Thanks Anna Caroline and Birgitt, All that sounds very interesting, re: traning. I guess I'll see how to move forward after I am back from Bilbao. I am looking forward to meeting Thomas and everyone else.
The fear of loosing control from management is certainly there when trying to introduce self organising structures but I think it might even be the case for one time event like OST. I have participated in many townhall meetings, management retreats or team building events that were intended for participants to contribute, collaborate and innovate. Each time was a disappointment because the setup / format was too contrived. Too much control and it felt more like we were being tested. I think the people who designed those events were really looking for feedback and input but they didn't know how else to do it except through a very strict time line and what became boring exercises.In the end not much came out of it and it felt like it was not a genuine effort. All the best, JF On Wed, Sep 21, 2022 at 4:53 PM Anna Caroline Türk < [email protected]> wrote: > Dear JF, > > It's great to hear from you and your thoughts about Open Space in > organizations and potential reluctance to use it. > > You mention the feared loss of control for managers and the emergence of > self-organizing systems as a result of an Open Space Technology meeting. I > know there is a potential for that, but in my 20+ years of experience I > haven’t seen that catalytic effect when OST is used once. But it might all > start with a well organized OST meeting… > > We just received your mail during our Open Space Training in the > Netherlands. The next time we are offering a 3 day in person training will > be 5.-7. September 2023. We’ll share more information with you asap on our > colleague > Doris Gottlieb’s website <https://www.dorisgottlieb.com/workshops>. It > would be great to have you there next year! > > Our in person training is similar to Birgitt Williams online training: It > is called “Working with Open Space Technology”. The name indicates that the > learning journey goes beyond the facilitation of the Open Space. It > provides participants with holistic tools (from the Genuine Contact > approach) to prepare and follow up with your client/ sponsor/leader - in > order to make sure the meeting creates sustainable results. It also helps > you clarify how open the space really is and where there is a letting go of > control and where control is kept in place, by defining givens > (non-negotiables) of the Open Space. It is very beneficial to have these > givens explicit from the moment the invitation gets shared - so people know > how open the space is for creativity, innovation, responsibility-taking and > decision making. > > If you go to Bilbao, please speak to my colleague Thomas Herrmann and the > rest of the wonderful OST lovers! I won’t be there this time. > > Greetings > > Doris, Thomas, and Anna Caroline > > > > *Anna Caroline Türk* > Mentor to Visionary Leaders > +49(0)176 24872254 | TruthCircles.com <http://TruthCircles.com> > > > > Am Fr., 9. Sept. 2022 um 21:01 Uhr schrieb Birgitt Williams < > [email protected]>: > >> JF, thank you for your thoughtful answer to my question. I have asked a >> number of our clients over the years why they didn't make use of OST >> sooner. The common answer was because they themselves weren't ready. A >> completely different leadership capacity needed to be developed within >> themselves and their organizations to support an organization making the >> best use of frequent OST meetings and the resultant cultural shift. There >> was a period of time that several of the leaders I spoke with quit their >> jobs to take some time for themselves to develop their leadership capacity >> to then go on and take on a different job in which they could engage in >> their leadership differently. >> >> Others can speak up about trainings in working with OST that they are >> aware of. My offer at present is a training that includes three phases: a >> self study portion to be done at your own pace, preferably after you have >> participated in an OST meeting; then one with one mentoring with me of two >> three hour online sessions as we process your learning; and finally some >> months later, participating in an online mentoring circle of peers to >> explore what has come up for each person as a result of application of the >> learning. It is an intense process and my focus is on working with OST for >> maximum benefit before and after the OST meeting. I include teaching about >> what happens when an organization makes use of frequent OST meetings...the >> benefits and the pitfalls. >> >> I also smiled when you spoke about engineers. In my experience, they are >> often some of the most enthusiastic participants in an OST meeting, more so >> that people who pride themselves on being good with touchy-feely >> processes 😂 >> >> I wish you joy on your learning journey, >> Birgitt >> >> [image: Picture] >> >> >> *Birgitt Williams* >> *Senior consultant-author-mentor to leaders and consultants * >> *Specialist in organizational and systemic transformation, leadership >> development, and the power of nourishing a culture of leadership.* >> www.dalarinternational.com >> >> >> >> Learn More & Register >> <http://www.dalarinternational.com/upcoming-workshops/> for any of our >> upcoming workshops here. >> >> >> PO Box 19373, Raleigh, NC, USA 27613 >> Phone: 01-919-522-7750 >> Like us on Facebook >> <https://dalarinternational.us1.list-manage.com/track/click?u=35ed818c946a88ba7344da05f&id=6677c35b38&e=e7zyhHfiqG> >> >> Connect on LinkedIn >> <https://dalarinternational.us1.list-manage.com/track/click?u=35ed818c946a88ba7344da05f&id=c26173f86b&e=e7zyhHfiqG> >> >> >> >> On Thu, Sep 8, 2022 at 5:18 PM JF <[email protected]> wrote: >> >>> Thank you Catherine, for your message, it sounds like a transformative >>> experience and really looking forward to it >>> >>> Birgitt, about your question. While I did not use OST, I did incorporate >>> innovative structures and collaborative practices within the groups that I >>> could control. It was rather successful and got a wonderful response >>> especially from the younger generation. I did something simple but >>> transformative which was to setup governance meetings (inspired by >>> holacracy) where we would decide how we would work together and which was >>> a platform to raise and resolve tensions. We also shared and rotated >>> responsibilities around various tasks. The young engineers loved that and >>> it was incredible to see how quickly they adopted this system. It did not >>> exactly appeal to my peers (i.e. the other managers) though. >>> Why didn't I learn and use OST earlier? That is a question I ask >>> myself. I did propose the methodology to projects I was involved with and >>> went as far as getting in touch with some facilitator. I really felt that >>> was what the project needed to get ahead but I was unable to gather >>> interest. There was definitely no reluctance on my side on the contrary but >>> maybe lacking a direct experience I probably did not carry the proposal >>> with sufficient assertiveness to convince the management team. I felt it >>> was an uphill battle because you need to explain what OST is about and the >>> corporate types find the concept "fuzzy". This is out of ignorance of >>> course but in my former industry (heavy industry engineering) most people >>> do have a reluctance to practices that may appear "touchy - feely". I am >>> not saying that this is the case for OST (even though imo touchy feely can >>> be good) but that can be the perception. The paradox is that they need such >>> practices as OST and are even aware that they should. They are trying to >>> develop more collaborative approaches but they are not ready to let go of >>> control. To be fair, when you are engineering an underground mine, you need >>> very clear responsibility and accountability as well as some serious >>> controls. For many this would be incompatible with collaborative self >>> organised systems. So in my opinion the reluctance is a) out of ignorance. >>> They cannot imagine that such an open approach could work. They would need >>> to experience it first hand to change their mind and b) they may not admit >>> it but they would be scared of loosing control. After all they understand >>> that in a self organising group a traditional manager becomes redundant. >>> They would need to understand that on the contrary a self organised group >>> would liberate them so that they can focus on where they can bring value. >>> In the particular case of engineering it would be important to demonstrate >>> that you can maintain accountability. To break through you would need the >>> support of someone pretty high up the food chain. >>> >>> I agree with your point, I always thought that OST would be >>> a great starting point to let the organisation define its structure >>> together with some coaching / training on what exists out there besides the >>> traditional pyramid / matrix. >>> About further training, do you have any suggestion? >>> Cheers for now, >>> JF >>> >>> On Thu, Sep 8, 2022 at 9:12 PM Birgitt Williams < >>> [email protected]> wrote: >>> >>>> DearJean-François, >>>> To develop your understanding of OST, to participate in an OST is a >>>> great beginning. However, to further develop yourself and working with OST, >>>> I recommend taking a multi-day training after you have had the experience >>>> as a participant. While I understand that it is possible to facilitate OST >>>> even by simply reading OST: a User's Guide by Harrison Owen, there is more >>>> to learn about working with OST for maximum harvest and impact within an >>>> organization. OST is a key process and in my experience one of the best >>>> processes for building collective intelligence capacity and for determining >>>> the best innovative organizational structures. Your investment in attending >>>> the WOSONOS, and then furthering your development with training is going to >>>> be one of the best investments you make towards the goal you have for your >>>> work. >>>> >>>> I hope very much that you will answer the question I have for you >>>> because I am really really curious. You wrote that you had been aware of >>>> OST for some time when you were a manager in a large engineering firm and >>>> only now that you are becoming self employed are you choosing to get more >>>> acquainted with OST. My question is "why didn't you use OST and focus on >>>> collective intelligence/innovative organisational structures when you were >>>> in that management role? Your answer could assist those of us who work with >>>> leaders and managers to better understand the 'reluctance'. >>>> >>>> With appreciation, >>>> Birgitt >>>> >>>> [image: Picture] >>>> >>>> >>>> *Birgitt Williams* >>>> *Senior consultant-author-mentor to leaders and consultants * >>>> *Specialist in organizational and systemic transformation, leadership >>>> development, and the power of nourishing a culture of leadership.* >>>> www.dalarinternational.com >>>> >>>> >>>> >> Learn More & Register >>>> <http://www.dalarinternational.com/upcoming-workshops/> for any of our >>>> upcoming workshops here. >>>> >>>> >>>> PO Box 19373, Raleigh, NC, USA 27613 >>>> Phone: 01-919-522-7750 >>>> Like us on Facebook >>>> <https://dalarinternational.us1.list-manage.com/track/click?u=35ed818c946a88ba7344da05f&id=6677c35b38&e=e7zyhHfiqG> >>>> >>>> Connect on LinkedIn >>>> <https://dalarinternational.us1.list-manage.com/track/click?u=35ed818c946a88ba7344da05f&id=c26173f86b&e=e7zyhHfiqG> >>>> >>>> >>>> >>>> On Thu, Sep 8, 2022 at 8:56 AM JF <[email protected]> wrote: >>>> >>>>> Hello All, >>>>> I have been on this list and be interested in OST for many years. Yet >>>>> I have never (until now) taken the opportunity to develop this interest >>>>> further and actually participate and be involved with OST events. >>>>> I am currently in a professional transition from being a manager in a >>>>> large engineering firm to becoming self employed project manager with a >>>>> view to help build collective intelligence in organisations through >>>>> innovative organisational structures (e.g. holacracy) and various >>>>> practices >>>>> such as OST. >>>>> I would like to learn and experience more and I have been told before >>>>> that the best and only way to learn about OST is to experience it first >>>>> hand. That makes a lot of sense and I think that this would be a great eye >>>>> opener for me as well as a growing opportunity. Therefore I am >>>>> contemplating participating in the next OSonOS in Bilbao (I live in the >>>>> south of France) but I want to make sure that this is appropriate for >>>>> someone who want to get initiated in OST. >>>>> Thanks in advance for your comments and / or advice. >>>>> Regads, >>>>> >>>>> Jean-François (JF) >>>>> >>>>> >>>>> On Tue, Aug 23, 2022 at 7:49 PM Michael M Pannwitz < >>>>> [email protected]> wrote: >>>>> >>>>>> Dear Gentza Eleder, >>>>>> >>>>>> you might tell them that ost is an approach to expand time and space >>>>>> for the unfolding of selforganisation. It is not an intention of ost to >>>>>> change business culture, have better meetings or all the other things one >>>>>> might find important. >>>>>> It has been noticed however, that ost events bring about amazing >>>>>> stuff every time those gatherings are convened and that folks find that >>>>>> these were the best meetings they ever experienced. How that happens has >>>>>> never been grasped. And participants are regularily simply not interested >>>>>> to research this, they just want to get going. The important observation >>>>>> is >>>>>> that it works. And if it is used regularily in an organisation those >>>>>> organisations change all by themselves (see the decade long experiment in >>>>>> the Agency for Youth in Europe). >>>>>> Selforganisation has never been grasped but it is the central force >>>>>> in the unfolding of everything that has happened on this planet for >>>>>> billions of year. >>>>>> It has been observed that some very few prerequisites need to be in >>>>>> place to get the the right conditions for getting this experiment in >>>>>> selforganisation to unfold: sticky problem, high complexity of the >>>>>> matter, >>>>>> large diversity of participants, high conflict and high urgency to act >>>>>> and, >>>>>> not to forget, voluntarty participation. >>>>>> >>>>>> Everyone attending our event in Bilbao is an expert, even experts in >>>>>> attendance that are zoologists, psychologists, anthropologists, medicine >>>>>> men, sociologists, cooks, gardeners, plumbers, architects, teachers, >>>>>> mothers and very important: children. If you have children and youngsters >>>>>> at the event among all the others you will find that an amazing >>>>>> ingredient >>>>>> for the diversity soup. Nobody knows why and it needs not to be >>>>>> researched, >>>>>> we have seen it. >>>>>> >>>>>> Hope you get a great film that is shown in all cinemas around the >>>>>> world. >>>>>> >>>>>> Greetings from Berlin >>>>>> Love and Peace >>>>>> mmp >>>>>> >>>>>> >>>>>> Am 23.08.2022 um 18:09 schrieb Gentza Eleder: >>>>>> >>>>>> Hi friends, how are you? >>>>>> We are having since July some converations with GoodHabitz >>>>>> Documentaries >>>>>> <https://www.goodhabitz.com/en-gb/why-goodhabitz/doing-things-differently/goodhabitz-moments/> >>>>>> . >>>>>> They are very interested in OST and are planning to come to Bilbao >>>>>> to film and make some interviews during the 28th World Open Space on Open >>>>>> Space. >>>>>> >>>>>> Now, they asked something that I thought would be best to spread >>>>>> through the OSLIST, as follows: >>>>>> >>>>>> .... >>>>>> >>>>>> >>>>>> *For the film we are still looking for anybody who is a >>>>>> psychologist/anthropologist/sociologist or business culture expert. Or >>>>>> someone with a lot of knowledge in this field. We would like to interview >>>>>> such an expert about how you can change the business culture or the >>>>>> approach in order to have better meetings. * >>>>>> >>>>>> *.... * >>>>>> >>>>>> >>>>>> *Do you know if there are more experts who are attending the event? * >>>>>> >>>>>> >>>>>> Would you, please, specially if planning to join as in Bilbao in >>>>>> September, take some time to answer Marije (you can add us, as cc)? >>>>>> >>>>>> I've proposed her to join herself the OSLIST to take part directly in >>>>>> the conversation or open new questions. >>>>>> >>>>>> >>>>>> Best of all, >>>>>> >>>>>> >>>>>> Gentza Eleder >>>>>> >>>>>> BuM_31 unJobbing >>>>>> >>>>>> Mundaka >>>>>> >>>>>> (+0034) 638.733.223 >>>>>> >>>>>> >>>>>> >>>>>> ------- Original Message ------- >>>>>> Em terça-feira, 23 de agosto de 2022 às 10:10, Marije Kuipers >>>>>> <[email protected]> <[email protected]> >>>>>> escreveu: >>>>>> >>>>>> Hi Gentza, good morning! >>>>>> >>>>>> How are you? Thanks for your email. Great answers! >>>>>> >>>>>> I forgot to ask, have you been filmed before? And is it online? Just >>>>>> to get an idea :) >>>>>> >>>>>> .... >>>>>> >>>>>> For the film we are still looking for anybody who is a >>>>>> psychologist/anthropologist/sociologist or business culture expert. Or >>>>>> someone with a lot of knowledge in this field. We would like to interview >>>>>> such an expert about how you can change the business culture or the >>>>>> approach in order to have better meetings. >>>>>> .... >>>>>> >>>>>> Do you know if there are more experts who are attending the event? >>>>>> >>>>>> Hope to hear from you. >>>>>> >>>>>> Thanks for your time and efforts! >>>>>> >>>>>> Have a good day, >>>>>> Marije >>>>>> >>>>>> >>>>>> >>>>>> >>>>>> _______________________________________________ >>>>>> OSList mailing list -- [email protected] >>>>>> To unsubscribe send an email to [email protected] >>>>>> >>>>>> >>>>>> Michael M Pannwitz >>>>>> Draisweg 1, 12209 Berlin >>>>>> +49 30 7728000 [email protected] >>>>>> >>>>>> _______________________________________________ >>>>>> OSList mailing list -- [email protected] >>>>>> To unsubscribe send an email to [email protected] >>>>>> >>>>> _______________________________________________ >>>>> OSList mailing list -- [email protected] >>>>> To unsubscribe send an email to [email protected] >>>>> >>>> _______________________________________________ >> OSList mailing list -- [email protected] >> To unsubscribe send an email to [email protected] >> > _______________________________________________ > OSList mailing list -- [email protected] > To unsubscribe send an email to [email protected] >
_______________________________________________ OSList mailing list -- [email protected] To unsubscribe send an email to [email protected]
