So we in OSworld intimately know the simplest method of communing- opening the space so that hierarchy doesn't monopolise-rule, and human common sense flourishes over time Yet my research of UK open spacers the last 3 weeks shows an extreme modesty. We mumble : -yes OST is the best agent for making hierarchy connect positively with other forms of self-organising -BUT clients only want one OST, so it's a loss leader to run a facilitation business around
I beg to disagree - wholeheartedly. Here's an exploration. Join in; say how to do it better; but I will hear no more of OST being difficult to design in as the connecting thread of large scale or continuous organisational change. That's false modesty , what todays' world can least afford from us. Exploration 1 Convene roundtables of 5 people in 1-day open spaces. Find some way to make the topic people come to discuss getting over hierarchy in an organisation's system (and how any such process figuratively or literally depends on continuously opening space). At these roundtables, I suggest inviting people whose function gives them the budget to buy something that starts continuous system change from hierarchy being the big loser in the organisational design, to it being the connector with making teams win, or people's networks win or whichever is the self-organising you believe a company's context most needs to promote first HR1.1 The first time a large organisation's system gets over hierarchy is the greatest value multiplying breakthrough. (After that, designing the best of hierarchy and the best of every form of knowledge working is relatively simple as an organisational change intervention) HR1.2 Ask which is your organisation's breakthrough KM arena: hierarchy &... examples: hierarchy & teams hierarchy & CoPs hierarchy & people's social networks hierarchy & value exchanges as mapped by Allee hierarchy & transparency across networks of organisations as needed in Nuclear clean up hierarchy & selectively empowering entrepreneurs (eg including collaboration with SME clusters) I have it mind that the way to negotiate who wants to come such roundtables may be to start publishing such pattern rules (of trust-flow or value multiplication) anywhere that people read. I need help wordsmithing this pattern rules. I need help exploring how we do these roundtable workshops. I openly hope that someone somewhere makes a great business out of them faster than I do but that we share the confidences. I will not rest while I hear facilitators of Open space tell me they cannot design OST as the central connecting method that governs continuous change in organisational systems. We are losing the world while you confess that OST is the loss leader in your businesses. Hope it was OK to speak openly like this. Transformation was never going to be a wholly modest game to play. Was it? Chris macrae, [email protected] Uk mobile 0793 144 2446 * * ========================================================== [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, unsubscribe, change your options, view the archives of [email protected], Visit: http://listserv.boisestate.edu/archives/oslist.html
