Leora,
My 30 years in Open Space tells me your ONLY MANAGEMENT role is creating the
INVITATION. Full Stop! All else is as Harrison has stated.
eg
On Wednesday, March 3, 2021, 09:43:25 AM EST, Harrison Owen SR via OSList
<oslist@lists.openspacetech.org> wrote:
Leora -- My very best to Tova! Holding the tension is a loosing game.. Just
open some space and if the people really care, they will get amazing things
accomplished with no intervention or supervision. Ask Tova about our time
together in Rome with 50 Palestinians and Israelis who were mostly security
types. At the start I remember standing behind two gentlemen I didn't know. One
said to the other, "This is really weird -- we are in business to kill each
other." Try it. Amazing things do happen.
Harrison
On Wed, Mar 3, 2021 at 9:34 AM David Osborne via OSList
<oslist@lists.openspacetech.org> wrote:
Interesting question Leona.
My answer is more about the principles of self-organization underneath
openspace (that I learned from Harrison over lunches and a cocktail or two at
the Glenn Echo Inn) than open space methodology. Open space requires something
to be urgent and important.....otherwise people won't care and they won't show
up and invest in it. I think as a manager part of your role is defining what's
important to the organization and why in a way that people care. and want to
contribute ....this sets the direction for your team or group. The urgent
important issue is like the camp fire that you can then invite people to gather
around and discuss.....it is your role as manager to make the environment
inclusive and safe for people to gather and share their views and ideas openly
until insight emerges about the situation itself and what to do about it. The
energy and motivation to act will naturally arise at this point and you can
help the group stay connected and share information about progress and what's
working and what's not. It's all self-organizing or emergent change. Where
Harrison and I differed and I'm still exploring his view is whether we need to
do anything at all or whether it will all happen by itself. My view has been
that I care too, and I want to do something. I am part of the emergence. Is my
role necessary no. But without it something different will emerge. Systems are
always moving toward fragmentation or cohesion and your role as manager will
make a huge difference in which way they are headed.
Thanks for your question, and my best to all.
David
David R. Osborne
Organization and Leadership Development
6402 Arlington Blvd., Suite 1120, Falls Church, VA 22042 703-939-1777 |
dosbo...@change-fusion.com | change-fusion.com
On Wed, Mar 3, 2021 at 6:13 AM leora tushinski via OSList
<oslist@lists.openspacetech.org> wrote:
Hello everyone,
This is my first time in the OSList and I am writing to ask for the wisdom I am
sure is held in this group.
My name is Leora and I'm a student of "Dialogic interventions in Large group" ,
held by Tova Averbuch and Rotem Ofer.
As a manager I have a challenge (and maybe a fear): wondering how to "hold" the
tension between the "freedom" in the OS method, and “purposefulness” needed
in most of the processes .
How can we expect to get to "bottom lines" (get the work done) when we depend
only on the people who come, and what they decide…?
And more, how can we avoid the "loose" rules lead to "anarchy",
especially in complex environment?
I will appreciate your time, attention and wisdom
Thank you
Leora
Israel
050-6207543 (972)
בברכה,ליאורה
050-6207543
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