Re: [OSList] I just had an Idea: How About We Nominate Harrison Owen for the Nobel Peace Prize?

[Thomas Perret via OSList]

Supported

___

All is possible together

> On 3. Feb 2021, at 12.32, Thomas Herrmann via OSList 
>  wrote:
> 
> 
> I love the idea that we are all peace workers.I think that every time we 
> facilitate a meeting well, in circle the world becomes a better place!
> With love
> Thomas
> 
> Hämta Outlook för iOS
> Från: OSList  för Funda Oral via 
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> Skickat: Wednesday, February 3, 2021 9:20:25 AM
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> Ämne: Re: [OSList] I just had an Idea: How About We Nominate Harrison Owen 
> for the Nobel Peace Prize?
>  
> Yes, that's a very good idea as the prerequisite for peace is the space, 
> before anything else.
> 
> David Osborne via OSList , 3 Şub 2021 Çar, 
> 02:59 tarihinde şunu yazdı:
> Love this idea !!!
> 
> Sent from my iPhone
> 
>>> On Feb 2, 2021, at 6:15 PM, Barry Owen via OSList 
>>>  wrote:
>>> 
>> 
>> ABSOLUTELY! I'm IN!
>> 
>> On Mon, Feb 1, 2021 at 5:29 PM Jeff Aitken via OSList 
>>  wrote:
>> I know university faculty who might be thrilled to submit such a nomination 
>> with team support. I am curious if any OS Institute leadership want to step 
>> in. 
>> 
>> The website says these nominations are kept confidential for 50 years. So 
>> maybe a focused small private endeavor is a way to proceed. Rather than any 
>> campaign toward a groundswell of support.
>> 
>> Warmly
>> Jeff
>> 
>> On Mon, Feb 1, 2021, 8:31 AM Romy Shovelton via OSList 
>>  wrote:
>> Great idea ! If we miss this year… we can take this next year to prepare for 
>> the nominations in 2022….
>> 
>> Romy
>> 
>> 
>> Romy Shovelton
>> 
>> Executive Director
>> Wikima and the 5* Tyddyn Retreat
>> Mid Wales Venue & Holiday Cottages
>> 
>> 
>>> On 31 Jan 2021, at 20:55, Jeff Aitken via OSList 
>>>  wrote:
>>> 
>>> Nominations are due in two hours (midnight CET.)  : ) 
>>> 
>>> Seems like a call for a plan to nominate by Jan 31, a year from now.
>>> 
>>> On Sun, Jan 31, 2021, 12:31 PM Jeff Aitken  wrote:
>>> Maybe an OS Institute can be considered a Peace Research Institute! We are 
>>> studying the Practice of Peace are we not? The case to make on this is also 
>>> a case for HHO... 
>>> 
>>> Jeff
>>> 
>>> On Sun, Jan 31, 2021, 12:26 PM Jeff Aitken  wrote:
>>> Mark, this great idea led me to the website that shows how to send a 
>>> nomination online.
>>> 
>>> The deadline each year is January 31 -which is today! - for this year's 
>>> prize. 
>>> 
>>> The limited list of those who are eligible to submit a nomination is also 
>>> on the site. 
>>> https://www.nobelpeaceprize.org/Nomination/Criteria-for-nominators
>>> 
>>> Unless any of us are members of a national assembly, or on the board of a 
>>> Peace Prize winning organization, the most obvious eligible group (to me) 
>>> is this below. Anyone fit the bill?
>>> 
>>> University professors, professors emeriti and associate professors of 
>>> history, social sciences, law, philosophy, theology, and religion; 
>>> university rectors and university directors (or their equivalents); 
>>> directors of peace research institutes and foreign policy institutes
>>> 
>>> On Sun, Jan 31, 2021, 12:06 PM Mark Carmel via OSList 
>>>  wrote:
>>> Who Better?  Who is more deserving?  No one in my humble opinion.  If the 
>>> world becomes open to peace and human understanding, then our dearly 
>>> beloved Harrison Owen CREATED the way...for the world to follow.  The list 
>>> serve could provide the documentation of the history of Peacemaking as 
>>> proof, for the Nobel Peace Prize application... 
>>> MC
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[OSList] eOS marketplace canvas

[Thomas Perret via OSList]

I’m practising online open space. What have you used successfully as a 
marketplace canvas? What is your favourite and why?

Like:

google docs
google slides
google sheets
trello

Kindly,
Thomas
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Re: [OSList] How do you "hold space?"

[Thomas Perret via OSList]

Birgitt,

Awesome, thank you!

Kindly,
Thomas


> On 10 Feb 2020, at 17.40, Birgitt Williams via OSList 
>  wrote:
> 
> Hi Thomas,
> My perspective about OST started because I was in a senior staff position, 
> accountable for the performance of my organization, when I introduced OST 
> into the organization and paid a lot of attention to what worked and what 
> didn't over time. My perspective is added to by my choice to work 
> predominantly in helping organizations transform. My use of OST is within 
> intact organizations and multiple OST meetings are always part of our 
> transformation process. The best I can offer on the list is my perspective 
> from my own experience.
> 
> Most important is that every person who facilitates OST has an understanding 
> of the form of OST, and their own chosen concept of what the essence is. What 
> is this thing referred to as 'space', what is meant by 'open' and then 'open 
> space'. From a personal understanding comes a personal perspective of what it 
> is to open space and hold space, if those words suit the person. It is a 
> personal journey. I have come to understand that it is more about the 
> persona/leadership development of the facilitator over time than about 
> anything else. It is a way to learn to be the change you want to see in the 
> world.
> 
> The decisions about what to do and not do come from this understanding and 
> the associated perspective that develops. I have a perspective that is 
> uniquely mine, although I have set teachings from my perspective out into the 
> word in our Working with Open Space Technology module of the Genuine Contact 
> program. In turn, every GC trainer shares via their own unique perspective.
> 
> Thank you for noticing,
> in genuine contact,
> Birgitt
> 
> 
> Birgitt Williams
> Supporting You in Developing Your Leadership
> Author,The Genuine Contact Way: Nourishing a Culture of Leadership  
> 
> Senior Consultant, President Dalar International Consultancy, Inc 
> 
> Founder Genuine Contact Program 
> . Co-owner Genuine Contact 
> Co-owners Group, I nc
> 
> Learn with us for your skill and capacity development for leading and working 
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> >>  for any of these 
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> 
> On Mon, Feb 10, 2020 at 5:22 AM Thomas Perret  > wrote:
> Hi Birgitt and Michael,
> 
> Reading your responses to the question about holding space, I see a possible 
> difference in approach to space invaders and would like to hear more. 
> 
> You, Birgitt, stressed that dealing with space invaders is the job of the 
> facilitator and you added - not the participants’. Which makes me think you 
> consider this important. Whereas you, Michael, wrote that you might wait a 
> moment and then sometimes the participants themselves deal with it.
> 
> Will you tell me from your viewpoints what you consider beneficial with your 
> approach? 
> 
> Kind regards,
> Thomas 
> 
> 
> ___
> 
> All is possible together
> 
> On 10 Feb 2020, at 2.17, Birgitt Williams via OSList 
> mailto:oslist@lists.openspacetech.org>> 
> wrote:
> 
>> The sponsor opens the space in their organization.
>> The facilitator has the privilege of opening the space for people to get in 
>> touch with what they are passionate about. The facilitator is very 
>> controlling when doing so, not allowing any space invaders to sabotage the 
>> creation of the container.
>> The facilitator does their work of making sure that space invaders don't 
>> derail the experience. This is not the job of the participants. It is the 
>> job of the facilitator.
>> The facilitator does whatever they think is the holding of space, each to 
>> their own interpretation of what this is, and above all avoids becoming a 
>> space invader him/her self.
>> 
>> in genuine contact,
>> heart to heart space,
>> Birgitt
>> 
>> Birgitt Williams
>> Supporting You in Developing Your Leadership
>> Author,The Genuine Contact Way: Nourishing a Culture of Leadership  
>> 
>> Senior Consultant, President Dalar International Consultancy, Inc 
>> 
>> Founder Genuine 

Re: [OSList] How do you "hold space?"

[Thomas Perret via OSList]

Hi Jake,

I’m thinking of your insidership and your existing relationships to and in the 
team and that you might be considered as more than a pure facilitator. I come 
to think of Dee Hock’s advice to devote – in addition to devoting 50% of all 
efforts to manage self –

25% to manage superiors (“Without their consent and support, how can we follow 
conviction, exercise judgment, use creative ability, achieve constructive 
results or create conditions by which others can do the same?”), 

20% to manage peers (“Without their respect and confidence little or nothing 
can be accomplished. Our environment and peers can make a small heaven or hell 
of our life.”)

(and only the rest 5% to subordinates, which is closest to the standard 
facilitator’s  focus of – “introduce them to the concept, induce them to 
practice it, and enjoy the process.”)

Kindly,
Thomas

___

All is possible together

On 8 Feb 2020, at 20.44, Jake Yeager via OSList mailto:oslist@lists.openspacetech.org>> wrote:

> Many questions these days. Thank you for entertaining them. :)
> 
> This past week, I facilitated an eight-hour Open Space split across two 
> half-days. The attendees were an Organizational Development team, of which I 
> am a member. My AVP sponsored the event, because we had recently merged with 
> another group, and there was lack of clarity. So, our theme was: "Who are we, 
> and how do we collaborate to drive success?" Also, my AVP--who is a leader in 
> Learning & Development--wanted to experience Open Space in order to 
> understand it better as it is new to my firm.
> 
> Since I am a fledgling facilitator, I chose not to participate in the 
> breakout sessions, even though I am part of the group. I wanted to make sure 
> that I provided the best experience for everyone, and participating would 
> have dampened my focus. I shared this with my manager, after she inquired 
> after the first day why I had not participated.
> 
> Long story short, after the event, my manager had major concerns how I 
> facilitated the event. I had gone for long walks while the group was working, 
> and she felt that was very risky. I told her that the facilitator's role is 
> to remain "invisible" to allow the group to build its capacity for 
> self-management. She said that our firm's culture is very hierarchical and 
> that "baby steps" are needed. She suggested even intervening in a group if it 
> gets "stuck." I believe I mentioned that intervening is not part of Open 
> Space facilitation. 
> 
> So my question is: how do you "hold space?" I found Chris's description on 
> his website: "an Open Space Technology facilitator is neither seen nor heard, 
> but his or her presence is 'felt.'" I guess by going for long walks and not 
> being in the room, my presence was not "felt." One of my colleagues provided 
> feedback that by not being there, it didn't seem like I cared. This is 
> definitely not the case. I went on long walks as an act of love, not 
> negligence. 
> 
> Anyway, would love your thoughts.
> 
> Thanks,
> Jake
> 
> 
> When the mind is quiet, the sun of your heart will shine once again, and you 
> will be free of problems.
>  - Robert Adams 
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Re: [OSList] Urgency criterion?

[Thomas Perret via OSList]

Birgitt, was the Fast Company os directed to whom?

Kindly,
Thomas 

___

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> On 10 Oct 2019, at 17.55, Birgitt Williams via OSList 
>  wrote:
> 
> Hi Jake,
> I agree with Barry about the word urgency and it being subject to 
> interpretation.
> 
> When I read your question, my thoughts took me to an Open Space Technology 
> meeting sponsored by Fast Company magazine. The theme we went with was 
> 'issues and opportunities to create the life you love'. Tickets were sold 
> limiting attendance to the first 150 people. The tickets were sold out within 
> 24 hours of being announced. The OST meeting was a success.
> 
> My question to you is whether this theme was based on urgency? One could say 
> it is not, or one could say it is.
> 
> in genuine contact,
> Birgitt
> 
> Birgitt Williams
> Supporting Next Level Leadership "Leading So People Will Lead"
> Author, Senior Consultant, President Dalar International Consultancy, Inc
> Founder Genuine Contact Program
> Co-owner Genuine Contact Group, LLC
> Founder Extraordinary Leadership Network
> 
> Learn with us for your skill and capacity development for leading and working 
> in the new leadership paradigm "Leading So People Will Lead"
> 
> Upcoming learning module: Working with Open Space Technology. Three different 
> learning options to learn a process for facilitating meetings that engage the 
> people. Self-Study + One-to-One Mentoring + Mentoring Circle; Self-Study + 
> Real-Time Workshop + Mentoring Circle; and Self-Study + Real-Time Workshop + 
> One-to-One Mentoring + Mentoring Circle with real time workshop dates three 
> consecutive Fridays from 9am to 12:30pm EST on October 18, 25, and November 
> 1st.
> 
> PO Box 19373, Raleigh, NC, USA 27613
> Phone: 01-919-522-7750
> 
> 
>> On Thu, Oct 10, 2019 at 10:44 AM Barry Owen via OSList 
>>  wrote:
>> My 1st thought: Don't confuse "Important" with "urgent". I feel that Urgency 
>> is often vague  . . . So I tend to focus more on "need for resolution" - 
>> often one person's urgency deflects focus from determining the real issue. 
>> 
>> This message has been sent from my mobile device and therefore may be 
>> somewhat wonky.
>> 
>> Barry Owen
>> Real Estate Strategist
>> Principal Broker & Founder
>> Pareto Realty, LLC
>> 4004 Hillsboro Pike B234
>> Nashville, TN 37215
>> 
>> http://BarryOwen.us
>> 
>>> On Thu, Oct 10, 2019, 9:32 AM Jake Yeager via OSList 
>>>  wrote:
>>> Hey everyone,
>>> 
>>> In your experience, how critical is the urgency criterion for having a 
>>> successful OST event? If there is significant passion around the issue, but 
>>> it is not very urgent, will an OST event still be successful?
>>> 
>>> Thanks!
>>> 
>>> All the best,
>>> Jake
>>> 
>>> 
>>> When the mind is quiet, the sun of your heart will shine once again, and 
>>> you will be free of problems.
>>>  - Robert Adams
>>> ___
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Re: [OSList] Brief OST Case Studies - Feel Free to Add

[Thomas Perret via OSList]

Birgitt,

What an amazing story. What courage from this person, the Dean. And how 
beautiful the eventual support from other staff members. Like an ode to trust, 
or faith. 

Thomas 

___

All is possible together

> On 2 Oct 2019, at 19.04, Birgitt Williams via OSList 
>  wrote:
> 
> Hi Rob,
> I have read your thoughtful post again, and focused on "One other issue is 
> that we are always ready to blame things like OST for poor outputs, a 
> scapegoat.  When things work and we have outstanding outcomes we must include 
> OST as part of the fabric of success.  How much we include it is dependent on 
> the faith of the decision makers and their openness to the power of good 
> process.
> 
> Much longer than I wished.  The outcomes from OST events and process are far 
> reaching and very powerful we should try and track them through good 
> evaluation process."
> 
> I was wondering about your experience of OST being scapegoated for poor 
> outputs. I feel this is worth exploring.
> 
> I heartily agree with your guidance about the importance of evaluation of  
> OST events and processes. I have found that it is challenging to separate out 
> the evaluation of OST as separate from tracking the progress of the total 
> consulting assignment and the results. I am wondering what thoughts you or 
> anyone have about this.
> 
> In our Genuine Contact way of Working with Open Space Technology, we 
> encourage our clients to have what we call an accountability meeting sometime 
> between 4-6 months after an OST meeting so that the participants express to 
> one another the progress as a result of the OST meeting. This has been 
> helpful. 
> 
> I remember an assignment for the school of business at a college. The 
> situation had intense conflict, grievances by the union against the Dean. The 
> Dean had the courage to engage us and to go ahead with a two day OST meeting 
> plus 1/2 day for prioritizing and developing next step actions. We chose the 
> theme'issues and opportunities for organizational excellence'.  Day one was 
> challenging beyond belief, with harsh topics coming up including that the 
> Dean should be fired.Day two additional topics were posted. The 1/2 day of 
> prioritizing included a dominant theme of evaluating the Dean for the purpose 
> of getting her fired. Yes, she sat there throughout all of this, not shutting 
> this down. I admired her very much and she offered to be as transparent as 
> she could possibly be in answering what would be asked of her.
> 
> Four months later, just before the accountability meeting, she phoned me to 
> say that she didn't think we would have a good meeting because she wasn't 
> sure that the groups that had formed had actually done their work. We agreed 
> to take no action but to let the meeting unfold in whatever way it would.
> 
> The accountability meeting was done within the method Whole Person Process 
> Facilitation. When it came time for the 'champions' of actionable items to 
> report to their peers about progress, it turned out that lots of action had 
> happened, everyone had a report. Discussions took place regarding the reports 
> to further the evaluative/accountability/tracking process.
> 
> The report and discussion that dealt with the performance of the Dean was the 
> big surprise. The group reported that within the constrains imposed on her by 
> the College and its rules, she had actually done a good job.
> 
> Some months later, the union grievances against the Dean were being heard. As 
> a result of what happened in the OST (outcomes more than outputs affected 
> this), even unionized staff spoke on her behalf in the hearing and the 
> grievances were dropped. She phoned to tell me of this, in complete amazement 
> that this was possible. She thanked me for helping her hold steady in the 
> process so that the people could address what they needed to address.
> 
> in genuine contact,
> Birgitt
> 
> 
> 
> Birgitt Williams
> Supporting Next Level Leadership "Leading So People Will Lead"
> Author, Senior Consultant, President Dalar International Consultancy, Inc
> Founder Genuine Contact Program
> Co-owner Genuine Contact Group, LLC
> Founder Extraordinary Leadership Network
> 
> Learn with us for your skill and capacity development for leading and working 
> in the new leadership paradigm "Leading So People Will Lead"
> 
> Upcoming learning module: Working with Open Space Technology. Three different 
> learning options to learn a process for facilitating meetings that engage the 
> people. Self-Study + One-to-One Mentoring + Mentoring Circle; Self-Study + 
> Real-Time Workshop + Mentoring Circle; and Self-Study + Real-Time Workshop + 
> One-to-One Mentoring + Mentoring Circle with real time workshop dates three 
> consecutive Fridays from 9am to 12:30pm EST on October 18, 25, and November 
> 1st.
> 
> PO Box 19373, Raleigh, NC, USA 27613
> Phone: 01-919-522-7750
> 
> 
>> On Sat, Sep 28, 2019 at 10:19 PM Robert Chaffe via OSList 
>>  

Re: [OSList] sacred space

[Thomas Perret via OSList]

Just beautiful. 

___

All is possible together

> On 3 Aug 2019, at 3.26, Birgitt Williams via OSList 
>  wrote:
> 
> Dear friends and colleagues,
> Over the years, I have given considerable thought and reflection to the 
> concept of open space, including what Open Space Technology is, what it does. 
> I have considered why it is a life nurturing strategy to use Open Space 
> Technology as often as possible, everywhere in the world, and as often as 
> possible within an organization.
> 
> 1992, my first exposure to Open Space Technology by Harrison Owen. I had 
> already experienced circle work in other forms, the power of the circle. Now 
> I had a different treasure to experience, a different format of using circle 
> work. During the Open Space Technology training, Harrison didn't mention the 
> reflective questions he asked at the end of an OST meeting. I am not sure 
> that they are in 'The User's Guide'. They might be. They are definitely in 
> our Genuine Contact program workbook about Working with Open Space Technology 
> because I found them to be so powerful, offering an exceptional moment for 
> insights to pop to the surface.
> 
> I sat in rapt attention at the end of the closing circle as Harrison asked 
> "during this time together, what did you experience about leadership? about 
> vision? about community? about management?". The answers were overwhelming, 
> positive, insightful, and glorious. The people expressed visceral, not only 
> intellectual responses that leadership popped up everywhere, that a shared 
> vision was felt, that community felt surprisingly present, and that within 
> the structure, self management flowed. For me in that set of moments of the 
> reflection, I had an insight that affected the rest of my life, my career, 
> and was the catalytic moment of the development of the Genuine Contact 
> program. 
> 
> I related what happened in that moment to what Marianne Williamson wrote, 
> also published in that same year A Return to Love: Reflections on the 
> Principles of a Course in Miracles. You probably know the quotation I am 
> referring to as Nelson Mandela used it in a powerful speech. Here are 
> Marianne's words "“Our deepest fear is not that we are inadequate. Our 
> deepest fear is that we are powerful beyond measure. It is our light, not our 
> darkness that most frightens us. We ask ourselves, Who am I to be brilliant, 
> gorgeous, talented, fabulous? Actually, who are you not to be? You are a 
> child of God. Your playing small does not serve the world. There is nothing 
> enlightened about shrinking so that other people won't feel insecure around 
> you. We are all meant to shine, as children do. We were born to make manifest 
> the glory of God that is within us. It's not just in some of us; it's in 
> everyone. And as we let our own light shine, we unconsciously give other 
> people permission to do the same. As we are liberated from our own fear, our 
> presence automatically liberates others.”.
> 
> I realized that Open Space Technology provided a window into what is. It 
> provided a window into the light of the people gathered, their power beyond 
> measure, their brilliance, beauty, talent, the beautiful spirit in each and 
> every person gathered and the beauty of the spirit of the collective, the 
> genius of the collective. The reflection questions helped me to understand 
> the power of this window that is Open Space Technology into what is, into 
> what already exists, into what every part of my being knew was sacred.
> 
> Just as I believe we are all enlightened, simply needing to pause, breathe, 
> mediate to develop our awareness of the sacred of our being, I find OST the 
> best tool to assist a group of people develop awareness that they are much 
> more than they believe themselves to be, capable of much more from the 
> sacred, from the field of all possibilities. OST assists us in developing our 
> capacity to view the field of what is, and what can be further creating in 
> the ever expanding field. OST assists us in developing our capacity, with 
> curiosity, wonder, joy, love to work with the field, and to add our creations 
> to the expansion of the field, a field always present, always expanding, and 
> accessible by all of us individually, as groups, as collectives. I do not 
> think of this field as 'open space'. I think of it as sacred space. It is 
> free, it is available, it invites us if we choose to have eyes to see it and 
> ears to hear it.
> 
> I appreciate Harrison Owen capturing the elements of a useful window, Open 
> Space Technology, writing about it, training us in it, and inviting people 
> everywhere to go ahead and use it, without fees going back to him. The window 
> takes us into the sacred space that is, the sacred space that includes 
> exceptional insights, conversations, relationships, and results.
> 
> For me, I understood that the training lies in how to work with Open Space 
> Technology, to position 

Re: [OSList] action reflection learning track for leaders who have experienced OST in their organizations

[Thomas Perret via OSList]

Dear Birgitt,

Thank you! Also for the illustrating example. 

Kind regards,
Thomas

___

All is possible together

> On 23 Jul 2019, at 1.09, Birgitt Williams via OSList 
>  wrote:
> 
> Hi Thomas,
> you asked about responsibility and accountability and my perspective 
> regarding the two.
> 
> I understand that the distinction between these two is not made in some 
> cultures/countries, with both being combined  as 'responsibility'. In my 
> perspective, this is not as helpful as making a distinction between the 
> two...the words and associated concepts.
> 
> I can be responsible for rolling out a new project inclusive of the 
> communications plan, engagement of people to work on the project, and 
> positioning the project as an important priority. This can be written in my 
> contract, defining my role.
> 
> But how well did I do this, how am I holding myself accountable for doing the 
> job, well, and within the spirit of intent of the job? Do I hold myself 
> accountable to myself? Am I accountable to a team? Am I accountable via a 
> hierarchy?  This is the other side of the coin of externally viewed 
> performance management. I want my contracts to have an agreement about how 
> accountability is to be carried out.
> 
> Let me relate this back to an OST meeting. The OST meeting is complete, a 
> closing circle has taken place, people are invited to come the following day 
> for a different process to formulate priorities, themes, initial plan of 
> action. Champions for the action items are identified, maybe self identified. 
> Agreement is reached that the champions for the actions will go ahead with 
> what has been agreed upon, and the next meeting of the 'circle of the whole' 
> is scheduled for three months into the future. It is stated that at that 
> time, the champions will take responsibility for reporting on progress and 
> agree that they are accountable to the circle of the whole for 1. progress or 
> 2. being able to state clearly what the barriers are that get in the way of 
> progress.
> 
> Birgitt
> 
> Birgitt Williams
> Supporting Next Level Leadership "Leading So People Will Lead"
> Author, Senior Consultant, President Dalar International Consultancy, Inc
> Founder Genuine Contact Program
> Co-owner Genuine Contact Group, LLC
> Founder Extraordinary Leadership Network
> 
> Learn with us for your skill and capacity development for leading and working 
> in the new leadership paradigm "Leading So People Will Lead"
> 
> Upcoming learning module: Working with Open Space Technology. Three different 
> learning options to learn a process for facilitating meetings that engage the 
> people. Self-Study + One-to-One Mentoring + Mentoring Circle; Self-Study + 
> Real-Time Workshop + Mentoring Circle; and Self-Study + Real-Time Workshop + 
> One-to-One Mentoring + Mentoring Circle with real time workshop dates three 
> consecutive Fridays from 9am to 12:30pm EST on October 18, 25, and November 
> 1st.
> 
> PO Box 19373, Raleigh, NC, USA 27613
> Phone: 01-919-522-7750
> 
> 
>> On Sun, Jul 21, 2019 at 6:39 AM Thomas Perret via OSList 
>>  wrote:
>> Birgitt,
>> 
>> Thank you for your reply and your thoughts. The conversation format worked 
>> smoothly for me, even added a level of depth I would say.
>> 
>> I am fascinated by accountability/responsibility and how things shift with 
>> it. 
>> 
>> One question came up there: I’m not sure about the difference between 
>> accountability and responsibility – will you tell me how you see it?
>> 
>> Kind regards,
>> Thomas
>> 
>>  
>> 
>>> On 21 Jul 2019, at 3.33, Birgitt Williams via OSList 
>>>  wrote:
>>> 
>>> Dear Thomas,
>>> Thank you for your thoughtful reply. 
>>> 
>>> You raised the following points/question and I am responding to this "One 
>>> thing came to mind from a managers perspective. I think of a challenge 
>>> regarding legal responsibility for the assets. If it’s my company, I take 
>>> the risk by myself. If I am hired as manager for a company owned by someone 
>>> else and thinking about self-management, I feel unsure about giving away 
>>> decision-making power while remaining legally responsible. I would like to 
>>> have the owners in on that conversation."
>>> 
>>> Your concern about accountability for assets is similar to the dominant 
>>> concern that comes up for senior leaders. It is always the senior leader 
>>> that is held accountable for the performance of the organization and thus 
>>> the concern raised is inclusive of the concern about asse

Re: [OSList] action reflection learning track for leaders who have experienced OST in their organizations

[Thomas Perret via OSList]

giving the people within which to be 
>> creative, innovative, and make decisions. As one Director said to me "in my 
>> decades of career, getting honest with myself about the givens has been the 
>> hardest work I have ever done. And now that it is done, and the givens are 
>> communicated, and everyone is figuring out what they now have authority and 
>> freedom for, this is amazing. My only regret is that I didn't do this sooner 
>> in my career. When I defined the givens, for the first time I defined the 
>> space within which I truly want the people to be free to be their best. I 
>> can be accountable for our performance within this frame of 'givens' and the 
>> clarity about the space I have opened up in my organization."
>> 
>> Thomas, this is the best I can do to describe the ways forward beyond the 
>> tension created about sharing decision making. I am not on the same page as 
>> some of the others on this list about self organized systems. I experience 
>> value in having formal leaders, and in having appropriate hierarchy to 
>> getting the job done. I am very passionate about leadership that supports a 
>> culture of leadership. 
>> 
>> kind regards,
>> Birgitt
>> 
>> 
>> 
>> Birgitt Williams
>> Supporting Next Level Leadership "Leading So People Will Lead"
>> Author, Senior Consultant, President Dalar International Consultancy, Inc 
>> <http://www.dalarinternational.com/>
>> Founder Genuine Contact Program 
>> <http://www.dalarinternational.com/genuine-contact>
>> Co-owner Genuine Contact Group, LLC 
>> <https://genuinecontact.net/about/co-owners/>
>> Founder Extraordinary Leadership Network 
>> <http://www.extraordinaryleadershipnetwork.com/>
>> 
>> Learn with us for your skill and capacity development for leading and 
>> working in the new leadership paradigm "Leading So People Will Lead"
>> 
>> Upcoming learning module: Working with Open Space Technology 
>> <https://www.dalarinternational.com/curriculum/open-space-technology/>. 
>> Three different learning options to learn a process for facilitating 
>> meetings that engage the people. Self-Study + One-to-One Mentoring + 
>> Mentoring Circle; Self-Study + Real-Time Workshop + Mentoring Circle; and 
>> Self-Study + Real-Time Workshop + One-to-One Mentoring + Mentoring Circle 
>> with real time workshop dates three consecutive Fridays from 9am to 12:30pm 
>> EST on October 18, 25, and November 1st.
>> 
>> PO Box 19373, Raleigh, NC, USA 27613
>> Phone: 01-919-522-7750
>> 
>> 
>> On Sat, Jul 20, 2019 at 11:18 AM Thomas Perret via OSList 
>> mailto:oslist@lists.openspacetech.org>> 
>> wrote:
>> Birgitt,
>> 
>> This seems spot on regarding lasting change, I liked it a lot.
>> 
>> "The answer has consistently been about the leadership capacity of the 
>> leadership team to lead an organization of people who are engaged in the 
>> ways that were visible in the OST meeting. This is a vulnerable conversation 
>> to be having and I feel a lot of respect for the leaders and the discussion.”
>> 
>> I read your whole mail aloud to a friend and this part touched me especially.
>> 
>> One thing came to mind from a managers perspective. I think of a challenge 
>> regarding legal responsibility for the assets. If it’s my company, I take 
>> the risk by myself. If I am hired as manager for a company owned by someone 
>> else and thinking about self-management, I feel unsure about giving away 
>> decision-making power while remaining legally responsible. I would like to 
>> have the owners in on that conversation.
>> 
>> Has something like this come up for you? If yes, will you say something 
>> about it?
>> 
>> Kindly,
>> Thomas Perret
>> 
>> 
>> 
>> The answer has consistently been about the leadership capacity of the 
>> leadership team to lead an organization of people who are engaged in the 
>> ways that were visible in the OST meeting. This is a vulnerable conversation 
>> to be having and I feel a lot of respect for the leaders and the discussion. 
>> 
>>> On 19 Jul 2019, at 4.07, Birgitt Williams via OSList 
>>> mailto:oslist@lists.openspacetech.org>> 
>>> wrote:
>>> 
>>> Dear friends and colleagues in Open Space,
>>> When you facilitate an OST meeting in an organization, it is the formal 
>>> leader who opens the space inside his/her organization for this meeting to 
>>> take place. Whether the leader feels well vers

Re: [OSList] action reflection learning track for leaders who have experienced OST in their organizations

[Thomas Perret via OSList]

larinternational.com/>
> Founder Genuine Contact Program 
> <http://www.dalarinternational.com/genuine-contact>
> Co-owner Genuine Contact Group, LLC 
> <https://genuinecontact.net/about/co-owners/>
> Founder Extraordinary Leadership Network 
> <http://www.extraordinaryleadershipnetwork.com/>
> 
> Learn with us for your skill and capacity development for leading and working 
> in the new leadership paradigm "Leading So People Will Lead"
> 
> Upcoming learning module: Working with Open Space Technology 
> <https://www.dalarinternational.com/curriculum/open-space-technology/>. Three 
> different learning options to learn a process for facilitating meetings that 
> engage the people. Self-Study + One-to-One Mentoring + Mentoring Circle; 
> Self-Study + Real-Time Workshop + Mentoring Circle; and Self-Study + 
> Real-Time Workshop + One-to-One Mentoring + Mentoring Circle with real time 
> workshop dates three consecutive Fridays from 9am to 12:30pm EST on October 
> 18, 25, and November 1st.
> 
> PO Box 19373, Raleigh, NC, USA 27613
> Phone: 01-919-522-7750
> 
> 
> On Sat, Jul 20, 2019 at 11:18 AM Thomas Perret via OSList 
> mailto:oslist@lists.openspacetech.org>> 
> wrote:
> Birgitt,
> 
> This seems spot on regarding lasting change, I liked it a lot.
> 
> "The answer has consistently been about the leadership capacity of the 
> leadership team to lead an organization of people who are engaged in the ways 
> that were visible in the OST meeting. This is a vulnerable conversation to be 
> having and I feel a lot of respect for the leaders and the discussion.”
> 
> I read your whole mail aloud to a friend and this part touched me especially.
> 
> One thing came to mind from a managers perspective. I think of a challenge 
> regarding legal responsibility for the assets. If it’s my company, I take the 
> risk by myself. If I am hired as manager for a company owned by someone else 
> and thinking about self-management, I feel unsure about giving away 
> decision-making power while remaining legally responsible. I would like to 
> have the owners in on that conversation.
> 
> Has something like this come up for you? If yes, will you say something about 
> it?
> 
> Kindly,
> Thomas Perret
> 
> 
> 
> The answer has consistently been about the leadership capacity of the 
> leadership team to lead an organization of people who are engaged in the ways 
> that were visible in the OST meeting. This is a vulnerable conversation to be 
> having and I feel a lot of respect for the leaders and the discussion. 
> 
>> On 19 Jul 2019, at 4.07, Birgitt Williams via OSList 
>> mailto:oslist@lists.openspacetech.org>> 
>> wrote:
>> 
>> Dear friends and colleagues in Open Space,
>> When you facilitate an OST meeting in an organization, it is the formal 
>> leader who opens the space inside his/her organization for this meeting to 
>> take place. Whether the leader feels well versed in what OST is or is simply 
>> going along with something that has been recommended, that person has an 
>> experience that is also a big opportunity...for the single leader and/or the 
>> leadership team.
>> 
>> If you also recognize the wonderful opportunity in front of this leader as 
>> you have discussions with the leader and leadership team, you may be 
>> interested in the five self study modules that our team is calling our Next 
>> Level Leadership learning track 
>> <https://www.dalarinternational.com/curriculum/next-level-leadership/>. The 
>> five modules are designed for just such a leader to go through in a self 
>> study mode to encourage some of the thinking that is important to lead an 
>> organization within the new leadership paradigm within which OST fits 
>> "Leading So People Will Lead". 
>> 
>> Since 1992 I have been fascinated by what happens when formal leaders 
>> including leadership teams sponsor and experience an Open Space Technology 
>> meeting in their workplace. There are a few different story lines that 
>> emerged. First, it is important to share with you that within how we teach 
>> about Working with Open Space Technology in our Genuine Contact program, we 
>> encourage facilitators of the OST meeting to have a 'debrief meeting' with 
>> these leaders (the sponsors). The questions we ask in the debrief meeting 
>> are kept simple and are intended for heightening learning from the shared 
>> experience of having been in an OST meeting. Yes, simple action-reflection 
>> learning. 
>> 
>> In my experience, OST always works. And always, the quality and quantity of 
>> outcomes surpass

Re: [OSList] action reflection learning track for leaders who have experienced OST in their organizations

[Thomas Perret via OSList]

Birgitt,

This seems spot on regarding lasting change, I liked it a lot.

"The answer has consistently been about the leadership capacity of the 
leadership team to lead an organization of people who are engaged in the ways 
that were visible in the OST meeting. This is a vulnerable conversation to be 
having and I feel a lot of respect for the leaders and the discussion.”

I read your whole mail aloud to a friend and this part touched me especially.

One thing came to mind from a managers perspective. I think of a challenge 
regarding legal responsibility for the assets. If it’s my company, I take the 
risk by myself. If I am hired as manager for a company owned by someone else 
and thinking about self-management, I feel unsure about giving away 
decision-making power while remaining legally responsible. I would like to have 
the owners in on that conversation.

Has something like this come up for you? If yes, will you say something about 
it?

Kindly,
Thomas Perret



The answer has consistently been about the leadership capacity of the 
leadership team to lead an organization of people who are engaged in the ways 
that were visible in the OST meeting. This is a vulnerable conversation to be 
having and I feel a lot of respect for the leaders and the discussion. 

> On 19 Jul 2019, at 4.07, Birgitt Williams via OSList 
>  wrote:
> 
> Dear friends and colleagues in Open Space,
> When you facilitate an OST meeting in an organization, it is the formal 
> leader who opens the space inside his/her organization for this meeting to 
> take place. Whether the leader feels well versed in what OST is or is simply 
> going along with something that has been recommended, that person has an 
> experience that is also a big opportunity...for the single leader and/or the 
> leadership team.
> 
> If you also recognize the wonderful opportunity in front of this leader as 
> you have discussions with the leader and leadership team, you may be 
> interested in the five self study modules that our team is calling our Next 
> Level Leadership learning track 
> . The 
> five modules are designed for just such a leader to go through in a self 
> study mode to encourage some of the thinking that is important to lead an 
> organization within the new leadership paradigm within which OST fits 
> "Leading So People Will Lead". 
> 
> Since 1992 I have been fascinated by what happens when formal leaders 
> including leadership teams sponsor and experience an Open Space Technology 
> meeting in their workplace. There are a few different story lines that 
> emerged. First, it is important to share with you that within how we teach 
> about Working with Open Space Technology in our Genuine Contact program, we 
> encourage facilitators of the OST meeting to have a 'debrief meeting' with 
> these leaders (the sponsors). The questions we ask in the debrief meeting are 
> kept simple and are intended for heightening learning from the shared 
> experience of having been in an OST meeting. Yes, simple action-reflection 
> learning. 
> 
> In my experience, OST always works. And always, the quality and quantity of 
> outcomes surpasses all expectations. So...that is part of what is reflected 
> on during the debrief meeting. Within an OST meeting, there is always the 
> experience of leadership popping up by just about everyone; people stating 
> that they experience a shared vision during the meeting; a real sense of 
> community with good communication throughout; and self management within the 
> container created. This is also discussed in the debrief meeting. Then comes 
> the question that for me is of utmost importance. Here it is "During the OST 
> meeting, you experienced exceptional performance by the people who 
> participated as you have just discussed. If you are not getting that 
> exceptional performance every day, would you like to?".
> 
> Silence is the first response.
> The second response is "no, this is not our daily experience"
> Then comes the discussion of "we want this in our daily experience BUT we are 
> not ready". I reply "you say you want exceptional performance. Your people 
> have shown you within the OST meeting that they are capable of exceptional 
> performance already. If you are not having this exceptional performance on a 
> daily lived basis and you want it, what is it you are not ready for?"
> 
> The answer has consistently been about the leadership capacity of the 
> leadership team to lead an organization of people who are engaged in the ways 
> that were visible in the OST meeting. This is a vulnerable conversation to be 
> having and I feel a lot of respect for the leaders and the discussion. 
> 
> My personal favorite outcome of the discussion is the leader (leadership 
> team) expressing an interest in developing personal and group leadership 
> capacity so that they can successfully lead an organization with a 
> participatory 

Re: [OSList] Invitation questions for alumni network

[Thomas Perret via OSList]

Chad, Harrison, Alan, Chris, Rolf,

Thank you for your input, very nice.

Kindly,
Thomas


> On 18 Dec 2018, at 10.18, Rolf F. Katzenberger  
> wrote:
> 
> Hi Thomas,
> 
> since you call it a "network", I suppose that you already know a lot, if
> not all of them? If so, my suggestion would be to contact a very
> diverse, yet small subset of them and ask them: "If you think for a
> minute about it: what made you decide to participate, the very first
> time? And if you think for another minute: if you could ask this year's
> participants a question that matters a lot, what would that question
> be?" That might give you some ideas.
> 
> Wishing you lots of success!
> Rolf
> 
> -- 
> «If it works, it's right.» | «Richtig ist, was funktioniert.»
> https://www.pragmatic-teams.com | https://www.pragmatic-teams.de
> https://fromthebackoftheroom.training | 
> https://fromthebackoftheroom.training/de
> 
> Thomas Perret via OSList schrieb am 17.12.18 um 22:23:
>> Hello all,
>> 
>> I’m hosting an open space for a network of scholarship alumni, with very 
>> interesting people from the diverse fields of entrepreneurship, farming, 
>> musical arts and science.
>> 
>> Considering the potential of this network (of more than 200 people of ages ~ 
>> 22-60) I’m intrigued with what may come out of it with peer initiative. I’m 
>> now in front of crafting an invitation and am pondering what question/s 
>> could inspire first-timers to attend. We had an open space for the first 
>> time last year too and pretty much everyone who attended liked it. Still, 
>> most of the folks are yet to experience os. 
>> 
>> Will you tell me what comes up for you?
>> 
>> Gratefully,
>> Thomas
>> 
>> ___
>> 
>> All is possible together
>> ___
>> OSList mailing list
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[OSList] Invitation questions for alumni network

[Thomas Perret via OSList]

Hello all,

I’m hosting an open space for a network of scholarship alumni, with very 
interesting people from the diverse fields of entrepreneurship, farming, 
musical arts and science.

Considering the potential of this network (of more than 200 people of ages ~ 
22-60) I’m intrigued with what may come out of it with peer initiative. I’m now 
in front of crafting an invitation and am pondering what question/s could 
inspire first-timers to attend. We had an open space for the first time last 
year too and pretty much everyone who attended liked it. Still, most of the 
folks are yet to experience os. 

Will you tell me what comes up for you?

Gratefully,
Thomas

___

All is possible together
___
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Re: [OSList] Thinking...

[Thomas Perret via OSList]

Awesome story, thanks Suzanne

___

All is possible together

> On 8 Dec 2017, at 19.58, Suzanne Daigle via OSList 
>  wrote:
> 
> Thank you Christie for your  beautiful note and for leading us to Ashley's 
> interview. No matter how familiar is the message or how often I hear it, I 
> feel its comfort, its resonant invitation and all the hope, joy, grief and 
> "awe" that goes with it. 
> 
> In your note you said:
> 
> "Caring creates time, meaningful time."​ I have been thinking & talking with 
> colleagues a lot lately about the "care" part of healthcare & healthcare 
> education, and about how time and attention​ are necessary elements of 
> care...and truly, allowing for "meaningful time" can be powerful elemental 
> medicine.
> 
> As I read this, I was triggered by the "caring that can happen at work" - a 
> caring connected to a spirit of community where  passion and responsibility 
> are at play. I experienced both yesterday. 
> 
> It was related to my work with UPA (United Packaging Association) - a  new 
> packaging networking association that got ignited from an Open Space 
> gathering in 2016. UPA members and guests celebrated the holiday season last 
> evening and visited a wonderful flavoring company called Monin, with its 
> family roots in Bourges, France. Their self-organizing ways of managing the 
> company hooked my heart and I had great difficulty containing my enthusiasm 
> and holding back my questions, wishing to remember and absorb every miracle 
> moment of my time with them. There were so many stories, so many little 
> things that they are doing - everyone totally invested in the work of the 
> business, passionate, having a place and having a voice. It is with such 
> pride that they shared their progress, their mistakes, their set-backs and 
> their leaps forward with clients, doing more for them and with them than 
> anyone could imagine. 
> 
> On the walls throughout their facility were large black and white, framed 
> professional photographs of every single employee, each capturing the essence 
> and spirit of the person  - sometimes a smile, sometimes a special spark in 
> the eye or a whimsical expression. 
> 
> Their dedication, the excellence of what they do, their commitment, their 
> humility and the global place they have earned as leaders in the marketplace 
> attest to their culture, success and future prospects.  
> 
> Little wonder that they say working for Monin is to be part of a family. The 
> spirit of family extends beyond to everyone connected to them including 
> community and us at UPA last evening. 
> 
> I could not even begin to describe all those things that I noticed as we 
> toured - people on the job in their every day life doing what they do, taking 
> charge and in charge, with a pride of competency and collegiality that spoke 
> of decision-making by those closest to the work at hand. The important 
> measures of the business were there on the wall for everyone to see, written 
> not by management but again by people closest to the work. I could go on and 
> on about those items of continuous improvement, their breakthroughs, 
> technical expertise, commitment to excellence and the many ideas from people 
> across the company that adorned the bulletin boards in celebration of the 
> results from each of those initiatives. There were no labels attached to what 
> they do: lean, six sigma, self-management or indeed open space. They were 
> just doing the work. 
> 
> One story in particular struck me deeply. Partnering with a placement agency, 
> they hired a young man who was autistic on a trial basis to do a task that 
> was somewhat repetitive and crucially important to the overall manufacturing 
> process of this particular product. Andrew, now a regular employee, excelled 
> at this task!! Others had struggled with the routine of it, trying to avoid 
> being assigned there. Today not only has the entire organization learned 
> deeply about right fit, for right job (applies to everyone not just Andrew) 
> but now teammates regularly come by to work side by side with him on other 
> projects to keep him company.  Outside the door of the small office where 
> Andrew works on the manufacturing floor is a plaque with his name on it and 
> the words "Pump Assembly". No one else in the company has a plaque with their 
> name on it. 
> 
> As joyous and exuberant as I felt being there, I could not help but also feel 
> sadness, and even grief, knowing that others who were also on the tour, as 
> touched as they were by what they saw, could not imagine a culture like 
> Monin's within their own companies. Just as someone cannot imagine the 
> passion and results that happen in Open Space compared to the closed and 
> controlling ways that we have of doing strategy and organizing work. All it 
> takes it to invite and open a bit of space.
> 
> I believe that being in Awe of the Sacred is that coming home to those little 
> 

Re: [OSList] What happens after Open Space? Any case studies on this?

[Thomas Perret via OSList]

Hi Jaime, can you say something about the agreement register form, I don't know 
what it is?

Kind regards,
Thomas

___

All is possible for us together

> On 3 Apr 2017, at 5.55, Jaime Pedreros Fitzgerald via OSList 
>  wrote:
> 
> Hello all!
> 
> Thanks to Meredith for calling our attention to this interesting and crucial 
> topic. and also thaks to all of you for all those wonderful insights. Here in 
> Bolivia where passion and responsibility seems to be mutually exclusive, I 
> used to conduct OST sessions in the traditional way, i.e. four principles, 
> one law, being present and invisible and so forth. I also use the agreement 
> register form and a time schedule. Once each working group completes this 
> information, it is posted on the market place. The general manager or the 
> main interested person on the following up process takes appropriate notes 
> and facilitates/stimulates/monitors/supervises the accomplishment of each 
> agreement according to the proposed schedule/deadline.
> 
> By the way, I hand out the forms only when I perceive the participants "in 
> need to land" which normally happens after they have brainstormed and debated 
> on ideas for about 45 to 60 minutes after organizing themselves as goups.
> 
> Hope this is of help to you. Wish every success!
> 
> Jaime Pedreros F. (Bolivia and Peru)
> ___
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Re: [OSList] What happens after Open Space? Any case studies on this?

[Thomas Perret via OSList]

Hi Meredith, you might find the structure of Open Space Agility interesting. 
With OSA there are two open space events some months apart in the organization, 
and the period inbetween is there for growing the new, with a set of principles 
(agile principles in the case of OSA, however no one is stopping you from 
defining your own) guiding the work towards the next OS and during which time 
experimentation is explicitly encouraged by management. 

Actually today, there are online Q:s on OSA happening on three different 
times: http://m.bpt.me/event/2893381

Fb group: https://www.facebook.com/groups/openagileadoption/

___

All is possible for us together

> On 15 Mar 2017, at 22.55, Harrison Owen via OSList 
>  wrote:
> 
> “We’re looking for ideas on how to best move the ball forward.”
>  
> Sure… Those who have the Passion move the ball. Always been that way. Always 
> will. In Open Space. Or life. Pretty much the same thing. Life and Open 
> Space. That is. Nothing magic. Passion and Responsibility, together… make 
> things happen. Otherwise… Zilch.
>  
>  
> ho
>  
> Winter Address
> 7808 River Falls Dr.
> Potomac, MD 20854
> 301-365-2093
>  
> Summer Address
> 189 Beaucauire Ave
> Camden, ME 04843
> 207 763-3261
>  
> Websites
> www.openspaceworld.com
> www.ho-image.com
>  
> From: OSList [mailto:oslist-boun...@lists.openspacetech.org] On Behalf Of 
> Meredith Woolard via OSList
> Sent: Wednesday, March 15, 2017 4:26 PM
> To: World wide Open Space Technology email list
> Subject: [OSList] What happens after Open Space? Any case studies on this?
>  
> Hello!
> My company recently held a very successful Open Space and we are now 
> wondering “what happens next?”. After people have had the conversations and 
> shared ideas, is there any mechanism or case studies of that being the START 
> of a larger project or opportunity to make a positive change? Does anyone in 
> this group have any ideas or case studies they could share? We’re looking for 
> ideas on how to best move the ball forward.
>  
> Thank you!
> Meredith
>  
> ___
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Re: [OSList] Open Space Bars - and a happy open new year

[Thomas Perret via OSList]

Thumbs up for open space bars! I'd be a regular, easily.

Thomas

P.S. I don't understand the question "do you undersell OS accessibility?" 

Sent from my iPhone

> On 25 dec 2015, at 14:01, christopher macrae via OSList 
>  wrote:
> 
> Happy Xmas Day everyone. Could you imagine a city or community with some open 
> space bars? - where people go out to open space instead of going out to get 
> drunk?
> 
> Two motivations for this question. 
> 
> 1 Unlike many here, I am not a facilitator, I am just a would-be open space 
> addict. I'd happily spend 10% of my free time in open space instead of going 
> out for a drink or turning on the tv or searching the net if open space was 
> more communally accessible. I wonder if you could do an OS on: do you 
> undersell OS accessibility?
> 
> 2 By happenstance a chinese friend and I have about 24 days left to sell a 
> successful new york media man he needs to open up an intrapreneurial unit 
> with open space millennials from around the world. His day job is a studio 
> that finishes off films with famous directors and film stars. A very small 
> per cent of these unusual folk have started making films showing wonderful 
> social solutions that work somewhere abroad and asking why not import them 
> near you. Imagine a tv channel that was beaming out social solution content- 
> then instead of sports bar replaying spectacular football goals why not beam 
> out wonderful social goals
> 
> 24 days to sell open space to the a New Yorker and a Chinese young lady who 
> can mix up broadway and madison avenue for good. Is the open space bar a 
> fitting concept to play with or what must-needs be?
> 
> chris macrae economistdiary.com  wash dc 240 316 8157
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Re: [OSList] From here to there... less is more

[Thomas Perret via OSList]

The work ahead, I believe, is to continue to invite from the place of where 
people are, without shame or blame, because they cannot know what they do not 
know until they have experienced it.

Beautiful. 


 On 22 mar 2015, at 14:07, Suzanne Daigle via OSList 
 oslist@lists.openspacetech.org wrote:
 
 Harrison and all,
 
 
 
 I had the opportunity to visit some companies lately that had the stirrings 
 of self-organization. One of them, Sun Hydraulics, was among the 12 
 organizations featured in Frederic Laloux’s book: Reinventing Organizations. 
 And as luck would have it, Doug Kirkpatrick of Morning Star (another Laloux 
 company) was touring with me. 
 
  
 
 The other companies I visited were not at the same level but in their heart 
 and actions, I knew they were heading in the same direction.  Though truly 
 for all, it is the journey and not the destination that self-organization 
 represents. 
 
  
 
 I was in awe and truly could not get enough.  It reminded me of those best 
 moments in my own work career when shared pride, purpose, collaboration, 
 camaraderie, high performance and aliveness bubbled over. Above all, I was 
 struck by the wonderful “ordinary” people doing “extraordinary things”; 
 leadership lurking everywhere, individuals taking and living their own space 
 with others.
 
  
 
 In the joy of experiencing and reliving the intensity and vibrancy of what 
 “work” can and should be like, I was struck and deeply saddened knowing how 
 few organizations are operating this way.  How much pain and how much 
 “settling and giving up” there still is in the world of work today.  
 
  
 
 I see and feel the contrast of the two: lifeless versus vibrant.
 
  
 
 And yet in the despair of knowing this, I sense a shift in consciousness, two 
 realities colliding, as one world dies, another waits to be birthed.  There 
 is much “hanging on” in companies today with a grasping of the “illusion of 
 safety” that our old system operated on, whilst many are now edging towards 
 something that is exerting its pull, something new. 
 
  
 
 Much has been written about the industrial model under which most companies 
 still operate.  A top-down hierarchy, command-control system with 
 predictability and efficiency built in. The habits of this are embedded 
 everywhere. Most of us know this operating system has been pushed to its 
 limits and no longer serves. One can’t deny that much good came of it not the 
 least of which we have been given more years in this wonderful life. Nor can 
 one deny its excesses, which have caused much damage not the least of which 
 to our human spirit on what matters most. 
 
  
 
 The challenge is how to get from “here” to “there”.  Letting go the old ways 
 of doing things, acknowledging the futility of much that we are now doing, 
 starting to operate from a whole new frame, almost from scratch if one 
 considers the contrast between hierarchy and self-organization.  This 
 represents a ton of internal grief work and lots of trial and error. 
 
 
 Does it require that our organizations hit bottom?  Or perhaps in our souls, 
 we know that we have already hit bottom and this will be enough to propel us 
 forward.  
 
  
 
 Harrison says:  “The cure then would be to stop the wounding, at least until 
 we could see how things might go. Of course, if the situation is really 
 terminal, then by all means. Bring it on! That could be SCRUM, Facilitation, 
 Last Rites, whatever…”
 
  
 
 And then later he says:
 
 “Before we do anything more, different, or otherwise – I sincerely believe we 
 need to stop and appreciate what apparently happens very naturally, all by 
 itself, with minimal or no assistance. And after that appreciative moment, we 
 might think of a few things to do, but only a very few.”
 
  
 
 Harrison, in my heart of hearts, I believe this too.  I believe in “less is 
 more” even though I still struggle in living this way.  My struggles will be 
 no different than the struggles of others and indeed there is beauty in those 
 struggles, in doing it wrong, in losing and finding our way.  It is the 
 essence and unfolding of life. 
 
  
 
 And what I also know is what the “real deal” Open Space can do to snap us out 
 of the command/control shackles, to shock us into awareness, a coming home to 
 who we are buried there inside of us.  The work ahead, I believe, is to 
 continue to invite from the place of where people are, without shame or 
 blame, because they cannot know what they do not know until they have 
 experienced it. That power of less is more. Knowing that in the less lies 
 the best in high performance, creativity, human connection and life.  Therein 
 lies the magic of Open Space.  It gives us a taste of what could be. 
 
 
 
 Suzanne
 
  
 
 Suzanne Daigle
 Open Space Facilitator
 NuFocus Strategic Group
 
 FL 941-359-8877
 Cell: 203-722-2009
 www.nufocusgroup.com
 s.dai...@nufocusgroup.com
 Twitter @Daiglesuz
 
 

Re: [OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Hi John,

Thank you. What you describe is pretty much the feeling that got me asking.

I think I need to get deeper into their situation. 

Best regards, Thomas

On Jan 12, 2015, at 5:12 AM, John Baxter j...@jsbaxter.com.au wrote:

 Hi Thomas
 
 I think Harrison's response is excellent and if you can provide an open 
 invitation to the rest of the organisation (and a suitable framing question 
 to match) then OST would be a fine methodology.
 
 From the few words use, though, I feel like OST is our hammer and you do not 
 really have a nail.
 
 #ThinkingOutLoud warning
 
 The situation does not seem urgent and may not be particularly complex.  In 
 my experience OST helps drive innovation where complexity (that is held 
 between many heads) needs to be negotiated/navigated, where transformation is 
 needed, people need a forum to offer the wisdom they have within, trade-offs 
 and interplay are the key ingredients.
 
 It does not sound to me like this is your challenge... but, you can probably 
 tell me if I am wrong and that sounds like it exactly!  Then go ahead!
 
 If it does not sound like it then I would be considering what I could draw on 
 from other facilitation philosophies.  In particular I think design based 
 ideation and development process would be a solid place to start.  (But if 
 you are not personally familiar, this would involve getting in another 
 facilitator - be picky here, there are far fewer people who get design 
 collaboration than understand holding space!)
 
 But then, thinking through it again... if (process) designers are part of the 
 team they have OST may well be the best way to unlock this capacity and help 
 them to design their own process.  IF however they are more technically 
 minded and are looking to you for the collaboration skills, then I am not 
 sure OST will provide the contribution necessary.
 
 I am sure most here will disagree with me, but I think that is all the more 
 reason to say it.
 
 Best of luck!
 
 
 John Baxter
 Cocreation Consultant  ​Co​Create Adelaide Facilitator
 jsbaxter.com.au | CoCreateADL.com
 0405 447 829​ | ​@jsbaxter_
 
 Thank you to everyone who came, helped or spread the good word about City 
 Grill!
 Summary and links: cocreateadl.com/localgov/grill-summary/
 
 
 On Fri, Jan 9, 2015 at 4:25 AM, Thomas Perret via OSList 
 oslist@lists.openspacetech.org wrote:
 Hi friends,
 
 I would like some help.
 
 I have been approached by a company who wants to find innovations within a 
 certain technology. They are looking to have a team of 8-10 working for 2 or 
 3 days, and they have invited me to give them a suggestion for how to go 
 about it.
 
 My questions:
 
 1. Do you think OS is the best approach with only 8 people and this kind of 
 mission? If not, how would you go about it? If yes, how have you had it work?
 2. There are over 100 people in the company - how could one utilise this 
 potential for the purpose without having to release everybody from client 
 work for 2-3 days?
 3. They would really want to explore new innovations more broadly, but are 
 looking, for now, to look within a certain technology because they fear being 
 more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
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 To unsubscribe send an email to oslist-le...@lists.openspacetech.org
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Re: [OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Thanks Richard, great. Good to hear about these experiments.

And good to hear good things can happen in big companies. Really nice.

Thomas


On Jan 10, 2015, at 4:29 PM, Richard Kasperowski rich...@kasperowski.com 
wrote:

 Hi, Thomas!
 
 1) We did six consecutive one-week Open Spaces. We did some experiments. One 
 experiment was: free-form marketplace vs time-space grid? For our context, we 
 opened more successfully with a time-space grid.
 
 2) How did I get management to say Yes to a 6-week Open Space? I'm still not 
 sure! At the time, I think I had a lot of influence capital in the 
 organization. I had a reputation as a successful transformer of teams. We had 
 a deadline, and no one had a better idea. It was somehow the right time and 
 place, and my boss trusted me and gave us the time and space to do it.
 
 Cheers!
 
 --
 Richard Kasperowski
 http://kasperowski.com/
 
 On Sat, Jan 10, 2015 at 7:33 AM, Thomas Perret tho...@dooning.fi wrote:
 Hi Richard,
 
 Thank you. Inspiring. Questions about your project:
 
 1. In the slides you write Avoid: Skimp on detail - Free-form session grid 
 with no obvious day/time/space boxes. Does this mean you tried a free-form 
 grid? If yes, what happened?
 
 2. How did you (or someone) get management to say yes to a 6-week open space?
 
 Best regards,
 Thomas 
 
 Sent from my iPhone
 
 On 9 jan 2015, at 15:57, Richard Kasperowski rich...@kasperowski.com wrote:
 
 Hi, Thomas! I think OS is perfect for this! 8 people, 2-3 days, desire to 
 explore: perfect!
 
 When I worked with Nokia, we did an OS for 6 weeks straight. We were 
 transferring responsibility for a large software product from a legacy team 
 to a new team. We could have spent a lot of time designing a curriculum, 
 training trainers, running classes, etc.--and probably getting it wrong. 
 Instead, we used OS and let things emerge. The right people did the right 
 things with the right groups at the right times, and, without knowing how it 
 would happen ahead of time, we got it done. I shared some of the story here 
 http://kasperowski.com/2012/10/radical-innovation-six-week-open-space.html .
 
 Cheers!
 
 --
 Richard Kasperowski
 http://kasperowski.com/
 
 On Thu, Jan 8, 2015 at 12:55 PM, Thomas Perret via OSList 
 oslist@lists.openspacetech.org wrote:
 Hi friends,
 
 I would like some help.
 
 I have been approached by a company who wants to find innovations within a 
 certain technology. They are looking to have a team of 8-10 working for 2 or 
 3 days, and they have invited me to give them a suggestion for how to go 
 about it.
 
 My questions:
 
 1. Do you think OS is the best approach with only 8 people and this kind of 
 mission? If not, how would you go about it? If yes, how have you had it work?
 2. There are over 100 people in the company - how could one utilise this 
 potential for the purpose without having to release everybody from client 
 work for 2-3 days?
 3. They would really want to explore new innovations more broadly, but are 
 looking, for now, to look within a certain technology because they fear 
 being more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
 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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Re: [OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Hi John,

Thank you. What you describe is pretty much the feeling that got me asking.

I think I need to get deeper into their situation. 

Best regards, Thomas

On Jan 12, 2015, at 5:12 AM, John Baxter j...@jsbaxter.com.au wrote:

 Hi Thomas
 
 I think Harrison's response is excellent and if you can provide an open 
 invitation to the rest of the organisation (and a suitable framing question 
 to match) then OST would be a fine methodology.
 
 From the few words use, though, I feel like OST is our hammer and you do not 
 really have a nail.
 
 #ThinkingOutLoud warning
 
 The situation does not seem urgent and may not be particularly complex.  In 
 my experience OST helps drive innovation where complexity (that is held 
 between many heads) needs to be negotiated/navigated, where transformation is 
 needed, people need a forum to offer the wisdom they have within, trade-offs 
 and interplay are the key ingredients.
 
 It does not sound to me like this is your challenge... but, you can probably 
 tell me if I am wrong and that sounds like it exactly!  Then go ahead!
 
 If it does not sound like it then I would be considering what I could draw on 
 from other facilitation philosophies.  In particular I think design based 
 ideation and development process would be a solid place to start.  (But if 
 you are not personally familiar, this would involve getting in another 
 facilitator - be picky here, there are far fewer people who get design 
 collaboration than understand holding space!)
 
 But then, thinking through it again... if (process) designers are part of the 
 team they have OST may well be the best way to unlock this capacity and help 
 them to design their own process.  IF however they are more technically 
 minded and are looking to you for the collaboration skills, then I am not 
 sure OST will provide the contribution necessary.
 
 I am sure most here will disagree with me, but I think that is all the more 
 reason to say it.
 
 Best of luck!
 
 
 John Baxter
 Cocreation Consultant  ​Co​Create Adelaide Facilitator
 jsbaxter.com.au | CoCreateADL.com
 0405 447 829​ | ​@jsbaxter_
 
 Thank you to everyone who came, helped or spread the good word about City 
 Grill!
 Summary and links: cocreateadl.com/localgov/grill-summary/
 
 
 On Fri, Jan 9, 2015 at 4:25 AM, Thomas Perret via OSList 
 oslist@lists.openspacetech.org wrote:
 Hi friends,
 
 I would like some help.
 
 I have been approached by a company who wants to find innovations within a 
 certain technology. They are looking to have a team of 8-10 working for 2 or 
 3 days, and they have invited me to give them a suggestion for how to go 
 about it.
 
 My questions:
 
 1. Do you think OS is the best approach with only 8 people and this kind of 
 mission? If not, how would you go about it? If yes, how have you had it work?
 2. There are over 100 people in the company - how could one utilise this 
 potential for the purpose without having to release everybody from client 
 work for 2-3 days?
 3. They would really want to explore new innovations more broadly, but are 
 looking, for now, to look within a certain technology because they fear being 
 more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
 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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Re: [OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Thanks Richard, great. Good to hear about these experiments.

And good to hear good things can happen in big companies. Really nice.

Thomas


On Jan 10, 2015, at 4:29 PM, Richard Kasperowski rich...@kasperowski.com 
wrote:

 Hi, Thomas!
 
 1) We did six consecutive one-week Open Spaces. We did some experiments. One 
 experiment was: free-form marketplace vs time-space grid? For our context, we 
 opened more successfully with a time-space grid.
 
 2) How did I get management to say Yes to a 6-week Open Space? I'm still not 
 sure! At the time, I think I had a lot of influence capital in the 
 organization. I had a reputation as a successful transformer of teams. We had 
 a deadline, and no one had a better idea. It was somehow the right time and 
 place, and my boss trusted me and gave us the time and space to do it.
 
 Cheers!
 
 --
 Richard Kasperowski
 http://kasperowski.com/
 
 On Sat, Jan 10, 2015 at 7:33 AM, Thomas Perret tho...@dooning.fi wrote:
 Hi Richard,
 
 Thank you. Inspiring. Questions about your project:
 
 1. In the slides you write Avoid: Skimp on detail - Free-form session grid 
 with no obvious day/time/space boxes. Does this mean you tried a free-form 
 grid? If yes, what happened?
 
 2. How did you (or someone) get management to say yes to a 6-week open space?
 
 Best regards,
 Thomas 
 
 Sent from my iPhone
 
 On 9 jan 2015, at 15:57, Richard Kasperowski rich...@kasperowski.com wrote:
 
 Hi, Thomas! I think OS is perfect for this! 8 people, 2-3 days, desire to 
 explore: perfect!
 
 When I worked with Nokia, we did an OS for 6 weeks straight. We were 
 transferring responsibility for a large software product from a legacy team 
 to a new team. We could have spent a lot of time designing a curriculum, 
 training trainers, running classes, etc.--and probably getting it wrong. 
 Instead, we used OS and let things emerge. The right people did the right 
 things with the right groups at the right times, and, without knowing how it 
 would happen ahead of time, we got it done. I shared some of the story here 
 http://kasperowski.com/2012/10/radical-innovation-six-week-open-space.html .
 
 Cheers!
 
 --
 Richard Kasperowski
 http://kasperowski.com/
 
 On Thu, Jan 8, 2015 at 12:55 PM, Thomas Perret via OSList 
 oslist@lists.openspacetech.org wrote:
 Hi friends,
 
 I would like some help.
 
 I have been approached by a company who wants to find innovations within a 
 certain technology. They are looking to have a team of 8-10 working for 2 or 
 3 days, and they have invited me to give them a suggestion for how to go 
 about it.
 
 My questions:
 
 1. Do you think OS is the best approach with only 8 people and this kind of 
 mission? If not, how would you go about it? If yes, how have you had it work?
 2. There are over 100 people in the company - how could one utilise this 
 potential for the purpose without having to release everybody from client 
 work for 2-3 days?
 3. They would really want to explore new innovations more broadly, but are 
 looking, for now, to look within a certain technology because they fear 
 being more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
 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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Re: [OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Hi John,

Thank you. What you describe is pretty much the feeling that got me asking.

I think I need to get deeper into their situation. 

Best regards, Thomas

On Jan 12, 2015, at 5:12 AM, John Baxter j...@jsbaxter.com.au wrote:

 Hi Thomas
 
 I think Harrison's response is excellent and if you can provide an open 
 invitation to the rest of the organisation (and a suitable framing question 
 to match) then OST would be a fine methodology.
 
 From the few words use, though, I feel like OST is our hammer and you do not 
 really have a nail.
 
 #ThinkingOutLoud warning
 
 The situation does not seem urgent and may not be particularly complex.  In 
 my experience OST helps drive innovation where complexity (that is held 
 between many heads) needs to be negotiated/navigated, where transformation is 
 needed, people need a forum to offer the wisdom they have within, trade-offs 
 and interplay are the key ingredients.
 
 It does not sound to me like this is your challenge... but, you can probably 
 tell me if I am wrong and that sounds like it exactly!  Then go ahead!
 
 If it does not sound like it then I would be considering what I could draw on 
 from other facilitation philosophies.  In particular I think design based 
 ideation and development process would be a solid place to start.  (But if 
 you are not personally familiar, this would involve getting in another 
 facilitator - be picky here, there are far fewer people who get design 
 collaboration than understand holding space!)
 
 But then, thinking through it again... if (process) designers are part of the 
 team they have OST may well be the best way to unlock this capacity and help 
 them to design their own process.  IF however they are more technically 
 minded and are looking to you for the collaboration skills, then I am not 
 sure OST will provide the contribution necessary.
 
 I am sure most here will disagree with me, but I think that is all the more 
 reason to say it.
 
 Best of luck!
 
 
 John Baxter
 Cocreation Consultant  ​Co​Create Adelaide Facilitator
 jsbaxter.com.au | CoCreateADL.com
 0405 447 829​ | ​@jsbaxter_
 
 Thank you to everyone who came, helped or spread the good word about City 
 Grill!
 Summary and links: cocreateadl.com/localgov/grill-summary/
 
 
 On Fri, Jan 9, 2015 at 4:25 AM, Thomas Perret via OSList 
 oslist@lists.openspacetech.org wrote:
 Hi friends,
 
 I would like some help.
 
 I have been approached by a company who wants to find innovations within a 
 certain technology. They are looking to have a team of 8-10 working for 2 or 
 3 days, and they have invited me to give them a suggestion for how to go 
 about it.
 
 My questions:
 
 1. Do you think OS is the best approach with only 8 people and this kind of 
 mission? If not, how would you go about it? If yes, how have you had it work?
 2. There are over 100 people in the company - how could one utilise this 
 potential for the purpose without having to release everybody from client 
 work for 2-3 days?
 3. They would really want to explore new innovations more broadly, but are 
 looking, for now, to look within a certain technology because they fear being 
 more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
 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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Re: [OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Thanks Richard, great. Good to hear about these experiments.

And good to hear good things can happen in big companies. Really nice.

Thomas


On Jan 10, 2015, at 4:29 PM, Richard Kasperowski rich...@kasperowski.com 
wrote:

 Hi, Thomas!
 
 1) We did six consecutive one-week Open Spaces. We did some experiments. One 
 experiment was: free-form marketplace vs time-space grid? For our context, we 
 opened more successfully with a time-space grid.
 
 2) How did I get management to say Yes to a 6-week Open Space? I'm still not 
 sure! At the time, I think I had a lot of influence capital in the 
 organization. I had a reputation as a successful transformer of teams. We had 
 a deadline, and no one had a better idea. It was somehow the right time and 
 place, and my boss trusted me and gave us the time and space to do it.
 
 Cheers!
 
 --
 Richard Kasperowski
 http://kasperowski.com/
 
 On Sat, Jan 10, 2015 at 7:33 AM, Thomas Perret tho...@dooning.fi wrote:
 Hi Richard,
 
 Thank you. Inspiring. Questions about your project:
 
 1. In the slides you write Avoid: Skimp on detail - Free-form session grid 
 with no obvious day/time/space boxes. Does this mean you tried a free-form 
 grid? If yes, what happened?
 
 2. How did you (or someone) get management to say yes to a 6-week open space?
 
 Best regards,
 Thomas 
 
 Sent from my iPhone
 
 On 9 jan 2015, at 15:57, Richard Kasperowski rich...@kasperowski.com wrote:
 
 Hi, Thomas! I think OS is perfect for this! 8 people, 2-3 days, desire to 
 explore: perfect!
 
 When I worked with Nokia, we did an OS for 6 weeks straight. We were 
 transferring responsibility for a large software product from a legacy team 
 to a new team. We could have spent a lot of time designing a curriculum, 
 training trainers, running classes, etc.--and probably getting it wrong. 
 Instead, we used OS and let things emerge. The right people did the right 
 things with the right groups at the right times, and, without knowing how it 
 would happen ahead of time, we got it done. I shared some of the story here 
 http://kasperowski.com/2012/10/radical-innovation-six-week-open-space.html .
 
 Cheers!
 
 --
 Richard Kasperowski
 http://kasperowski.com/
 
 On Thu, Jan 8, 2015 at 12:55 PM, Thomas Perret via OSList 
 oslist@lists.openspacetech.org wrote:
 Hi friends,
 
 I would like some help.
 
 I have been approached by a company who wants to find innovations within a 
 certain technology. They are looking to have a team of 8-10 working for 2 or 
 3 days, and they have invited me to give them a suggestion for how to go 
 about it.
 
 My questions:
 
 1. Do you think OS is the best approach with only 8 people and this kind of 
 mission? If not, how would you go about it? If yes, how have you had it work?
 2. There are over 100 people in the company - how could one utilise this 
 potential for the purpose without having to release everybody from client 
 work for 2-3 days?
 3. They would really want to explore new innovations more broadly, but are 
 looking, for now, to look within a certain technology because they fear 
 being more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
 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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Re: [OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Hi Richard,

Thank you. Inspiring. Questions about your project:

1. In the slides you write Avoid: Skimp on detail - Free-form session grid 
with no obvious day/time/space boxes. Does this mean you tried a free-form 
grid? If yes, what happened?

2. How did you (or someone) get management to say yes to a 6-week open space?

Best regards,
Thomas 

Sent from my iPhone

 On 9 jan 2015, at 15:57, Richard Kasperowski rich...@kasperowski.com wrote:
 
 Hi, Thomas! I think OS is perfect for this! 8 people, 2-3 days, desire to 
 explore: perfect!
 
 When I worked with Nokia, we did an OS for 6 weeks straight. We were 
 transferring responsibility for a large software product from a legacy team 
 to a new team. We could have spent a lot of time designing a curriculum, 
 training trainers, running classes, etc.--and probably getting it wrong. 
 Instead, we used OS and let things emerge. The right people did the right 
 things with the right groups at the right times, and, without knowing how it 
 would happen ahead of time, we got it done. I shared some of the story here 
 http://kasperowski.com/2012/10/radical-innovation-six-week-open-space.html .
 
 Cheers!
 
 --
 Richard Kasperowski
 http://kasperowski.com/
 
 On Thu, Jan 8, 2015 at 12:55 PM, Thomas Perret via OSList 
 oslist@lists.openspacetech.org wrote:
 Hi friends,
 
 I would like some help.
 
 I have been approached by a company who wants to find innovations within a 
 certain technology. They are looking to have a team of 8-10 working for 2 or 
 3 days, and they have invited me to give them a suggestion for how to go 
 about it.
 
 My questions:
 
 1. Do you think OS is the best approach with only 8 people and this kind of 
 mission? If not, how would you go about it? If yes, how have you had it work?
 2. There are over 100 people in the company - how could one utilise this 
 potential for the purpose without having to release everybody from client 
 work for 2-3 days?
 3. They would really want to explore new innovations more broadly, but are 
 looking, for now, to look within a certain technology because they fear 
 being more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
 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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Re: [OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Hi Richard,

Thank you. Inspiring. Questions about your project:

1. In the slides you write Avoid: Skimp on detail - Free-form session grid 
with no obvious day/time/space boxes. Does this mean you tried a free-form 
grid? If yes, what happened?

2. How did you (or someone) get management to say yes to a 6-week open space?

Best regards,
Thomas 

Sent from my iPhone

 On 9 jan 2015, at 15:57, Richard Kasperowski rich...@kasperowski.com wrote:
 
 Hi, Thomas! I think OS is perfect for this! 8 people, 2-3 days, desire to 
 explore: perfect!
 
 When I worked with Nokia, we did an OS for 6 weeks straight. We were 
 transferring responsibility for a large software product from a legacy team 
 to a new team. We could have spent a lot of time designing a curriculum, 
 training trainers, running classes, etc.--and probably getting it wrong. 
 Instead, we used OS and let things emerge. The right people did the right 
 things with the right groups at the right times, and, without knowing how it 
 would happen ahead of time, we got it done. I shared some of the story here 
 http://kasperowski.com/2012/10/radical-innovation-six-week-open-space.html .
 
 Cheers!
 
 --
 Richard Kasperowski
 http://kasperowski.com/
 
 On Thu, Jan 8, 2015 at 12:55 PM, Thomas Perret via OSList 
 oslist@lists.openspacetech.org wrote:
 Hi friends,
 
 I would like some help.
 
 I have been approached by a company who wants to find innovations within a 
 certain technology. They are looking to have a team of 8-10 working for 2 or 
 3 days, and they have invited me to give them a suggestion for how to go 
 about it.
 
 My questions:
 
 1. Do you think OS is the best approach with only 8 people and this kind of 
 mission? If not, how would you go about it? If yes, how have you had it work?
 2. There are over 100 people in the company - how could one utilise this 
 potential for the purpose without having to release everybody from client 
 work for 2-3 days?
 3. They would really want to explore new innovations more broadly, but are 
 looking, for now, to look within a certain technology because they fear 
 being more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
 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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Re: [OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Hi Richard,

Thank you. Inspiring. Questions about your project:

1. In the slides you write Avoid: Skimp on detail - Free-form session grid 
with no obvious day/time/space boxes. Does this mean you tried a free-form 
grid? If yes, what happened?

2. How did you (or someone) get management to say yes to a 6-week open space?

Best regards,
Thomas 

Sent from my iPhone

 On 9 jan 2015, at 15:57, Richard Kasperowski rich...@kasperowski.com wrote:
 
 Hi, Thomas! I think OS is perfect for this! 8 people, 2-3 days, desire to 
 explore: perfect!
 
 When I worked with Nokia, we did an OS for 6 weeks straight. We were 
 transferring responsibility for a large software product from a legacy team 
 to a new team. We could have spent a lot of time designing a curriculum, 
 training trainers, running classes, etc.--and probably getting it wrong. 
 Instead, we used OS and let things emerge. The right people did the right 
 things with the right groups at the right times, and, without knowing how it 
 would happen ahead of time, we got it done. I shared some of the story here 
 http://kasperowski.com/2012/10/radical-innovation-six-week-open-space.html .
 
 Cheers!
 
 --
 Richard Kasperowski
 http://kasperowski.com/
 
 On Thu, Jan 8, 2015 at 12:55 PM, Thomas Perret via OSList 
 oslist@lists.openspacetech.org wrote:
 Hi friends,
 
 I would like some help.
 
 I have been approached by a company who wants to find innovations within a 
 certain technology. They are looking to have a team of 8-10 working for 2 or 
 3 days, and they have invited me to give them a suggestion for how to go 
 about it.
 
 My questions:
 
 1. Do you think OS is the best approach with only 8 people and this kind of 
 mission? If not, how would you go about it? If yes, how have you had it work?
 2. There are over 100 people in the company - how could one utilise this 
 potential for the purpose without having to release everybody from client 
 work for 2-3 days?
 3. They would really want to explore new innovations more broadly, but are 
 looking, for now, to look within a certain technology because they fear 
 being more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
 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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[OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Hi friends,

I would like some help.

I have been approached by a company who wants to find innovations within a 
certain technology. They are looking to have a team of 8-10 working for 2 or 3 
days, and they have invited me to give them a suggestion for how to go about 
it. 

My questions:

1. Do you think OS is the best approach with only 8 people and this kind of 
mission? If not, how would you go about it? If yes, how have you had it work?
2. There are over 100 people in the company - how could one utilise this 
potential for the purpose without having to release everybody from client work 
for 2-3 days?
3. They would really want to explore new innovations more broadly, but are 
looking, for now, to look within a certain technology because they fear being 
more general will give less results. Thoughts on this?

Gratefully,
Thomas
___
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[OSList] OS for innovation with group of 8?

[Thomas Perret via OSList]

Hi field of wisdom,

I would like your reflections.

I have been approached by a company who wants to find innovations within a 
certain technology. They are looking to have a team of 8-10 working for 2 or 3 
days, and they have invited me to give them a suggestion for how to go about it.

My questions:

1. Is OS the best approach with only 8 people and this kind of mission? If not, 
how would you go about it? If yes, how have you had it work?
2. There are over 100 people in the company - how to utilise this potential for 
the purpose without having to release everybody from client work for 2-3 days?
3. They would really want to explore new innovations more broadly, but are 
looking, for now, to look within a certain technology because they fear being 
more general will give less results. Thoughts on this?

Gratefully,
Thomas
___
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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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.

Re: [OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Harrison, thank you for your help, great. 

Thomas

Sent from my iPhone

 On 8 jan 2015, at 22:48, Harrison Owen hho...@verizon.net wrote:
 
 Thomas -- I suspicion that not only is OS possible, but probably the only
 way to provide sufficient latitude for innovation combined with the
 essential focus to deliver something useful. And a group of 8-10 is
 certainly possible. BUT why the limit if there is all that other talent?
 That would be the 90 other folks who might just care to join in???
 
 As you know the start up time for an Open Space is about 1 and 1/2 hours,
 then with the exception of a short time in the am (morning news) and
 something similar in the evening (Evening News) -- everything else just
 spreads itself naturally over the time available.
 
 So it is quite possible, indeed I have done it on multiple occasions, to
 basically make the whole company Open Space for the period. True, you do
 have to have an large meeting at the beginning -- but from there on out
 everybody sets their own schedule and thusly can integrate it with whatever
 else they need to do (client business, etc).
 
 I have done this in hospitals, power companies, and phone companies where
 you can't shut the whole thing down but it is possible to find a time when
 most people can get together for a short period. This usually turns out to
 be a the change of shifts times -- and one shift stays an hour longer, and
 the other comes in an hour earlier -- and presto... you have two hours
 together, which is more than sufficient to get the ball rolling.
 
 There are some complications, but people do work it out, as they always seem
 to do. And usually the whole place is just buzzing with a level of
 excitement that is rarely if ever seen on a normal business day. Fun!
 
 Harrison 
 
 Winter Address
 7808 River Falls Drive
 Potomac, MD 20854
 301-365-2093
 
 Summer Address
 189 Beaucaire Ave.
 Camden, ME 04843
 207-763-3261
 
 Websites
 www.openspaceworld.com
 www.ho-image.com
 OSLIST To subscribe, unsubscribe, change your options, view the archives of
 OSLIST Go
 to:http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org
 
 -Original Message-
 From: OSList [mailto:oslist-boun...@lists.openspacetech.org] On Behalf Of
 Thomas Perret via OSList
 Sent: Thursday, January 08, 2015 12:55 PM
 To: oslist@lists.openspacetech.org email list
 Subject: [OSList] Open Space for innovation with group of 8?
 
 Hi friends,
 
 I would like some help.
 
 I have been approached by a company who wants to find innovations within a
 certain technology. They are looking to have a team of 8-10 working for 2 or
 3 days, and they have invited me to give them a suggestion for how to go
 about it. 
 
 My questions:
 
 1. Do you think OS is the best approach with only 8 people and this kind of
 mission? If not, how would you go about it? If yes, how have you had it
 work?
 2. There are over 100 people in the company - how could one utilise this
 potential for the purpose without having to release everybody from client
 work for 2-3 days?
 3. They would really want to explore new innovations more broadly, but are
 looking, for now, to look within a certain technology because they fear
 being more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
 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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Re: [OSList] OS for innovation with group of 8?

[Thomas Perret via OSList]

Sorry about the double. Thomas


 On 8 jan 2015, at 14:42, Thomas Perret via OSList 
 oslist@lists.openspacetech.org wrote:
 
 Hi field of wisdom,
 
 I would like your reflections.
 
 I have been approached by a company who wants to find innovations within a 
 certain technology. They are looking to have a team of 8-10 working for 2 or 
 3 days, and they have invited me to give them a suggestion for how to go 
 about it.
 
 My questions:
 
 1. Is OS the best approach with only 8 people and this kind of mission? If 
 not, how would you go about it? If yes, how have you had it work?
 2. There are over 100 people in the company - how to utilise this potential 
 for the purpose without having to release everybody from client work for 2-3 
 days?
 3. They would really want to explore new innovations more broadly, but are 
 looking, for now, to look within a certain technology because they fear being 
 more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
 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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[OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Hi friends,

I would like some help.

I have been approached by a company who wants to find innovations within a 
certain technology. They are looking to have a team of 8-10 working for 2 or 3 
days, and they have invited me to give them a suggestion for how to go about 
it. 

My questions:

1. Do you think OS is the best approach with only 8 people and this kind of 
mission? If not, how would you go about it? If yes, how have you had it work?
2. There are over 100 people in the company - how could one utilise this 
potential for the purpose without having to release everybody from client work 
for 2-3 days?
3. They would really want to explore new innovations more broadly, but are 
looking, for now, to look within a certain technology because they fear being 
more general will give less results. Thoughts on this?

Gratefully,
Thomas
___
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To unsubscribe send an email to oslist-le...@lists.openspacetech.org
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[OSList] OS for innovation with group of 8?

[Thomas Perret via OSList]

Hi field of wisdom,

I would like your reflections.

I have been approached by a company who wants to find innovations within a 
certain technology. They are looking to have a team of 8-10 working for 2 or 3 
days, and they have invited me to give them a suggestion for how to go about it.

My questions:

1. Is OS the best approach with only 8 people and this kind of mission? If not, 
how would you go about it? If yes, how have you had it work?
2. There are over 100 people in the company - how to utilise this potential for 
the purpose without having to release everybody from client work for 2-3 days?
3. They would really want to explore new innovations more broadly, but are 
looking, for now, to look within a certain technology because they fear being 
more general will give less results. Thoughts on this?

Gratefully,
Thomas
___
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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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.

Re: [OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Harrison, thank you for your help, great. 

Thomas

Sent from my iPhone

 On 8 jan 2015, at 22:48, Harrison Owen hho...@verizon.net wrote:
 
 Thomas -- I suspicion that not only is OS possible, but probably the only
 way to provide sufficient latitude for innovation combined with the
 essential focus to deliver something useful. And a group of 8-10 is
 certainly possible. BUT why the limit if there is all that other talent?
 That would be the 90 other folks who might just care to join in???
 
 As you know the start up time for an Open Space is about 1 and 1/2 hours,
 then with the exception of a short time in the am (morning news) and
 something similar in the evening (Evening News) -- everything else just
 spreads itself naturally over the time available.
 
 So it is quite possible, indeed I have done it on multiple occasions, to
 basically make the whole company Open Space for the period. True, you do
 have to have an large meeting at the beginning -- but from there on out
 everybody sets their own schedule and thusly can integrate it with whatever
 else they need to do (client business, etc).
 
 I have done this in hospitals, power companies, and phone companies where
 you can't shut the whole thing down but it is possible to find a time when
 most people can get together for a short period. This usually turns out to
 be a the change of shifts times -- and one shift stays an hour longer, and
 the other comes in an hour earlier -- and presto... you have two hours
 together, which is more than sufficient to get the ball rolling.
 
 There are some complications, but people do work it out, as they always seem
 to do. And usually the whole place is just buzzing with a level of
 excitement that is rarely if ever seen on a normal business day. Fun!
 
 Harrison 
 
 Winter Address
 7808 River Falls Drive
 Potomac, MD 20854
 301-365-2093
 
 Summer Address
 189 Beaucaire Ave.
 Camden, ME 04843
 207-763-3261
 
 Websites
 www.openspaceworld.com
 www.ho-image.com
 OSLIST To subscribe, unsubscribe, change your options, view the archives of
 OSLIST Go
 to:http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org
 
 -Original Message-
 From: OSList [mailto:oslist-boun...@lists.openspacetech.org] On Behalf Of
 Thomas Perret via OSList
 Sent: Thursday, January 08, 2015 12:55 PM
 To: oslist@lists.openspacetech.org email list
 Subject: [OSList] Open Space for innovation with group of 8?
 
 Hi friends,
 
 I would like some help.
 
 I have been approached by a company who wants to find innovations within a
 certain technology. They are looking to have a team of 8-10 working for 2 or
 3 days, and they have invited me to give them a suggestion for how to go
 about it. 
 
 My questions:
 
 1. Do you think OS is the best approach with only 8 people and this kind of
 mission? If not, how would you go about it? If yes, how have you had it
 work?
 2. There are over 100 people in the company - how could one utilise this
 potential for the purpose without having to release everybody from client
 work for 2-3 days?
 3. They would really want to explore new innovations more broadly, but are
 looking, for now, to look within a certain technology because they fear
 being more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
 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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Re: [OSList] OS for innovation with group of 8?

[Thomas Perret via OSList]

Sorry about the double. Thomas


 On 8 jan 2015, at 14:42, Thomas Perret via OSList 
 oslist@lists.openspacetech.org wrote:
 
 Hi field of wisdom,
 
 I would like your reflections.
 
 I have been approached by a company who wants to find innovations within a 
 certain technology. They are looking to have a team of 8-10 working for 2 or 
 3 days, and they have invited me to give them a suggestion for how to go 
 about it.
 
 My questions:
 
 1. Is OS the best approach with only 8 people and this kind of mission? If 
 not, how would you go about it? If yes, how have you had it work?
 2. There are over 100 people in the company - how to utilise this potential 
 for the purpose without having to release everybody from client work for 2-3 
 days?
 3. They would really want to explore new innovations more broadly, but are 
 looking, for now, to look within a certain technology because they fear being 
 more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
 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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[OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Hi friends,

I would like some help.

I have been approached by a company who wants to find innovations within a 
certain technology. They are looking to have a team of 8-10 working for 2 or 3 
days, and they have invited me to give them a suggestion for how to go about 
it. 

My questions:

1. Do you think OS is the best approach with only 8 people and this kind of 
mission? If not, how would you go about it? If yes, how have you had it work?
2. There are over 100 people in the company - how could one utilise this 
potential for the purpose without having to release everybody from client work 
for 2-3 days?
3. They would really want to explore new innovations more broadly, but are 
looking, for now, to look within a certain technology because they fear being 
more general will give less results. Thoughts on this?

Gratefully,
Thomas
___
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To unsubscribe send an email to oslist-le...@lists.openspacetech.org
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[OSList] OS for innovation with group of 8?

[Thomas Perret via OSList]

Hi field of wisdom,

I would like your reflections.

I have been approached by a company who wants to find innovations within a 
certain technology. They are looking to have a team of 8-10 working for 2 or 3 
days, and they have invited me to give them a suggestion for how to go about it.

My questions:

1. Is OS the best approach with only 8 people and this kind of mission? If not, 
how would you go about it? If yes, how have you had it work?
2. There are over 100 people in the company - how to utilise this potential for 
the purpose without having to release everybody from client work for 2-3 days?
3. They would really want to explore new innovations more broadly, but are 
looking, for now, to look within a certain technology because they fear being 
more general will give less results. Thoughts on this?

Gratefully,
Thomas
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.

Re: [OSList] Open Space for innovation with group of 8?

[Thomas Perret via OSList]

Harrison, thank you for your help, great. 

Thomas

Sent from my iPhone

 On 8 jan 2015, at 22:48, Harrison Owen hho...@verizon.net wrote:
 
 Thomas -- I suspicion that not only is OS possible, but probably the only
 way to provide sufficient latitude for innovation combined with the
 essential focus to deliver something useful. And a group of 8-10 is
 certainly possible. BUT why the limit if there is all that other talent?
 That would be the 90 other folks who might just care to join in???
 
 As you know the start up time for an Open Space is about 1 and 1/2 hours,
 then with the exception of a short time in the am (morning news) and
 something similar in the evening (Evening News) -- everything else just
 spreads itself naturally over the time available.
 
 So it is quite possible, indeed I have done it on multiple occasions, to
 basically make the whole company Open Space for the period. True, you do
 have to have an large meeting at the beginning -- but from there on out
 everybody sets their own schedule and thusly can integrate it with whatever
 else they need to do (client business, etc).
 
 I have done this in hospitals, power companies, and phone companies where
 you can't shut the whole thing down but it is possible to find a time when
 most people can get together for a short period. This usually turns out to
 be a the change of shifts times -- and one shift stays an hour longer, and
 the other comes in an hour earlier -- and presto... you have two hours
 together, which is more than sufficient to get the ball rolling.
 
 There are some complications, but people do work it out, as they always seem
 to do. And usually the whole place is just buzzing with a level of
 excitement that is rarely if ever seen on a normal business day. Fun!
 
 Harrison 
 
 Winter Address
 7808 River Falls Drive
 Potomac, MD 20854
 301-365-2093
 
 Summer Address
 189 Beaucaire Ave.
 Camden, ME 04843
 207-763-3261
 
 Websites
 www.openspaceworld.com
 www.ho-image.com
 OSLIST To subscribe, unsubscribe, change your options, view the archives of
 OSLIST Go
 to:http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org
 
 -Original Message-
 From: OSList [mailto:oslist-boun...@lists.openspacetech.org] On Behalf Of
 Thomas Perret via OSList
 Sent: Thursday, January 08, 2015 12:55 PM
 To: oslist@lists.openspacetech.org email list
 Subject: [OSList] Open Space for innovation with group of 8?
 
 Hi friends,
 
 I would like some help.
 
 I have been approached by a company who wants to find innovations within a
 certain technology. They are looking to have a team of 8-10 working for 2 or
 3 days, and they have invited me to give them a suggestion for how to go
 about it. 
 
 My questions:
 
 1. Do you think OS is the best approach with only 8 people and this kind of
 mission? If not, how would you go about it? If yes, how have you had it
 work?
 2. There are over 100 people in the company - how could one utilise this
 potential for the purpose without having to release everybody from client
 work for 2-3 days?
 3. They would really want to explore new innovations more broadly, but are
 looking, for now, to look within a certain technology because they fear
 being more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
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Re: [OSList] OS for innovation with group of 8?

[Thomas Perret via OSList]

Sorry about the double. Thomas


 On 8 jan 2015, at 14:42, Thomas Perret via OSList 
 oslist@lists.openspacetech.org wrote:
 
 Hi field of wisdom,
 
 I would like your reflections.
 
 I have been approached by a company who wants to find innovations within a 
 certain technology. They are looking to have a team of 8-10 working for 2 or 
 3 days, and they have invited me to give them a suggestion for how to go 
 about it.
 
 My questions:
 
 1. Is OS the best approach with only 8 people and this kind of mission? If 
 not, how would you go about it? If yes, how have you had it work?
 2. There are over 100 people in the company - how to utilise this potential 
 for the purpose without having to release everybody from client work for 2-3 
 days?
 3. They would really want to explore new innovations more broadly, but are 
 looking, for now, to look within a certain technology because they fear being 
 more general will give less results. Thoughts on this?
 
 Gratefully,
 Thomas
 ___
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Re: [OSList] When did you first hear about OST?

[Thomas Perret via OSList]

1. I had googled improv and found this conference called Applied 
Improvisation Network coming up in a month in Amsterdam and I signed up. It 
was August 2010. I had had an experience urging me to explore improvisation 
games and that's why I googled. The conference program spun from Friday to 
Sunday and it was packed with tracks and workshops – except for Sunday, where 
it only said Open Space.

2. When Sunday morning came I still didn't know what Open Space meant. We 
were sitting in a room, about 120w of us, when a lady started to walk around 
centre stage, telling about this American guy who worked on a conference for a 
year in the 80's, and the best thing about it turned out to be the coffee 
breaks. It was the most human story with a breakthrough. When people started to 
post sessions, I had that cramp in my belly telling me this is one of those 
door moments where something might be there if I stand up. After negotiating 
myself out of it for a while, I went up and announced a session. People came 
and I was so happy I cried.

3. The next year when the same conference was held entirely in Open Space. I 
remember thinking why do it any other way? Also, I remember looking at 
schools and workplaces in my mind and seeing the OS kind of swarming and 
knowing sooner or later it will be here. 

4. It makes a big difference, I want for everyone to know this kind of 
collaboration is at hand.


Thomas



On Dec 16, 2014, at 8:09 PM, Daniel Mezick via OSList 
oslist@lists.openspacetech.org wrote:

  
 The OST-When Game
 
 {
 Inspired by Michael Herman:
 On 12/14/14 11:26 AM, Michael Herman via OSList wrote:
 i'm ... interested in questions like:
  
 1. when did you first hear about os or ost?
 
 2. what was the hook?  how did you notice it might have value?
 3. when did you notice that you'd started letting it inform how you live?
 4. what has happened since then?  what difference does it seem to make?
 
 
 From the thread,  [OSList] Who has facilitated at least 7 OST events?”
 }
  
 You are cordially invited to play:
  
 The OST-When Game
 
 The Goal:
 ·  To get a collective idea of when  how members here actually became 
 aware of OST, noting any patterns and how these patterns may (or may not) be 
 changing over time.
 ·  To know the stories of others, and (optionally, if you choose to 
 play,) to disclose your own story.
  
 The Rules:
  
 ·  If you know anything at all about OST, as described below, you are 
 invited to play.
 ·  You play the game by answering in reply to the question:
  
 
 “When did you first hear about OST?”
   
 
 
 ·  If you opt-in to playing, then: for purposes of playing this game, you 
 are joining with all the other players, in explicitly authorizing, consenting 
 to (and in fact agreeing to) the definition of OST that this game uses, 
 listed below in the Notes section. 
 ·  Beyond this, nothing further is expected of you, and there are 
 absolutely no other rules whatsoever.
 
 Tracking Progress:
 You can track progress by watching the various properties of the thread, such 
 as:
  
 ·  # of stories, the length or brevity of stories,
 ·  the tone/tempo/velocity/volume of replies, # of countries heard from,
 ·  levels of seriousness, or humor or,
 ·  absolutely anything else you might be paying attention to as people 
 play it.
  
 Play:
  
 ·  Playing this game is 100% invitational and therefore 100% optional…if 
 you know about OST, you are invited to play!
   
 Notes:
 This is the link to the definition of OST that this game is using:
 http://www.openspaceworld.com/users_guide.htm
 If you elect to play, please reply by clicking [Reply All] Or [Reply List], 
 so the thread stays together, under the same subject
 
 Steps to Play:
 Click [Reply All] Or [Reply List]
 Reply with your When-story
 
 What happens next is…well… anyone’s guess. 
  
 
 -- 
 Daniel Mezick, President
 New Technology Solutions Inc.
 (203) 915 7248 (cell)
 Bio. Blog. Twitter. 
 Examine my new book:  The Culture Game : Tools for the Agile Manager.
 Explore Agile Team Training and Coaching.
 Explore the Agile Boston Community. 
 ___
 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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Re: [OSList] When did you first hear about OST?

[Thomas Perret via OSList]

1. I had googled improv and found this conference called Applied 
Improvisation Network coming up in a month in Amsterdam and I signed up. It 
was August 2010. I had had an experience urging me to explore improvisation 
games and that's why I googled. The conference program spun from Friday to 
Sunday and it was packed with tracks and workshops – except for Sunday, where 
it only said Open Space.

2. When Sunday morning came I still didn't know what Open Space meant. We 
were sitting in a room, about 120w of us, when a lady started to walk around 
centre stage, telling about this American guy who worked on a conference for a 
year in the 80's, and the best thing about it turned out to be the coffee 
breaks. It was the most human story with a breakthrough. When people started to 
post sessions, I had that cramp in my belly telling me this is one of those 
door moments where something might be there if I stand up. After negotiating 
myself out of it for a while, I went up and announced a session. People came 
and I was so happy I cried.

3. The next year when the same conference was held entirely in Open Space. I 
remember thinking why do it any other way? Also, I remember looking at 
schools and workplaces in my mind and seeing the OS kind of swarming and 
knowing sooner or later it will be here. 

4. It makes a big difference, I want for everyone to know this kind of 
collaboration is at hand.


Thomas



On Dec 16, 2014, at 8:09 PM, Daniel Mezick via OSList 
oslist@lists.openspacetech.org wrote:

  
 The OST-When Game
 
 {
 Inspired by Michael Herman:
 On 12/14/14 11:26 AM, Michael Herman via OSList wrote:
 i'm ... interested in questions like:
  
 1. when did you first hear about os or ost?
 
 2. what was the hook?  how did you notice it might have value?
 3. when did you notice that you'd started letting it inform how you live?
 4. what has happened since then?  what difference does it seem to make?
 
 
 From the thread,  [OSList] Who has facilitated at least 7 OST events?”
 }
  
 You are cordially invited to play:
  
 The OST-When Game
 
 The Goal:
 ·  To get a collective idea of when  how members here actually became 
 aware of OST, noting any patterns and how these patterns may (or may not) be 
 changing over time.
 ·  To know the stories of others, and (optionally, if you choose to 
 play,) to disclose your own story.
  
 The Rules:
  
 ·  If you know anything at all about OST, as described below, you are 
 invited to play.
 ·  You play the game by answering in reply to the question:
  
 
 “When did you first hear about OST?”
   
 
 
 ·  If you opt-in to playing, then: for purposes of playing this game, you 
 are joining with all the other players, in explicitly authorizing, consenting 
 to (and in fact agreeing to) the definition of OST that this game uses, 
 listed below in the Notes section. 
 ·  Beyond this, nothing further is expected of you, and there are 
 absolutely no other rules whatsoever.
 
 Tracking Progress:
 You can track progress by watching the various properties of the thread, such 
 as:
  
 ·  # of stories, the length or brevity of stories,
 ·  the tone/tempo/velocity/volume of replies, # of countries heard from,
 ·  levels of seriousness, or humor or,
 ·  absolutely anything else you might be paying attention to as people 
 play it.
  
 Play:
  
 ·  Playing this game is 100% invitational and therefore 100% optional…if 
 you know about OST, you are invited to play!
   
 Notes:
 This is the link to the definition of OST that this game is using:
 http://www.openspaceworld.com/users_guide.htm
 If you elect to play, please reply by clicking [Reply All] Or [Reply List], 
 so the thread stays together, under the same subject
 
 Steps to Play:
 Click [Reply All] Or [Reply List]
 Reply with your When-story
 
 What happens next is…well… anyone’s guess. 
  
 
 -- 
 Daniel Mezick, President
 New Technology Solutions Inc.
 (203) 915 7248 (cell)
 Bio. Blog. Twitter. 
 Examine my new book:  The Culture Game : Tools for the Agile Manager.
 Explore Agile Team Training and Coaching.
 Explore the Agile Boston Community. 
 ___
 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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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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Re: [OSList] When did you first hear about OST?

[Thomas Perret via OSList]

1. I had googled improv and found this conference called Applied 
Improvisation Network coming up in a month in Amsterdam and I signed up. It 
was August 2010. I had had an experience urging me to explore improvisation 
games and that's why I googled. The conference program spun from Friday to 
Sunday and it was packed with tracks and workshops – except for Sunday, where 
it only said Open Space.

2. When Sunday morning came I still didn't know what Open Space meant. We 
were sitting in a room, about 120w of us, when a lady started to walk around 
centre stage, telling about this American guy who worked on a conference for a 
year in the 80's, and the best thing about it turned out to be the coffee 
breaks. It was the most human story with a breakthrough. When people started to 
post sessions, I had that cramp in my belly telling me this is one of those 
door moments where something might be there if I stand up. After negotiating 
myself out of it for a while, I went up and announced a session. People came 
and I was so happy I cried.

3. The next year when the same conference was held entirely in Open Space. I 
remember thinking why do it any other way? Also, I remember looking at 
schools and workplaces in my mind and seeing the OS kind of swarming and 
knowing sooner or later it will be here. 

4. It makes a big difference, I want for everyone to know this kind of 
collaboration is at hand.


Thomas



On Dec 16, 2014, at 8:09 PM, Daniel Mezick via OSList 
oslist@lists.openspacetech.org wrote:

  
 The OST-When Game
 
 {
 Inspired by Michael Herman:
 On 12/14/14 11:26 AM, Michael Herman via OSList wrote:
 i'm ... interested in questions like:
  
 1. when did you first hear about os or ost?
 
 2. what was the hook?  how did you notice it might have value?
 3. when did you notice that you'd started letting it inform how you live?
 4. what has happened since then?  what difference does it seem to make?
 
 
 From the thread,  [OSList] Who has facilitated at least 7 OST events?”
 }
  
 You are cordially invited to play:
  
 The OST-When Game
 
 The Goal:
 ·  To get a collective idea of when  how members here actually became 
 aware of OST, noting any patterns and how these patterns may (or may not) be 
 changing over time.
 ·  To know the stories of others, and (optionally, if you choose to 
 play,) to disclose your own story.
  
 The Rules:
  
 ·  If you know anything at all about OST, as described below, you are 
 invited to play.
 ·  You play the game by answering in reply to the question:
  
 
 “When did you first hear about OST?”
   
 
 
 ·  If you opt-in to playing, then: for purposes of playing this game, you 
 are joining with all the other players, in explicitly authorizing, consenting 
 to (and in fact agreeing to) the definition of OST that this game uses, 
 listed below in the Notes section. 
 ·  Beyond this, nothing further is expected of you, and there are 
 absolutely no other rules whatsoever.
 
 Tracking Progress:
 You can track progress by watching the various properties of the thread, such 
 as:
  
 ·  # of stories, the length or brevity of stories,
 ·  the tone/tempo/velocity/volume of replies, # of countries heard from,
 ·  levels of seriousness, or humor or,
 ·  absolutely anything else you might be paying attention to as people 
 play it.
  
 Play:
  
 ·  Playing this game is 100% invitational and therefore 100% optional…if 
 you know about OST, you are invited to play!
   
 Notes:
 This is the link to the definition of OST that this game is using:
 http://www.openspaceworld.com/users_guide.htm
 If you elect to play, please reply by clicking [Reply All] Or [Reply List], 
 so the thread stays together, under the same subject
 
 Steps to Play:
 Click [Reply All] Or [Reply List]
 Reply with your When-story
 
 What happens next is…well… anyone’s guess. 
  
 
 -- 
 Daniel Mezick, President
 New Technology Solutions Inc.
 (203) 915 7248 (cell)
 Bio. Blog. Twitter. 
 Examine my new book:  The Culture Game : Tools for the Agile Manager.
 Explore Agile Team Training and Coaching.
 Explore the Agile Boston Community. 
 ___
 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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Re: [OSList] Swarmwise; how to organise community like a Wave Riding Pirate

[Thomas Perret via OSList]

Thanks John, great. I read your notes and this one raised a question:

for necessary decisions (e.g. directing group resources), 'consensus' by veto 
is better than democratic decision-making by majority vote

What do you/the book mean by consensus by veto here?

Thomas


On Oct 16, 2014, at 3:51 AM, John Baxter via OSList 
oslist@lists.openspacetech.org wrote:

 Hello Wave Riders
 
 I've just finished reading Swarmwise, the tactical manual for organising 
 community like a Pirate (i.e. Sweden's Pirate Party).
 
 Open Space methods are threaded through it, both overtly and implicitly.  I 
 thought it was an excellent vindication of the hunch that Open Space can be 
 applied in very specific ways to processes much bigger than single events.
 
 I did have an initial reaction to how strong the influence of the individual 
 leader-champion is.  But I came to the conclusion that sort of leadership 
 fits the given objectives, and is no different than the sponsor setting the 
 topic in OST.
 So a heads up, you may have the same averse reaction to ego-centric language 
 that I did... but please forgive it in order to see the wisdom within.
 
 Recommended reading for all Wave Riders: Swarmwise.
 
 Also if of interest, my notes (not a permalink)
 
 ​Cheers​
 
 John Baxter
 ​Co​Create Adelaide Facilitator, Director of Realise consultancy
 CoCreateADL.com​ | jsbaxter.com.au
 0405 447 829​ | ​@jsbaxter_
 
 ___
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Re: [OSList] Swarmwise; how to organise community like a Wave Riding Pirate

[Thomas Perret via OSList]

Thanks John, great. I read your notes and this one raised a question:

for necessary decisions (e.g. directing group resources), 'consensus' by veto 
is better than democratic decision-making by majority vote

What do you/the book mean by consensus by veto here?

Thomas


On Oct 16, 2014, at 3:51 AM, John Baxter via OSList 
oslist@lists.openspacetech.org wrote:

 Hello Wave Riders
 
 I've just finished reading Swarmwise, the tactical manual for organising 
 community like a Pirate (i.e. Sweden's Pirate Party).
 
 Open Space methods are threaded through it, both overtly and implicitly.  I 
 thought it was an excellent vindication of the hunch that Open Space can be 
 applied in very specific ways to processes much bigger than single events.
 
 I did have an initial reaction to how strong the influence of the individual 
 leader-champion is.  But I came to the conclusion that sort of leadership 
 fits the given objectives, and is no different than the sponsor setting the 
 topic in OST.
 So a heads up, you may have the same averse reaction to ego-centric language 
 that I did... but please forgive it in order to see the wisdom within.
 
 Recommended reading for all Wave Riders: Swarmwise.
 
 Also if of interest, my notes (not a permalink)
 
 ​Cheers​
 
 John Baxter
 ​Co​Create Adelaide Facilitator, Director of Realise consultancy
 CoCreateADL.com​ | jsbaxter.com.au
 0405 447 829​ | ​@jsbaxter_
 
 ___
 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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Re: [OSList] Swarmwise; how to organise community like a Wave Riding Pirate

[Thomas Perret via OSList]

Thanks John, great. I read your notes and this one raised a question:

for necessary decisions (e.g. directing group resources), 'consensus' by veto 
is better than democratic decision-making by majority vote

What do you/the book mean by consensus by veto here?

Thomas


On Oct 16, 2014, at 3:51 AM, John Baxter via OSList 
oslist@lists.openspacetech.org wrote:

 Hello Wave Riders
 
 I've just finished reading Swarmwise, the tactical manual for organising 
 community like a Pirate (i.e. Sweden's Pirate Party).
 
 Open Space methods are threaded through it, both overtly and implicitly.  I 
 thought it was an excellent vindication of the hunch that Open Space can be 
 applied in very specific ways to processes much bigger than single events.
 
 I did have an initial reaction to how strong the influence of the individual 
 leader-champion is.  But I came to the conclusion that sort of leadership 
 fits the given objectives, and is no different than the sponsor setting the 
 topic in OST.
 So a heads up, you may have the same averse reaction to ego-centric language 
 that I did... but please forgive it in order to see the wisdom within.
 
 Recommended reading for all Wave Riders: Swarmwise.
 
 Also if of interest, my notes (not a permalink)
 
 ​Cheers​
 
 John Baxter
 ​Co​Create Adelaide Facilitator, Director of Realise consultancy
 CoCreateADL.com​ | jsbaxter.com.au
 0405 447 829​ | ​@jsbaxter_
 
 ___
 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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