Hello all,
I dont normally contribute to this list (Im an online lurker, or an introvert in flesh, but have always felt welcome here in the OS community), but I did want to come in here to celebrate Daniels work, in effect potentially elevating Open Space to a new level. Even if you are not involved in agile or IT, please read on what Daniel has to say goes way beyond agile (I myself am also not an agile coach, nor have any involvement with the agile world). You can follow all the links Daniel has provided explaining Open Agile Adoption, so Im not going to explain it here. All I feel compelled to do is point out the relevance of OAA in todays organisational world. Daniel says OAA is new. Is it? Well the open space part of it is not new, the open space events that Daniel is talking about are the very same open space events that you guys have been running for the last 20-30 years. What is new, however, I think, is this: * the use or application of Open Space beyond deliberations of a topic which people feel passionate about, beyond running conferences and barcamps, beyond conflict resolution or peace talks, beyond repairing dysfunctionality, beyond planning Olympic pavilions :), beyond . and so on, to introducing culture change, and going beyond the initial spark by making transformation stick. In other words introducing Open Space into organisations and anchoring it as part of a new culture (rather than a one-off event with the typical bounce back) making change last and sustainable. * the intentional double open space framework separated by a time in between where learning and playful experimentation takes place, creating what I call a metamorphosis cocoon where people take it upon themselves to experiment freely, learn and co-create the change (thereby co-owning it), knowing well there is an end open space to really hash out all the learnings and adapt accordingly; in other words the second open space is much more than simply a follow up, its what anchors the shift and enables the organisation on a journey of further open space and transformations beyond. This latter cocoon feature demarcated by an opening and closing open space is what Daniel has referred to as a 100-day open space. Yes, strictly it is not open space, after all there are coaches, trainers, facilitators, guided iterations and all sorts; but the spirit of open space, its serendipity of connections, openness of discussions, the right to fail in order to learn and move on, lives on (partly enabled by the knowledge of the second open space). And in open space spirit everyone affected by the adoption is invited, on an opt-in basis, to participate, to move, to butterfly and bumblebee freely, and therefore be fully engaged in the change process, letting all affected personnel co-create the change rather than it being dictated. And this is what enables the change to stick, to make the change sustainable. Nothing changes overnight, all change has a gestation period, and if it takes some initial facilitation in between to let the metamorphosis proceed, so be it as someone has said, we must meet clients where they are at. OK, so what? So what, you may say, if youre not into agile. Well what Daniel has introduced goes way beyond agile. The framework Daniel has put together, surely, is relevant to any adoption (implementation of a new system or working practice), not just agile. It relevant to lean adoption, responsive adoption, environmental management adoption indeed it is relevant to any change or transformation process. So guys, forget the agile bit, what Daniel is introducing is a way of introducing fundamental transformation into any organisation and making it stick. OK, so if youre not involved with organisations, then fine, maybe this is not relevant to you. But for all those of you working for, in or with an organisation and who are interested in bringing about organisational change, a new working practice, a new form of capitalism, democracy in the workplace, whatever, any change, .., then you need to look at Daniels work more closely. In particular the latter videos are brilliant testimonials of a manager himself transformed, together with his whole department, by this double open space process. Again, what is new is the double OS cocoon framework and presenting it to organisations as a new effective application to bring about transformation. This is not just about agile, but about any organisational transformation. My OS colleague, Martin Grimshaw whom many of you know, and I have been adapting Daniels principles from agile to any form of transformation. Weve called this Open Smart Transformation, and were launching in the UK as Caterfly (www.caterfly.co.uk <http://caterfly.co.uk/prime-os/> ). Yet to be tested in the market place, we are indebted to Daniels contribution, and I am highly enthused as to the possibilities the framework will bring. Im not suggesting we should be pushing change. In the double OS model our role remains to hold space and let whatever must happen happen, we dont get involved in the cocoon bit in between, other than enabling the right conditions. But by introducing OS we at least offer the opportunity for organisations to step back, and let the people explore different ways of doing or viewing things. Organisations desperately need open space (though most dont know it), and any opportunity to introduce OS should be taken. By applying the double OS practice, at worst an organisation will temporarily experience a different reality and way of doing things, but at best there is a chance of some real transformation which lasts. This cant be a bad thing. We are not in the business of making change happen, but we are in the business of enabling the possibility of change, where we can, and creating the right conditions for it. I would thus urge you to think beyond agile and review Daniels content with fresh eyes. Francois Most of what we call management consists of making it difficult for people to get their work done (Peter Drucker) François Knuchel Mob: +44 (0)7729 371915 Tel: +44 (0)20 8133 5211 <http://caterfly.co.uk/> From: OSList [mailto:oslist-boun...@lists.openspacetech.org] On Behalf Of Daniel Mezick via OSList Sent: 16 March 2015 20:01 To: oslist@lists.openspacetech.org Subject: [OSList] Agile-in-OpenSpace videos Greetings, Find below 15-minute videos of software industry executive Frank Tino, explaining his org's journey thru Open Space on the way to a genuine, rapid, lasting, enterprise-wide, "scaled" Agile adoption. Frank's 100-person company (now 150++ just one year layer) authorized several full-day before/after Open Space events. In between there was 100 days of experimentation and learning in between those gatherings. In these videos he explains the astonishing results obtained in just 100 days... ...Open Space is now part of the cultural fabric of his entire organization. And the coaches are GONE. <SHAMELESS HYPE WARNING> Is Open Agile Adoption something completely new? Well yes, it is actually. Thanks for asking! Explained here: Open Agile Adoption Theory and Components http://openagileadoption.com/open-agile-adoption-components/ </SHAMELESS HYPE WARNING> Here's the links to those executive videos: http://openagileadoption.com/open-agile-adoption-videos/ PART1: 15 mins https://www.youtube.com/watch?v=eWjNQM7q64o PART2: 15 mins http://youtu.be/UdSmGS9JTtU PART3: 15 mins https://www.youtube.com/watch?v=T9cpRPlLHYU Open Agile Adoption (OAA) is a new composition of powerful elements that work together to strongly encourage positive cultural change in organizations. Open Agile Adoption incorporates the power of invitation, Open Space, game mechanics, passage rites, storytelling and more so your Agile adoption can actually take root. OAA is based on people, THEN practices. You can introduce any practice or framework with it. Open Agile Adoption is based on www.Prime-OS.com <http://www.Prime-OS.com> , which is social technology published under an open-source, free-to-the-world ("free culture") license from Creative Commons. www.OpenAgileAdoption.com <http://www.OpenAgileAdoption.com> www.Prime-OS.com <http://www.Prime-OS.com> Daniel Mezick, President New Technology Solutions Inc. (203) 915 7248 (cell) Bio <http://newtechusa.net/dan-mezick/> . <http://newtechusa.net/blog/> Blog. <http://twitter.com/#%21/danmezick/> Twitter. Examine my new book: <http://newtechusa.net/about/the-culture-game-book/> The Culture Game : Tools for the Agile Manager. Explore Agile Team <http://newtechusa.net/services/agile-scrum-training/> Training and <http://newtechusa.net/services/agile-scrum-coaching/> Coaching. Explore the <http://newtechusa.net/user-groups/ma/> Agile Boston Community.
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