Of course ! It's the wonderful irony of "all" statements. Paul
On 16 Oct 2014, at 22:43, Daniel Mezick via OSList < [email protected]> wrote: Including this one? On 10/16/14 2:15 PM, paul levy via OSList wrote: I'd just venture to add a third to Harrison's first two... 1) All Systems are Open. 2) All Systems are self organizing. And 3. All "all statements" are possibly self-limiting Best regards Paul Levy On Thursday, 16 October 2014, Harrison Owen via OSList < [email protected]> wrote: > John – Thank you, Thank you for all the rich stuff! Sort of a Tidal > Wave, but that’s when it gets fun, albeit a tad difficult to keep track of > the sundry bits and pieces J > > > > Picking Just One: “But I can't get past the feeling that *there are > lots of barriers to the openness of space, and to self organisation*.” > Absolutely. And if we were to put that into the language of the trade > (Complexity Theorists and the like) we would be talking about “system > constraints.” But as I understand it, that does not mean that Self > Organization is no longer operative. And in fact the System Constraints are > part and parcel of the process, a very important part. I think it goes > something like this – > > > > I have found myself coming to two conclusions, or better yet > observations. 1) All Systems are Open. 2) All Systems are self organizing. > > > > As Open Systems, we, in all permutations of our “us-ness” – businesses, > countries, families, planets, etc) are open to, and impacted by, all other > systems. Sometimes a lot, and sometimes a little, but in our cosmos there > is no safe, protected place. Everything is related to everything else, and > we are no exception. If true, this has a number of implications. First of > all the environment in which we exist is so complex, fast moving and > inter-connected we can’t even think at that level. Secondly, what you can’t > even think about, you can’t control. So the notion that somebody is > actually “in charge/in control” is not just a silly idea, it is delusional. > 3) System preservation/growth depends on our ability to navigate this > environment. And it is a good news/bad news situation. Sometimes the > impacts drive us in new and creative directions, and open up new > opportunities which are ours if we respond appropriately. At other times > the impacts drive us to the wall, and it’s Game over. Another word is > Death. If this story is in any ways valid, it would seem like Mission > Impossible. And yet this story has seemingly been going on for 13.7 Billion > years and we are still here to complain about it. How could that be? > > > > All Systems are Self Organizing – Self Organization is in fact the > mechanism whereby we navigate the environment, and all systems do it, I > think. And when they stop doing it, they disappear. Self Organization is > not the product of some CEO or executive committee. After all, they really > haven’t been around for all that long. Self Organization is the product of > the total system in all of its aspects and bits and pieces. How all that > works has been a matter of stunning discovery over the past 40 years or so. > I doubt we have it all right, but I do think we may have the major elements > of understanding in place. The outline goes something like this – a) Steady > State b) Chaos c) A bifurcation to either dissipation (poof) or > reconstitution at new and higher levels of order. Of course you have to > fill in a lot of the blanks, and there is a massive literature attempting > to do just that. But I do believe we have enough to get started with some > basic observations. It really is a Whole System affair, in which all > elements must work together, and no element has an *a priori* claim to > centrality. In a business this could mean that the dumb question of an > intern could just open the doors for the future. You just don’t know. But > you do know that an organization’s future directly relates to its capacity > to bring total system assets to bear on emergent challenges and > opportunities quickly and effectively. It is always tempting to try and > “hedge the bet” with some plan, policy or procedure, but it worthwhile > noting that the tighter (more constraining) the plan, the greater the > likelihood of failure. It’s not that the plan was bad... but unfortunately > the challenge or opportunity came from a different direction, and all our > eggs were in one basket – the wrong one. > > > > So we have a very existential question – How do we assure sufficient room > (dare I say Space?) so that the infinite elements of any organization may > quickly and effectively align to meet new challenges and opportunities – > recognizing in advance that we can never know what will be required? > > > > Open Space Technology is just a bit player in all of this, but good old > OST can be useful none the less both as a natural laboratory to explore > what is going on, and also as an effective intervention to encourage the > appearance of the elemental power of self organization, particularly when > it seems blocked and constrained. There are no guarantees of course, and > it may well be that The Organization’s time is now: Game Over. But the > chances of renewal are pretty good, at least that has been my experience. > And no matter what, the magic sauce is not OST – but the power of self > organization. So you could say, just as a way of speaking, “It’s all Open > Space.” But that’s just a joke, son. > > > > Harrison > > > > > > Winter Address > > 7808 River Falls Drive > > Potomac, MD 20854 > > 301-365-2093 > > > > Summer Address > > 189 Beaucaire Ave. <x-apple-data-detectors://4> > > Camden, ME 04843 > > 207-763-3261 > > > > Websites > > www.openspaceworld.com <http://%20www.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 > > > > *From:* OSList [mailto:[email protected] > <javascript:_e(%7B%7D,'cvml','[email protected]');>] *On > Behalf Of *John Baxter via OSList > *Sent:* Thursday, October 16, 2014 2:57 AM > *To:* Harrison Owen > *Cc:* World wide Open Space Technology email list > *Subject:* Re: [OSList] Authority Distribution in Open Space > > > > I have knots about empowerment, and the ubiquitous openness of space. > These knots are about to inspire a rant. > > > > These knots, I should start with, are not entirely the result of this > present discussion thread - it is just this discussion that prompts me to > speak. > > > > I think I understand Harrison, if you suggest that self-organisation is > more common than we realise... if not ubiquitous, omnipresent, then at > least that we can fruitfully challenge the assumption that formal and > top-down organisation dominates how things get done. > > > > But I can't get past the feeling that *there are lots of barriers to the > openness of space, and to self organisation*. Everywhere and all the > time. In my recent work, mental barriers by all involved about authority > and role relationships. My personal barriers around trying too hard to > "empower". My client's patronising assumptions about the "capacity" and > "maturity" of "the sector". Information asymmetries. > > > > So I get really conflicted when anyone starts saying "well space is open > all the time" (implication: 'so chill out cos there's nothing you need to > do'). > > > > I am also conflicted about stepping back from the goal of empowerment, as > if everybody else needs to just step into open space and take > responsibility. > > > > Yes - many people don't realise the power that they have. (In my last > project; nobody seemed to quite buy into the fact that *they could > directly author the document that they were trying to influence*.) > > > > But it is also patronising to suggest that empowerment lies in just > helping people to see how powerful they are... because many people *don't* > have > the power that we or they might like. To suggest that people have the > power and just don't use it... that effectively blames them for their > situation, and washes our hands of responsibility. > > > > The biggest barrier to group change I see time and time again is authority > figures who believe others need to change, not themselves. (Most commonly, > that their employees need to "be empowered", and that they need to manage a > culture change program to get there... or better yet, that HR needs to > manage the change program, while we are busy getting the real work done.) > > > > I don't pretend that empowerment is something that can be done to other > people (patronising), but I do firmly believe that we all first need to > look to ourselves and what we need to do to play our role making such a > future possible. And, in fact, that *this is all that we can ever do*. > > > > Maybe the wisdom in what you say Harrison is that we do this by focusing > on respect first, as a productive way to enable empowerment. > > > > Maybe I am picking on the wrong things and have misunderstood them, and I > apologise if I have been critical. But I also see a lot of things said > that make me uncomfortable, that knot me up. Again, most of these things > are from my memory, not the present discussion. While my memory might not > be the best, I'm sure it is based on something. > > > > Thank you all for your patience and for being in this discussion > > > > > *John Baxter* > > ***Co****Create Adelaide Facilitator, Director of Realise consultancy* > > CoCreateADL.com <http://cocreateadl.com/localgov%E2%80%8B> | > jsbaxter.com.au <http://www.jsbaxter.com.au/> > > 0405 447 829 > > | > > @jsbaxter_ <http://twitter.com/jsbaxter_> > > > > *City Grill— An Election Forum More Magnificent Than Any Ever Seen > <http://citygrill.eventbrite.com.au>!* > *, Saturday 18 October 2014 <x-apple-data-detectors://14> Connect with > your candidates, get your voice heard by joining with others in your > community, and Influence the future of the city* > > > > > > On Wed, Oct 15, 2014 at 6:06 AM, Harrison Owen <[email protected] > <javascript:_e(%7B%7D,'cvml','[email protected]');>> wrote: > > John -- I’m rather curious what you meant by “The overall project was more > complicated than OST?” My confusion comes in part from my experience that > complexity is actually an essential precondition for OST, or more exactly > the effective operation of self organization. The essential pre-conditions > as I have experienced the are: A Real business issue (something that people > really care about). High levels of complexity such that no single person or > group has a prayer of figuring it out. High levels of diversity in terms of > people and points of view. Lots of passion and conflict. And a decision > time of yesterday (urgency). Given these 5 conditions, self organization in > the more formal setting of OST or as a natural occurrence just seems to > happen... unless...And this may be the point of problem... It is > arbitrarily constrained... which usually means that somebody already has > the plan/program/design and they are just looking for buy-in or (worst > case) they are simply trying to sugar coat the pill, and make it seem like > the folks are creating something, when in fact the cake is already baked. > > > > A clue to the dilemma may be in the phrase, “I struggled to help the > client (the funding body) to really 'empower'...” I know we talk a lot > about empowerment, but I have come to the conclusion that it is really a > red herring, and most painfully so in those situations where you actually > try to do it. Sounds odd, I guess, but think about it. If I empower > you...you are in my power. And the more I try to empower you the worse it > gets. Real empowerment, in my book, is not an act that we (or somebody) do, > but an acknowledgement of a pre-existing condition...you are powerful. Of > course I might encourage you a bit to be as powerful as you are, but it is > not something I can give you. You must claim it for yourself. Strange as it > may seem, I find the notion of “empowerment” to be just the opposite of > that fundament of effective working relationships (or any relationship) > RESPECT. And I suspect that it is precisely here that the fickle finger of > fate is pointing to the critical issue. > > > > Another word that fits in here for me is “Patronizing.” Everything may > sound super nice, and all the proper and correct words may be spoken, but > if the implication is that the folks (participants) really do not have the > competence or ability to deal with the issues, it is fairly predictable > that they will not bother to try. Or if they “try” it will be pretty much > of a pro forma situation. Sound familiar? > > > > Harrison > > > > Winter Address > > 7808 River Falls Drive > > Potomac, MD 20854 > > 301-365-2093 > > > > Summer Address > > 189 Beaucaire Ave. <x-apple-data-detectors://18> > > Camden, ME 04843 > > 207-763-3261 > > > > Websites > > www.openspaceworld.com <http://%20www.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 > > > > *From:* OSList [mailto:[email protected] > <javascript:_e(%7B%7D,'cvml','[email protected]');>] *On > Behalf Of *John Baxter via OSList > *Sent:* Monday, October 13, 2014 2:41 AM > *To:* Daniel Mezick > *Cc:* World wide Open Space Technology email list > *Subject:* Re: [OSList] Authority Distribution in Open Space > > > > Hi Daniel. Thanks for your considered response. > > > > I will try to keep my response in line with the topic.... but expect it > may meander. > > > > The OST day I was preparing for has since come and gone. > > I decided in the end to least give OST a crack and see what happened. > > > > It didn't go very well; but it also went well enough (vis overall project > goals, and client expectations), so I don't feel so bad about it... even if > I had personally envisaged more. > > > > I am not one to worry about the cannon... which means sometimes I break > things, as I did this time. There was still an (informal) sponsor, the one > that sent the invites. They just did not have a presence on the day. > Thank you Daniel as you did make me think critically about the strength of > my role as host. I think I dealt with that through my introduction to the > day; and as it turns out the authority to host was not an issue. > > > > But as it turns out, that was not really the biggest challenge! > > > > The main lessons I took away about what contributed to the average result: > > > > *There needs to be clear, compelling shared work.* > > The overall project was more complicated than OST, so it wasn't clear what > turning up actually meant, and I think many did not turn up on the basis of > wanting to resolve a shared challenge (the work), as you might expect for > OST. In straight OST terms, you could say this was an issue of > invitation, but really it was many things. > > > > So the group was interesting. They had the heart, but not the will. They > were committed, but without ownership of the result. I've seen this a lot > in the community engagement field, but nowhere that I have used (or seen) > OST. > > > > I thought about this a lot, I thought it might have been about the > invitation and self-selection; but at the end of the day I think it comes > down to the sense of (and invitation in to) shared work. > > > > *It is super hard to dissolve ingrained power and authority relationships > in the short term. These can't be sidestepped by an external facilitator.* > > > > I struggled to help the client (the funding body) to really 'empower'. > They talked about it and genuinely want to, but old habits and mental > models don't change overnight. They really struggled to push beyond > managing the process as superiours (to a set of subordinate participants). > This is 'empowerment' within a patriarchal system, and it doesn't work. It > felt very yucky at times. > > > > A curious side effect of this partriarchal 'empowerment' was an > unwillingness to be clear about the work ("we want to be open and let them > lead the process" they would say... I got the client to agree that *the*y were > clearly the leaders, but we didn't quite work out how to put that into > practice). > > > > Over the course of the engagement, we all took baby steps together that > invest in their (/our) capacity to really work together in future. They > learned a LOT in a short period of time, and so did I, but it was too > short. By the end of the project I had the client calling me up to ask how > they could reword things so they didn't reflect a control response. : ) > That was good, but obviously if they need me for this then there is some > way to go. And different client reps had different levels of self > reflection. > > > > Hosting an isolated OST workshop against this grain was very ambitious, it > was always going to be, no matter how we conducted ourselves. > > > > And perhaps 20% were very proactive, and led the bulk of the work that > occurred... they saved the day! > > But the length of the OST was not enough for this leadership to really be > contagious and precipitate a productive culture. > > > > *Or in other words: we struggled to free up authorisation to be more > dynamic* > > Reading your blog post Daniel, the idea of dynamic authorisation would > have been very useful earlier in the project. Another way of looking at > the project: we struggled to free the space of ingrained authority to > enable dynamic authorisation. > > > > > > There were lots of other insights into how we could have done it > differently, but to me these were the fundamental stumbling blocks for us. > > > > Still, they were not too big, and I'm pleased we made a good start. > > My favourite feedback was "thank you, this was the first time I have been > part of genuine engagement in more than a decade in the sector" : ) > > > > Next time, we will do better. > > > > > *John Baxter* > > ***Co****Create Adelaide Facilitator, Director of Realise consultancy* > > CoCreateADL.com <http://cocreateadl.com/localgov%E2%80%8B> | > jsbaxter.com.au <http://www.jsbaxter.com.au/> > > 0405 447 829 <0405%20447%20829> > > | > > @jsbaxter_ <http://twitter.com/jsbaxter_> > > > > *City Grill— An Election Forum More Magnificent Than Any Ever Seen > <http://citygrill.eventbrite.com.au>!* > *, Saturday 18 October 2014 <x-apple-data-detectors://28> Connect with > your candidates, get your voice heard by joining with others in your > community, and Influence the future of the city* > > > > > > On Tue, Sep 30, 2014 at 12:07 AM, Daniel Mezick <[email protected] > <javascript:_e(%7B%7D,'cvml','[email protected]');>> wrote: > > Hi John, > > Yours is a very interesting story. > > You say: > > > > > *"...To be honest I am not sure how I need to deal with this, though my > strategy is to accept the authority for hosting the space in the next > workshop, obsolving the department of their responsibility to manage the > day." "...I don't think it is feasible for the obvious authority candidates > hosting something genuinely participatory. The relevant director has said > she doesn't want to speak formally and become The Authority for the day, a > position I agree with."* > > > > > > In the situation as described, it sounds like the org is the very earliest > stages of moving in a direction of more open/participatory/inviting. > > Do you agree with this assessment? > > > > If this assessment is correct, based on what you describe, I would > probably avoid attempting Open Space in the canonical form whatsoever (as > described in the OST GUIDE) because the Sponsor role is vacant. > Unoccupied. And so, by my reckoning, if I understand you right, a true Open > Space event isn't even possible, because the essential OST-Sponsor-role is > in fact not willingly occupied by anyone with enough authority to play that > essential role well. > > What's clear is that someone who could function as OST-Sponsor is > currently unwilling to do so. And so I might try a "taster" or "demo" event > instead, where the goal is to *learn about Open Space in general*, and do > a *little* bit of "real" work too. Especially if the allotted time a mere > 1/2 day, I am even more inclined to strongly favor this re-framing of the > stated goals. > > So the primary and stated goal for the "taster" is learning about OST. > Another goal for a short event might be to see who shows up > super-interested in the art of Facilitation, and then offer to mentor those > who do self-select by showing interest. In this manner some Facilitation > capacity is developed inside the org, to help with current meetings and > processes. Introducing Facilitation into typical meetings is a easy and > effective "culture hack". > > > > For me, the total unwillingness of an obvious candidate to occupy the > Sponsor role is a huge warning signal to slow down, pause, or even stop. > > Lots of people here have more experience than me, and might be willing to > lend you some of their expertise regarding the authority dynamics of > Facilitating an OST event with the essential OST-Sponsor-role completely > vacant > > > > Kind Regards, > Daniel > > > > On 9/28/14 11:30 PM, John Baxter wrote: > > I am navigating some challenging authority dynamics in a project at the > moment. > > > > I was brought in a week out from the first of three forums, and asked to > 'facilitate a codesign process' which was at that stage a black box (with > many hidden expectations) scheduled into that event (1 hour before lunch > and 1 hour afterwards). > > > > It's a long journey, but you can imagine how my role has changed as I > prepare for the third forum which I am hosting in Open Space. > > > > The overall process is an engagement between a government department and > their funded agencies. The most obvious direct power dynamics are obvious, > the effective power and authority dynamics are much more complex (though > predictable). > > > > Department staff have authority challenges as much as the agencies. They > are trying so hard to be 'neutral' and 'non controlling' that they are > effectively reinforcing their own authority positions (which often have > little real correlation to the power, knowledge etc that they imagine them > to). > > > > To be honest I am not sure how I need to deal with this, though my > strategy is to accept the authority for hosting the space in the next > workshop, obsolving the department of their responsibility to manage the > day. > > > > It has been interesting to watch push back so far from agency reps who are > committed to participating, who are genuinely engaged, but are playing to > an us-them tension that is getting in the way of the shared work (and > serves them no good ends except protecting them from their own > responsibility). Stand-offishness is gradually being resolved, though some > pockets are holding firm. > > > > I am crossing my fingers for WS3 that we can traverse these and get into > Open Space without being pushed off the bridge by the reactionary tension; > and that once on the other side, the department reps can embrace Open Space > and take responsibility for their role. > > > > We will get across *as long as I have the authority* to host the space > for them. > > > > I don't think it is feasible for the obvious authority candidates hosting > something genuinely participatory. The relevant director has said she > doesn't want to speak formally and become The Authority for the day, a > position I agree with. > > > > But it does leave something of a shell, where I am crossing my fingers > that our time together thus far affords me the authority to host that space. > > > > I think we are ready. I am bringing my harness and floaties just in case. > > > > > *John Baxter* > > * CoCreate Adelaide Facilitator, Director of Realise consultancy* > > CoCreateADL.com <http://cocreateadl.com/localgov%E2%80%8B> | > jsbaxter.com.au <http://www.jsbaxter.com.au/> > > 0405 447 829 > > | > > @jsbaxter_ <http://twitter.com/jsbaxter_> > > > > *City Grill— An Election Forum More Magnificent Than Any Ever Seen > <http://citygrill.eventbrite.com.au>*, Saturday 18 October 2014 > <x-apple-data-detectors://36> > Influence your city by building relationships and joining voices with > others in your community > > > > On Mon, Sep 29, 2014 at 12:26 PM, Daniel Mezick via OSList < > [email protected] > <javascript:_e(%7B%7D,'cvml','[email protected]');>> wrote: > > Hi Harrison, > > So interesting how the Law of 2 Feet authorizes me, and every other member > of an OST event, to go anywhere we may want to go. > > Without asking anyone else for any kind of "permission"... > > > Reminds me of this past June, being in Camden with you, and Ethelyn, and > Harold, and friends... when we were standing on the porch of that Camden > restaurant... waiting for everyone to arrive, and assemble for dinner... > > And as we wait, I notice there is this convenient-looking, alternate > entry-door... into the dining area. > > And I say: "Hmm...I wonder if we are authorized to use that door." > > And you say: > > "We're authorized to go Anywhere we want to go." > > ...and I like that. > > Daniel > > > Picture of that place: > https://twitter.com/DanielMezick/status/483054326265692161 > See also: > https://twitter.com/danielgullo/status/483434622009999360 > > > <mime-attachment.png> > > On 9/25/14 4:58 PM, Harrison Owen wrote: > > Daniel... You really did it! I think. Your language comes from a place I > don’t know... which is to say that I probably wouldn’t say what you say in > the way that you do (duh). BUT when I run my “translator” it comes out > sounding pretty good! So... I can’t help with the questions you have > raised. Actually I think you are doing pretty well on your own, and > (hopefully) will incite others to a similarly riotous performance. Thanks! > > > > Harrison > > > > Winter Address > > 7808 River Falls Drive > > Potomac, MD 20854 > > 301-365-2093 > > > > Summer Address > > 189 Beaucaire Ave. <x-apple-data-detectors://2> > > Camden, ME 04843 > > 207-763-3261 > > > > Websites > > www.openspaceworld.com <http://%20www.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 > > > > *From:* OSList [mailto:[email protected] > <javascript:_e(%7B%7D,'cvml','[email protected]');>] *On > Behalf Of *Daniel Mezick via OSList > *Sent:* Thursday, September 25, 2014 9:39 AM > *To:* [email protected] > <javascript:_e(%7B%7D,'cvml','[email protected]');> > *Subject:* [OSList] Authority Distribution in Open Space > > > > Greetings to All, > > For the past several years I have attended conferences of the Group > Relations community, and encouraged others to do the same. I've studied > their literature, and harvested some important learning as a result. One of > the things I have come to understand a little bit better is the role of > "authority dynamics" in self-organizing social systems. > > Link: > www.akriceinstitute.org > > Over the past several years I've been using Open Space with intent to > improve the results of my work in helping companies implement Agile ideas > in their organizations. We do an initial Open Space, then the folks get > about 3 months to play with Agile (we carefully use the word > "experimentation" with management,) then we do another Open Space after > that, to inspect what just happened across the enterprise. The initial and > subsequent Open Space events form a "safe" container or field in which the > members can *learn*... as they explore how to *improve* together by > *experimenting* with new practices, and see if they actually work. I call > the process Open Agile Adoption. > > Link: > OpenAgileAdoption.com > > This seems to work pretty good. It seems to "take the air out of" most of > the fear, most of the anxiety and most of the worry that is created. The > key aspect is *consent*: absolutely no one is forced to do anything they > are unwilling to do. No one is *coerced* to *comply*. Everyone is instead > respectfully *invited* to help *write* the story, and be a *character* in > the story...of the contemplated process change. Open Agile Adoption > encourages a spirit of experimentation and play. > > The spirit of Open Space is the spirit of freedom. Isn't it? In the OST > community, we discuss and talk a lot about self-organization, > self-management and self-governance. The Agile community also talks about > these ideas a lot. > > So I have some questions. What is really going on during self-organization > in a social system? What are the steps? What information is being sent and > received? >From whom, and by whom? Is the information about *authority* > important? How important? Can a social system self organize without regard > to who has the right to do what work? *How do decisions that affect > others get made in a self-organizing system?* > > Who decides about *who decides*? How important is the process of > *authorization* in a self-organizing system? Is self-organization in > large part the process of dynamic authorization (and *de-authorization*) > in real time? > > What *is *authorization? Can self-organization occur without the sending > and receiving of authorization data by and between the members? > > Is Bruce Tuckman's forming/storming/performing/adjourning actually > decomposing the *dynamics of authorization* inside a social system? > > The essay below attempts to answer some of these difficult questions. I'd > love your thoughts on it. Will you give it a look? > > > Essay: Authority Distribution in Open Space > http://newtechusa.net/agile/authority-distribution-in-open-space/ > > > > Kind Regards, > Daniel > > -- > > Daniel Mezick, President > > New Technology Solutions Inc. > > (203) 915 7248 (cell) > > Bio <http://newtechusa.net/dan-mezick/>. Blog > <http://newtechusa.net/blog/>. Twitter > <http://twitter.com/#%21/danmezick/>. > > Examine my new book: The Culture Game > <http://newtechusa.net/about/the-culture-game-book/>: Tools for the Agile > Manager. > > Explore Agile Team Training > <http://newtechusa.net/services/agile-scrum-training/> and Coaching. > <http://newtechusa.net/services/agile-scrum-coaching/> > > Explore the Agile Boston <http://newtechusa.net/user-groups/ma/> > Community. > > > > -- > > Daniel Mezick, President > > New Technology Solutions Inc. > > (203) 915 7248 (cell) > > Bio <http://newtechusa.net/dan-mezick/>. Blog > <http://newtechusa.net/blog/>. Twitter > <http://twitter.com/#%21/danmezick/>. > > Examine my new book: The Culture Game > <http://newtechusa.net/about/the-culture-game-book/>: Tools for the Agile > Manager. > > Explore Agile Team Training > <http://newtechusa.net/services/agile-scrum-training/> and Coaching. > <http://newtechusa.net/services/agile-scrum-coaching/> > > Explore the Agile Boston <http://newtechusa.net/user-groups/ma/> > Community. > > > _______________________________________________ > OSList mailing list > To post send emails to [email protected] > <javascript:_e(%7B%7D,'cvml','[email protected]');> > To unsubscribe send an email to [email protected] > <javascript:_e(%7B%7D,'cvml','[email protected]');> > To subscribe or manage your subscription click below: > http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org > > > > > > -- > > Daniel Mezick, President > > New Technology Solutions Inc. > > (203) 915 7248 (cell) > > Bio <http://newtechusa.net/dan-mezick/>. Blog > <http://newtechusa.net/blog/>. Twitter > <http://twitter.com/#%21/danmezick/>. > > Examine my new book: The Culture Game > <http://newtechusa.net/about/the-culture-game-book/>: Tools for the Agile > Manager. > > Explore Agile Team Training > <http://newtechusa.net/services/agile-scrum-training/> and Coaching. > <http://newtechusa.net/services/agile-scrum-coaching/> > > Explore the Agile Boston <http://newtechusa.net/user-groups/ma/> > Community. > > > > > _______________________________________________ OSList mailing list To post send emails to [email protected] To unsubscribe send an email to [email protected] To subscribe or manage your subscription click below:http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org -- Daniel Mezick, President New Technology Solutions Inc. (203) 915 7248 (cell) Bio <http://newtechusa.net/dan-mezick/>. Blog <http://newtechusa.net/blog/>. Twitter <http://twitter.com/#%21/danmezick/>. Examine my new book: The Culture Game <http://newtechusa.net/about/the-culture-game-book/>: Tools for the Agile Manager. Explore Agile Team Training <http://newtechusa.net/services/agile-scrum-training/> and Coaching. <http://newtechusa.net/services/agile-scrum-coaching/> Explore the Agile Boston <http://newtechusa.net//user-groups/ma/>Community. _______________________________________________ OSList mailing list To post send emails to [email protected] To unsubscribe send an email to [email protected] To subscribe or manage your subscription click below: http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org
_______________________________________________ OSList mailing list To post send emails to [email protected] To unsubscribe send an email to [email protected] To subscribe or manage your subscription click below: http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org
