Hi Laurel, and good on you to get right in there with the training. The best way to learn, as you say, is through getting right into it.
Giving people ample chance at the nuts and bolts, just as you are doing is terrific. My suggestions are as follows, not in any order of priority. 1-open space technology was created (if my understanding is right) as a better way of doing meetings. I see in the end of your notes that your group is keen to get on with "transforming the organization". I would be cautious about creating expectations that the team is going to bring about the transformation. Unless of course, this is what the team has been commissioned to do and has the support of the CEO and senior management team. The impact of doing many Open Space Technology meetings in one organization will surely be felt. Will these be transformation? At whose request? 2- when several Open Space Technology meetings are done within the same organization, especially within a smaller organization where the impact will be felt more quickly and more keenly, there are different dynamics that emerge. I would suggest that you go over this with your group, explore what the dynamics might be, and explore what supports will be in place to support these dynamics as they emerge. My experience is that there is always "freedom shock", huge anger, and lots of pain expressed after the experience of a few months worth of meetings. And it looks like a real mess for a while,and there are always forces that want to shut it down and blame Open Space Technology and everyone involved. This is why having the informed support of the CEO etc is useful. When the whole thing is vibrating and all hell breaks loose, you need support and not barriers put in your way. 3-conducting an Open Space Technology meeting is the easy part--and often as facilitators we feel wonderful because the process and experience are so rich, sacred, and it is a privilege to facilitate. And we have all shared stories of the amazing and wonderful things that emerge after the meeting, sometimes with some results still being felt years after the meeting. However, there are just as many stories of frustrations, failed expectations and promises, people quitting their jobs in frustration, or being fired. I would suggest that if you are launching into something that is of this magnitude, you might want to explore with your team how you can create conditions for making maximum use of what comes of the meetings in the ongoing life of the organization----in other words, setting this up for success as best as you can from the viewpoint you now have. One of the things I do when I or the organization I am working with do several OST meetings in the same organization is a)to always set up a time about 4-6 months after the meeting for feedback, follow up, and identification of new issues and opportunities and b)make good use of Harrison's division of "do it", "clarify it", and "open space it" as a way of creating an organic flow of what comes up. Remember, the good news is that Open Space Technology works. The bad news is that Open Space Technology works. I wish you great success with this and look forward to hearing your stories in the future so that we can all learn from them. Kindest regards, Birgitt Birgitt Williams Make Genuine Contact! Dalar Associates: organizational effectiveness consultants Striving for Success? Ready to exceed your expectations? Contact us for consulting services, training, conference and meeting facilitation, and keynote speaking. www.openspacetechnology.com <http://www.openspacetechnology.com> -----Original Message----- From: OSLIST [mailto:[email protected]]On Behalf Of Doersam, Laurel Sent: Tuesday, September 05, 2000 2:25 PM To: [email protected] Subject: OST Training I've been swamped with requests to open space since my training last spring - our organization is embracing the method as a better way to work together. (Unfortunately, my other work has kinda slid to the back burner.) I'm so passionate for opening space that I want to spread it around the organization more than one person can possibly do alone. The health care climate in Canada is in a sad state - chronically underfunded, demoralized and in the midst of a major staffing crisis. Hence, there are huge challenges with both trying to get groups of people together in open space for a satisfying amount of time and with funding the process. Long story short, our organization is desperate for more trained internal facilitators. We've considered bringing in an external expert to train facilitators, but the costs are prohibitive. Despite some trepidation, I have offered to lead a training session as long as everyone clearly understands that I've only been doing the method for a few months (albeit, about one OS per week since that time), so am clearly not a seasoned "expert", but rather a learner in the process. Since we are trying to grow a learning organization in Capital Health Region, this seems to be a good fit. I've used my training with Harrison as a basic template, but then synthesized the Moscow Training with it to build a training specific to the realities of our work environment. Since I don't want to be considered the expert, I've eliminated almost all of the "talking head" stuff and decided the best way to learn is to experience and have the opportunity to discuss. All the trainees have participated in at least one Open Space and all have been provided with Open Space Technology - A User's Guide and will be expected to have read it. On the first evening we'll briefly visit some of the theoretical framework around which Open Space evolved and then the rest of the sessions (3 days) will be in held in open space. For the first two days, we'll open space on the theme of using OST to transform our organizational culture (or some such thing - I'll give the group the opportunity to decide on a theme). We'll have convergence the second afternoon. That evening (we'll be going from 0900-2100), we'll open space on the role of the facilitator. I plan to divide the large group (30) into two smaller sessions. I have recruited some other OST aficianados to be the invisible resource for those groups. The smaller groups will divide into really small groups (5) in order that everyone who chooses to can walk through the process. Each small group will critique and support the skills of those within their group. We'll have convergence the next morning and then spend some time on nuts and bolts as well as the practical logistics of setting up OST sessions in our organization (where to book space, computers, flip charts, felts, etc, the importance of offering food, etc, etc). The intent of this training is partly to learn the method, but largely to build an internal supportive community of OST facilitators who will continue to learn from one another long after the training is over. We intend to meet monthly to share stories about opening space and to learn from each others' successes and mistakes - sort of a mutual mentoring arrangement. We're hoping to get something set up on our intranet for ongoing interaction. I guess the main thing I've learned since doing the training with you spring is that opening space is truly a learning journey, that every session is unique and that in every session I WILL screw up in some way and learn something!!!! I'd like to thank Harrison for his amazing generosity in allowing me to plagiarize shamelessly from the training manual. I'd also like to invite any suggestions from others in the group who might be able to offer me some tips! I have a very passionate group who are keen to get on with transforming our organization of about 10,000 employees spread over 30 sites. The training takes place next week - wish us luck!! Laurel. Laurel Doersam Human Resource Consultant (Employee Wellness) Capital Health Region Victoria BC * * ========================================================== [email protected] To subscribe, unsubscribe, change your options, view the archives of [email protected] Visit: http://listserv.boisestate.edu/archives/oslist.html =========================================================== [email protected] To subscribe, 1. Visit: http://www.egroups.com/group/oslist 2. Sign up -- provide an email address, and choose a login ID and password 3. Click on "Subscribe" and follow the instructions To unsubscribe, change your options, view the archives of [email protected]: 1. Visit: http://www.egroups.com/group/oslist 2. Sign in and Proceed * * ========================================================== [email protected] To subscribe, unsubscribe, change your options, view the archives of [email protected] Visit: http://listserv.boisestate.edu/archives/oslist.html =========================================================== [email protected] To subscribe, 1. Visit: http://www.egroups.com/group/oslist 2. Sign up -- provide an email address, and choose a login ID and password 3. Click on "Subscribe" and follow the instructions To unsubscribe, change your options, view the archives of [email protected]: 1. Visit: http://www.egroups.com/group/oslist 2. Sign in and Proceed
