
employees hear, when they get hired and the next OST event is clearly on
the calendar. In the Open Agile Adoption work I'm finding that often the
OST event becomes a kind of initiation for the new employees. Welcoming
employees tell stories about the OST event past and the one coming up.
As for the ideal world, and as for heroes- yes. Ideally leadership &
management are sourced in open space. And everyone is in.
The reality however (in most orgs) is far from that. And of course that
means the normal epic hero story. And this is where Agile falls upon
it's face-- when the hero departs for one reason or another.
I often wonder what the coaches were thinking when this happens, because
the proper function of the coach is to put the Agile adoption directly
into the hands of the people who do the work. And hold the space for
them to take it up.
And since Agile adoptions are routinely coached, and since those same
adoptions can (and often DO) fall down when the champion/hero leaves, I
have to wonder what the org was actually buying when they retained the
coaches responsible for that situation.
Dan
On 2/3/14 6:42 PM, Michael M Pannwitz wrote:
Dear Dan,
to your question:
the two "regular" three day OST events occur in the late spring/early
summer (usually May) and towards the end of the year (usually in
December).
For both, there is always a Planning Meeting which focuses on
--- what are our expectations for the day after the OST event
--- what is our title for the OST event
--- who all needs to be at the event so that our expectations under
the chosen title will manifest in Action Planning
In the Planning Meeting, organisational details such as producing an
invitation, finding a venue, getting a date, etc. are on the agenda.
Since venue and date need to be known long in advance, they usually
are fixed before the Planning Meeting which takes place about two
months before the events... if I remember correctly, these aspects are
settled at the end of the events for the event in the following year...
In my "ideal" world there is no champion, everyone is a champion. Or,
as described in The Power of Spirit, page 106, this outfit has been
moving into the 4th level in its real world, the InterActive
Organisation, where the style is surfing, the hero (champion) is
everybodey and on the individual level its soul.
Take care
mmp
On 04.02.2014 00:01, Daniel Mezick wrote:
This is awesome! I have questions:
0/ I looked on AMAZON for the English version. Did not find it. Do you
have guidance on how to buy a copy on AMAZON en anglais? I want to buy
the English version on AMAZON or get an English PDF download.
1/ Did the OST events held periodically occur on regular scheduled
intervals, or were they ad-hoc as needed, or some combination of these
approaches?
I'm a fan of a regular recurring OST event as a predictable, reliable,
trust-building, recurring holiday on the cultural calendar of the tribe.
This is how Open Agile Adoption (www.OpenAgileAdoption.com) sidesteps
the problem of the champion leaving the company. Often in Agile
adoptions, this vacating by the champion is a recipe for failure. They
exit, poof! it's over.
The cultural holiday on the calendar decouples the open culture/OST from
an one leader and makes it part of the culture instead of part of any 1
person's visions and plans.
On 2/3/14 5:51 PM, Michael M Pannwitz wrote:
Dear Dan,
in my "real" world there is at least one documented example thats been
going on for 13 years now that appears to be pretty much what you see
in an "ideal" world.
Its been written up in German and brought into english, polish,
french, spanish and chinese versions, all six versions in one ebook.
Look here
Practicing Open Space - E-book
Our first ten years
http://www.westkreuz-verlag.de/de/Kommunikation
also available via amazon
Here is how it is announced in the online shop of the publisher
It is no longer a secret that Open Space events are pure joy.
Set up in a jiffy, these events turn the traditional way of working
and leading upside down. And in regard to productivity and action
orientation there is nothing better under the sun. How do we know?
Well, we have worked with Open Space Technology for decades now and
seen the effects.
Thanks to Hans-Georg Wicke and the National Agency Youth in Germany,
we now have a detailed report on what happens if you go beyond one
solitary, stand-alone Open Space event. He describes the sustained
transformation of working and living in the organization as Open Space
Technology is used over a decade, several times a year, invading every
nook and cranny of the Agency.
As dictated structure, external control and traditional leading are
reduced, selforganisation can more freely unfold, bringing into play
the vast resources of everyone involved in the Agency. Without
consulting firms that cost a lot of money and have no lasting effect,
organizations evolve resilient structures and processes that equip
them to navigate in a sea of constant change. And they do this on
their own.
We invite you to read this slim report if you are searching for a
truly productive workplace in which everyone happily invests in
cooperation and joint leadership… in hospitals, IT-businesses,
foundations, unions, industrial production plants, NGOs… in any
business and organization.
And: Be Prepared to be Surprised.
Greetings from Berlin
mmp
On 03.02.2014 18:48, Daniel Mezick wrote:
"Leadership" identifies and clarifies the direction to move in.
"Management" makes a plan to get movement & momentum in that
direction.
In an ideal world, the open space provides all the Leadership (self
organized) and all the Management (self organized) that is needed.
In the real world, the open space is seldom allowed to provide either.
Well, OK then: Let's just give it a little time...the pace of
change is
unrelenting.
There is a trend, there is a wave...we are on it.
There is nothing for us to do.
--
Daniel Mezick, President
New Technology Solutions Inc.
(203) 915 7248 (cell)
Bio <http://newtechusa.net/dan-mezick/>. Blog
<http://newtechusa.net/blog/>. Twitter
<http://twitter.com/#%21/danmezick/>.
Examine my new book:The Culture Game
<http://newtechusa.net/about/the-culture-game-book/>: Tools for the
Agile Manager.
Explore Agile Team Training
<http://newtechusa.net/services/agile-scrum-training/> and Coaching.
<http://newtechusa.net/services/agile-scrum-coaching/>
Explore the Agile Boston
<http://newtechusa.net//user-groups/ma/>Community.
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--
Daniel Mezick, President
New Technology Solutions Inc.
(203) 915 7248 (cell)
Bio <http://newtechusa.net/dan-mezick/>. Blog
<http://newtechusa.net/blog/>. Twitter
<http://twitter.com/#%21/danmezick/>.
Examine my new book:The Culture Game
<http://newtechusa.net/about/the-culture-game-book/>: Tools for the
Agile Manager.
Explore Agile Team Training
<http://newtechusa.net/services/agile-scrum-training/> and Coaching.
<http://newtechusa.net/services/agile-scrum-coaching/>
Explore the Agile Boston
<http://newtechusa.net//user-groups/ma/>Community.
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--
Daniel Mezick, President
New Technology Solutions Inc.
(203) 915 7248 (cell)
Bio <http://newtechusa.net/dan-mezick/>. Blog
<http://newtechusa.net/blog/>. Twitter <http://twitter.com/#%21/danmezick/>.
Examine my new book:The Culture Game
<http://newtechusa.net/about/the-culture-game-book/>: Tools for the
Agile Manager.
Explore Agile Team Training
<http://newtechusa.net/services/agile-scrum-training/> and Coaching.
<http://newtechusa.net/services/agile-scrum-coaching/>
Explore the Agile Boston <http://newtechusa.net//user-groups/ma/>Community.
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