Greetings to you Dan, Harrison and All
Dan: I concur with the verity of your two ‘outlandish assertions’ and
go further in indicating - from inspirations and observations beyond
measure – that
"Whenever we treat each other well good things happen."
And suggest that this be noted in a context as specified by late
lamented RD Laing:
"The range of what we think and do is limited by what we fail to
notice. And because we fail to notice that we fail to notice there is
little we can do to change until we notice how failing to notice
shapes our thoughts and deeds."
Our main 'failure to notice' as a species, in my opinion, is the
*implications* of practising the Golden Rule. /“Treat others as you
would want to be treated” in every situation./ For now acting in the
moment (similar to ethical action) with an underpinning of the Golden
Rule sets in train possibilities for 'positive' outcomes, with no
notion or consideration of what these may be.
My friend Pille Bunnell in Vancouver was prompted to say, in response
to my bringing this to her notice:
“… when nice things happen, we can always find good human relations
behind them, and so we are once again encouraged by the quality of
humanness, and how we love to be this species, /Homo sapiens-amans/.
[amans is Latin for ‘loving’].”
See also my blog post Conversare – an experience of treating anyone
we meet with respect <http://conversare.net/?p=1590>
I would add that implicit in the formal agreement between a
facilitator and a sponsor about the facilitation of an OST event is
that it be a context in which ‘all voices are heard.’
Dan: Does that satisfy your second assertion?
And Harrison, could it be that all participants feeling secure in
this knowing be the ‘trigger’ for self organising to emerge? Bearing
in mind that people can detect bs to the nanogram degree! <smile>
/In our globalized world, everybody is fast becoming our neighbour.
To be treated well.
Forever./
Looking forward
Go well
Alan
*Alan Stewart, PhD
Social Artist
Facilitator of conversations that matter and participatory fun
Based in Adelaide and operating throughout Austral-Asia
Em: **[email protected]* <mailto:[email protected]>*
Web: **www.multimindsolutions.com* <http://www.multimindsolutions.com/>*
Mob: **+61413848680* <tel:0413848680>*
Blog: **Conversare* <http://conversare.net/>
** <http://www.takeoutcomedy.com/site/comedians/>
"If there's dancing count me in"
On 18 October 2014 05:08, Harrison Owen via OSList
<[email protected]
<mailto:[email protected]>> wrote:
Dan said:***“... in human systems, there is no such thing as
self-organization, /whatsoever/, unless and until "respect" is
successfully sent, and successfully received, by and between the
members.”*
**
Interesting idea... There is no question in my mind that respect
is critical to effective human interactions. But I am not so sure
about it being causative for self organization. As a matter of
fact I rather suspect that the flow of causation goes the other
way. Or said a little differently -- Respect is a byproduct,
effect of effective, well working self organization.
I am not sure how one might prove this, but over the years I have
been blown away by massively hostile groups of human beings, who
have spent major effort at being dis-respectful to each other,
showing real respect for each other in the gathering, and that the
level of respect seemed to grow as the hours and day passed. There
are multiple examples, but the earliest one was a gathering of
some 250 Native Americans, Feds and State and local bureaucrats.
These folks had been given the task of working out the guidelines
for the expenditure of something in excess of a billion dollars in
Highway Trust funds for the purposes of building roads on tribal
lands. They had spent 2 years fighting and the time was running
out... the money was heading back to the US Treasury. As a last
ditch effort they tried a little Open Space. When they entered the
room it was crystal clear that mutual respect was not a common
currency. By word, deed, and body language they demonstrated how
little they thought of their fellows. 48 hours later, they had
their guidelines, but most remarkable to me was the level of
mutual respect demonstrated in all sorts of ways, and verbalized
by one Navaho Chief. In the closing circle he said something like,
“I have known most of you for some time. And it has not been
pleasant. But I have to tell you that I have rarely felt so
listened to and respected as I have felt here. Thank you.”
Needless to say the word respect, or admonitions for respectful
conversation had never been uttered by anybody, and certainly not
me. It just happened, apparently all by itself.
Harrison
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*From:*OSList [mailto:[email protected]
<mailto:[email protected]>] *On Behalf Of
*Daniel Mezick via OSList
*Sent:* Thursday, October 16, 2014 5:44 PM
*To:* [email protected]
<mailto:[email protected]>
*Subject:* [OSList] Respect in Self-Organizing Systems
Greeting All,
Here I respectfully offer two (2) completely outlandish
assertions, for your kind consideration:*
1. I hereby posit and proffer that, in human systems, there is no
such thing as self-organization, /whatsoever/, unless and until
"respect" is successfully sent, and successfully received, by and
between the members.*
In other words, in human systems, self-organization is all about
respect. Specifically, the /sending/ and /receiving/ of it.
In real time, /all/ the time. Moment by moment.
*2. I further posit and proffer that, for human systems, the
concepts of [respect] and [informal authorization] are very
closely related, and are often identical.*
Ideally, /formally/ authorized leaders also have /informal/
authorization; that is, genuine respect. Respect is a medium of
exchange, and a store of value. Respect is something that can be
extended to another, and also something that can drawn back by the
sender at any time, after it is extended.
Likewise, respect can be withheld entirely. And it often is.
/"I have used the word 'leadership' instead of 'leader' to
emphasize a basic point. In the world of Spirit, leadership is the
capacity to focus Spirit, and is not automatically linked to a
title or position. Thus, anyone who exercises that capacity is, by
definition, a leader. Hopefully, titular leaders will also possess
the capacity of leadership, but that is not necessarily the case."/
*-Harrison Owen, SPIRIT, page 102, footnote 54.*
Link: http://www.openspaceworld.com/spirit.pdf
au·thor·i·za·tion
ˌôTHərəˈzāSH(ə)n/
noun: authorization
1.
*the right to do work.*
/ "the group authorized her to proceed with making the plans"/
//
re·spect
rəˈspekt/
noun
noun: respect
1.
*a feeling of deep admiration for someone or something elicited by
their abilities, qualiti/es, or achievements./*
/ "the director had a lot of respect for Douglas as an actor"/
/ synonyms: *esteem*, regard, *high opinion*, admiration,
reverence, *deference*, *honor*/
/ "the respect due to a great artist"/
/ antonyms: contempt/
/*the state of being admired or respected.*/
/ "his first chance in over fifteen years to regain respect
in the business"/
/*due regard for the feelings, wishes, rights, or traditions of
others.*/
/ plural noun: respects/
/ "respect for human rights"/
/ synonyms: *due regard*, politeness, courtesy, civility,
*deference*/
/ "he spoke to her with respect"/
/ antonyms: disrespect/
/ a person's polite greetings./
/ plural noun: respects/
/ "give my respects to your parents"/
/ 2./
/ a particular aspect, point, or detail./
/ "the government's record in this respect is a mixed one"/
/ synonyms: aspect, regard, facet, feature, way, sense,
particular, point, detail/
/ "the report was accurate in every respect"/
/verb/
/verb: respect; 3rd person present: respects; past tense:
respected; past participle: respected; gerund or present
participle: respecting/
/ 1.//
/*admire (someone or something) deeply, as a result of their
abilities, qualities, or achievements.*//
/ "she was respected by everyone she worked with"/
/*synonyms: esteem, admire, think highly of, have a high opinion
of, hold in high regard, hold in (high) esteem, look up to,
revere, reverence, honor*/
/ "she is highly respected in the book industry"/
For example, I respect Harrison. And so: Harrison, if you are
willing to lead, I am willing to follow.
--
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/>
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