Almost any approach that is less than genuinely inviting is not engaging, and employee engagement is essential. So, there is that
Daniel Mezick Phone: 203 915 7248 Bio & Contact Info: http://www.DanielMezick.com <http://www.danielmezick.com/> Latest Book: http://www.InvitingLeadership.com <http://www.invitingleadership.com/> Business Agility Leadership event May 14-15 Boston: The Open Leadership Symposium <https://openleadershipnetwork.com/> > On Jun 21, 2019, at 6:48 AM, Royle, Karl via OSList > <[email protected]> wrote: > > Hi Daniel, > > So a bureaucratic corporate adoption doesn’t work or is it the one size fits > all mentality? > > Nice twitter feed on this too ☺ about OS practices…and Agile. > > Thanks > > Best Karl > > From: OSList <[email protected]> on behalf of Daniel > Mezick via OSList <[email protected]> > Reply-To: World wide Open Space Technology email list > <[email protected]> > Date: Friday, 21 June 2019 at 11:39 > To: World wide Open Space Technology email list > <[email protected]> > Cc: Daniel Mezick <[email protected]> > Subject: Re: [OSList] Orgs that Failed to Implement Self-Organization? > > <smiley face here> > > I'm glad you find it useful, interesting etc. > > Every day worldwide, "Agile" is forced. All in the name of self-management > and so on. You can imagine the results, and the harm to people. Here is one > of the stories: > > > https://web.archive.org/web/20190313181520/https://thetech.com/2016/02/11/istfeature-v136-n3 > > <https://url6.mailanyone.net/v1/?m=1heGwm-000BU8-6K&i=57e1b682&c=4793mN6cDHGOThgJW-o2AKAhb7Wrj0oYHqlDs0ENKbm7-Vg7Ph2DWDiCv43kIfumS4OPpAoQ5wdrhH5fgSPf8rIpDl598jgcvwXEH_I37uDXbYXRyJKYQ8EXyAjEjIUj8dQv38ygjrWf-UYJz86toRKwK77Q5TfVkkzM4klC87bUtzYyDQTCAq8l5CFGIhISTKSml7BvPXm5xvH3PUXRELaJ_q91829TcIfI3xj21iFCdDIKknfQrqQNiSKhZEE4eyGeISCrny1KVcQbjOxQMwlDHQ-16PsZNjPJIpsLoUmT-D4eyE2wrFuM787Kv5PE> > > IS&T is attempting to apply the agile approach to the entire organization. > “Agile organizations,” Charles wrote in a February email, “need empowered > leadership at the individual and team levels — that means less management and > more fluidity.” > > The sweeping transformation that is currently underway at MIT’s Information > Systems and Technology office is one that is unprecedented in its scope and > backlash from employees. > This has resulted in roughly 20 percent of nearly 300 staff members leaving > since February, instead of the average 8 or 9 percent annual turnover. The > reorganization stands out in several ways. Many longtime employees have > resigned — by the estimate of a former employee, Laura Baldwin ’89, more than > 700 years of experience have been lost from people parting ways. A number of > those employees have been MIT alumni. > > > See also: https://twitter.com/DanielMezick/status/880124938467913729 > <https://twitter.com/DanielMezick/status/880124938467913729> > > > > > Daniel Mezick > Phone: 203 915 7248 > Bio & Contact Info: http://www.DanielMezick.com > <https://url6.mailanyone.net/v1/?m=1heGwm-000BU8-6K&i=57e1b682&c=Pd-YtLjPz9cQZkFTharjczq2xA0zEPXdoEzltSBIe1XPNMT0jmUXe2MFID0Gmhel2ypy1ixr32X_AjZ7r1sB-D6Awg7R-zRbWYr5z3G3osBD43ICgLjKOor8h-u3FaKkOdAdKoaNkxCiPAOA6how6arY8f_I1OU8pTUe4PixD0qNZ4HiYv7SvmMfIq-YaY5tI_O-kTJeDPL-lR5zowSzp4I9UHv9sPTOJ_Bnxm3Pg94> > Latest Book: http://www.InvitingLeadership.com > <https://url6.mailanyone.net/v1/?m=1heGwm-000BU8-6K&i=57e1b682&c=eLcPhtbT48nsMwgx_ad7Yt43m-Upj9pH1pZMV0M-n5Og8W7zikHLhVxqQjOsF97lOOq02Mdyluyw_6by5jL8mn6OnAu2OU5MSrM4_Jzi6V6HvMspW34PhT5CCGW-jDcSu0-atuWmA9wItLZ04CY90P6Vx8-S_Olr-SOhTZmGLyQq5xtzPJYxQiFFQV8rsnUZQWEG3qRqVWPPehd2LRRc6FVxxUBnwgDMBKpQjzL-FnM> > > Business Agility Leadership event May 14-15 Boston: > The Open Leadership Symposium > <https://url6.mailanyone.net/v1/?m=1heGwm-000BU8-6K&i=57e1b682&c=j-6_UlIc00Q_hGgt1vcT8Hj-EfZkQ59hNAIAGuyNV2fV0ujnA3idpzxFc2zOUpTqmrG496ThfYc3VttFILkqlSiQf-TZ_hqWN9fuq6mfVuFQIycyPMAM92ORSCR2ZUHfl_0zZfXJk_Ci0tjdykwf-MZ1leTFqGqMvBOzqKIRmuEbQMzEvqM_kZTSHflGTpGH-yUvwnGywqkknbN91pzgH6teqpca-EtX5Pe-TF6BtWg> > > > > > >> On Jun 21, 2019, at 6:28 AM, Royle, Karl via OSList >> <[email protected] <mailto:[email protected]>> >> wrote: >> >> Thanks for sharing this, having just read holocracy... it’s good to know >> that these things always need adaption to cultures... >> >> The point about power and mandating is also very interesting. >> >> Best Karl >> >> Sent by iPhone >> Karl Royle >> Head of Enterprise and Commercial Development >> >> Faculty of Education Health and Wellbeing >> University of Wolverhampton >> 01902323006 >> 07815416698 >> @karlroyle. On Twitter >> Karlr61 Skype >> >> >> On 21 Jun 2019, at 11:09, Daniel Mezick via OSList >> <[email protected] <mailto:[email protected]>> >> wrote: >> >>> Hi Jake, >>> >>> There are many failed examples of "mandated self organization." You can >>> imagine the success rate of such an approach. >>> >>> Now, the Agile industry is pretty good at selling this "mandated self >>> organization" stuff. But I'm getting ahead of the story... >>> >>> Most of the failure stories do not make it out into the wild. But the >>> insiders do whisper about them. To friends and colleagues. In dinner >>> discussions at conferences. And so on... >>> >>> >>> >>> The Mandate of Holacracy at Zappos >>> >>> >>> In 2013-14, Zappos mandated a way of working called 'holacracy.' The idea >>> was, I think, to encourage more self-organization. More good outcomes. I'm >>> sure the intentions were good at the time... >>> >>> But there were big problems by late 2013. >>> >>> By 2014, the "mandate of holacracy for self-organization at Zappos" was in >>> big trouble, even as the press was celebrating 'holacracy' at Zappos as the >>> future of work, the shining example, the path forward in the new world of >>> work. >>> >>> But there were big problems. Lots of resistance. I heard the whispers >>> through a friend on the inside, a person with access to the CEO. >>> >>> Through that friend, I quietly offered some help (I had some consulting >>> work inside the org previously,) and in Las Vegas a lunch meeting was >>> arranged with the CEO. >>> >>> I flew out there. I showed up with a file folder with some Open Space stuff >>> inside. We ate tacos. >>> >>> I talked to Tony, the CEO, and briefly explained OST. I took a few >>> questions. We had a nice lunch. >>> >>> The result was that, a couple weeks later, Tony did experiment with a very >>> brief OST of 2 hours at a Zappos all-hands meeting. No burning issue. No >>> proceedings, etc. >>> >>> That was it. No further follow-through. No follow-up calls. >>> >>> I did not chase the CEO. But after a few more weeks of silence, I did write >>> this: >>> >>> The Mandate of Holacracy at Zappos >>> https://newtechusa.net/the-mandate-of-holacracy-at-zappos/ >>> <https://url6.mailanyone.net/v1/?m=1heGwm-000BU8-6K&i=57e1b682&c=tftEYJuKtnIkXUcvwNXMMKij7hGbl2I-pYJ1BcGXhM0QSYnYjrrFlfzcpldzF_sHGJGpmIb1tnRCj-nrV3a689ZkXzw5saHULVPXXlr3aamX4x8GkGkxcE3rx7BdfHhpctU64FVFPUqgDNcVjvb0270MHNzMNPZg5n8jaOqMVbwSPxZaUHvrgdkOLJAW-iWbyxvDND80CteGDN0sysxhfOfIkM4NMR5Tj4-6KfzaVUIw-UfRELC4sxzEFg7kd5FXZlAnbNrHy8hJckTy3GHTvKWKnBKhQr3fvNX1e7CWvw9FfcQ8NTcIOb1iboAACmJmaVub-AycrC0UFYg97LP1ObW33EXCcmZkyP2LG8sLboCywNcvhdSqZreiGh0d083jDzvPiO-bRDBfO_DHg_9TFrPirQ8VZGMWqEsxKIIS9jvgaon_epLmS4pB800W678BP9iogLpsmw-z99arQa3anSSUiHdTwJ--GBHZhhzwl7guSTxuTF-QRmlJ9eECDkn_KsbDzgynNVEBHeFSw8ZrKZ2O2rnUk6UCDn4BddTLWWLOQQtzASoRFOZrOpoYSSIoN465JDp4GI_3punehFAeBsXwkFQFQDf38N5rlal2ZQhFVGr0BSoGUDOKJV569fSlQa86SU4G5yk7hMR2v1CLmw> >>> In case you have not heard, Zappos is rolling out a defined authority >>> distribution scheme called “holacracy”. >>> The way everyone works will change. Every single employee will be forced to >>> comply with a set of rules they had no part in creating. >>> >>> >>> At the time, the press was celebrating 'holacracy' at Zappos as the future >>> of work, the shining example, the path forward in the new world of work. >>> >>> Everyone in the press was applauding and citing what was going on at Zappos >>> as "the future of work." >>> >>> But there was A LOT of resistance to the mandate of 'holacracy' inside >>> Zappos. All of that resistance might have been easily processed positively >>> in Open Space, but the CEO did not select that option. >>> >>> Instead, he issued this ultimatum: >>> >>> ADOPT HOLACRACY OR LEAVE: >>> https://www.fastcompany.com/3044417/zappos-ceo-tony-hsieh-adopt-holacracy-or-leave >>> >>> <https://url6.mailanyone.net/v1/?m=1heGwm-000BU8-6K&i=57e1b682&c=odu9Vf8hhI_Cnc5HmkGm6DAi7mJbC5EzuSwkS7E1931jsH2i1ergvRUfb_arHKmpwgYdEHp5O1T8-VAhS2lfU1jntWYHpXQouGywYuK22Q36R3lFFhOsNkNv634CQdjy_jyqgsie8h73H_tiRdAUJVMaNMZ-lfViByJDavtKBT6fgOx1Rjq39DRYGSxRVub5bRX3wAjVsIiHHjJ937TkM51D7gBaxeYB3rWsxjPKtWjf-jPZ4PUUsBdaQZAkDc2vJ7XUR62-NoWMFaA39pnwZMnaTnbmGT4KrsMLgiyFyzoBsbBrMPO5DmflNYzoLn-YQe7K0n5RQx0hPq8zyQSKAyPVECAP_GgkHC8sMpjsRa9bOz-JLv4ux2oiWcXiITx4m8nHrq4fK0uAzYhcG1Ngenhy9ZVVf-gDRZoIbyz9VQc_bGTNdSqZbSFh3axL_B4bqnSz1YCrjxjo92k0rVRgOCfDwccb773tzRi7ee-nEqSpt6LrQhlnHq7aUH-lsKrbA3h3e6XYbninlALUWpneaXDJBEC6PMAGa45blPVsbaz61AMQJsEyGQ_Q4wlhX15QnFpgGFBDFKZY9uioyl5nv6mgO3iCoHb1Vl76rEIjiahpi6deUFONfpEOlqgobe3jOUA6NkKhMVtCeeXnbIr2BFHpQh5RiLMsbLeXn8n6n4U> >>> Last week, Zappos CEO Tony Hsieh sent his employees the following memo, >>> provided to Fast Company by Zappos. In it he offers his employees an >>> ultimatum: adopt Holacracy or quit. >>> >>> >>> Moral of Story: "Mandating self-organization" is misguided at best, and >>> profoundly harmful and deeply disrespectful to people at worst. And: >>> >>> 1. All systems are open >>> >>> 2. All systems are self-organizing >>> >>> 3. Open Space can help >>> >>> >>> I hope this story helps you Jake. This Google search leads to these >>> listings if you want to examine the story in detail: >>> >>> https://www.google.com/search?source=hp&ei=FqsMXdKZIoLktQXAzoOQBQ&q=holacracy+failure >>> >>> <https://url6.mailanyone.net/v1/?m=1heGwm-000BU8-6K&i=57e1b682&c=absDoMeGYnyyyL3dBp9M1rj1SGSgHHbMQtPvHJOSJOb6hAumTvpEwEDNMDdkvMhZE9VAhXGMH5A8MK8s4nUHqDwVlu8kqzMS63dXZXIEPsxy03QVb5p3PXLLRtlPuWGwREg94JGJ8nt4eAo6NlvlG4j3U72inz22JN7IV1dtlnCIi0RQ4V3ieSIFnK0UkIf4B4xJnvieyKi3v3mN2MThdQlNdhIOfu7JqnOx4isEhDzNQvri1XagdZOS6FPwZY_8FqQHXHzPpNtWi97I2SXJnXyfJtG5NZx_xce-RcTSn1naQ-rzIqA7xiunaSgCuiZnsKyRW0uHps-cWUTRE1-9M_Pl-cYiioH263eVBDuFwzO38bEWoYb41JyOPArjlFYNN8S9BbwS8QidCbFHiBh9tAef67udz0Iq2CrnhPMXRB4d_wBX8-2No9sjaxX5FBVUNEEKr-_T9-GaTgbHU0hvFYsDeUtKipJjSIX55c1inzlKTIVYrLjlOjbtAAPS5Ju2_EF72D6y1yEW8kGV13Rz-m18F7r2PS75VufHIQlekS1tlst7uaYH14_8gENg8Zof8BXL4dnm89qsLauwE-cng6lSabqnRpkYcqR7pygSshBGrfQ6mDTVmxZ-bMhVCtGIgpOJ7ev0n1zhema0Px0KGKEQcvTlCGlKflP_Krsa4ZE> >>> >>> >>> >>> >>> <Screen Shot 2019-06-21 at 5.53.32 AM.png> >>> >>> >>> >>> >>> Daniel Mezick >>> Phone: 203 915 7248 >>> Bio & Contact Info: http://www.DanielMezick.com >>> <https://url6.mailanyone.net/v1/?m=1heGwm-000BU8-6K&i=57e1b682&c=so5NZwm7YRppfl5s_t2xBiEERWFHxfU-fOa6qVKEX0YFpTAKbXOrocYJ1oLVMbUOxaJmuABGqEnDl8SFArNNlXKAKJdUftvyLAFjc2Xc7bjJmwU8LBvTZ4JW9fZabXnqY1VNZ76L8mUBk0sd0ClUq0OLNXSJAhRPy8Md24AkmVX5aoFzGlGZYJK8QhdoGLxoEUBzWvsoL_T1TWws8mLgKWvACcn5g7Jgj1yzlvZShIoONay6EUH52b7iFb_EHM6hxQge5lOcHrpkTQezZFbvKJWbT3X9mgorMv-dsUS5Zexm5Lzye6AFV5cl9QoQXM4_sLfotAoyDJCB2drN2zOlZsXt_65nJqwuyAieHRHqTO8SYH94WXo77Fea4ek29Pphh4eu6BCJxygxj0QK0hFNDV2w8JEojkIXUWIAoJ-nPr7JQ44BmPa58KWiR8n7uMxR_g3-TxwGdrUeGnYJynBDkCXmQ1RK5yEqn70hVZtEiBjBIY1j6hlGdO3lys40dOM0gU4-51CZSrkL_AB28B1ZwaEvMhzORhl1jtUzdjvnRmO4GSan7BgMYEynxJjjTLNqlRjN0KTqBcJO0kBGldX5uA> >>> Latest Book: http://www.InvitingLeadership.com >>> <https://url6.mailanyone.net/v1/?m=1heGwm-000BU8-6K&i=57e1b682&c=uAYNVK8so8WVv41EuYG5nf8Q-OAFNGOCw8zNh5TUtFU2kYXygFDwIY7BYfuTxjLEFAbuneMul0cLXv_93CzMcshPs-FH_lyqYHT9E9-7mhp7ol0gICdO2N3yO6KHjIDJIRKb3ZW0mz_0fnYptjjt0PsoSiHos-mR-YLapFhImqmf6VMtYK4KjfVGJuGq54VFQc0H21QZFhtXigPD8f3WkAWiVUM5pwUZ33N7Oz6O6on99zHRFUpG3EQ8Eaw-5GMoqLoA554G5OC0UDCYHXi2IUHZp7SU1ZSa8h7FsHJUTX5erirU_jIcWSbxyrddp_Hf1YY-GRpkmJbFM3CZFMAS-IyikaVNLDshjRmPUQ0eb-Uj-m3Ic6LpF2RRTZEDg0bjdE_tuCOxXeya66U8E5ZIC3-5YU1bXOVctt8PTBJyIvYWRuCxoKDOT7k7khYmN87DiIByW_3H6X-QDsfRUfDrjd2jG5mX6vbP0pgZCjsK2OgG-QgKRJoblISbC4dMs_mUE4VdxvY-Wsy6AevfdSNHj6PCk_GPac6a_Q6OPPnwoYWcogIUBTmVIv1VHq_aScvcc8UpxBljDnlL0jSJRPnLBQ> >>> >>> Business Agility Leadership event May 14-15 Boston: >>> The Open Leadership Symposium >>> <https://url6.mailanyone.net/v1/?m=1heGwm-000BU8-6K&i=57e1b682&c=UEe35CBmskB2lntDrF5E2IXZfEB3-y4rwyinQUaCeeFQun4ZaPpRJjA2-3kM0ucj7QY42VdDfkuQ1cr67wMshlJpIIQTVyU4OJoLl5-YFFPrjIQRbsUUzW8feQfWqyvDfMLabvZAGzkF0-DnL8YRTGe9o0CVhIhGW3Cxf0c0gb_hbFs08LVazaaXUcqsGg8apgSiI7_NdBwVIJMCoU3CyxHSr-e06XNmyRwSup0zaFYfYAYcZPHjRhmlDQPQm0t3j8NNTAQcuAeDYONTk_BMNfX94H7QACx0HAUWoD8NpIS44tWR7SflZswLx3Hi9B_6UQx70jXvft7NbRKW0JCy8WcA85CRaR63Iiq9kFtfEgVEccnATzotk3czon0fznvF5dmHn946LZChe9hOB_eEsL0y_WHW1fJf7rNt7LV9WaHv4LaAJUR7pktg2RoNPnrpQvjyuy3X_VlU3oMocxMRyJOKkEsYdYzZ-Xbmiz3NA5ZS0obd0N-fZLC4_fQ0j4PlpHq-40ZxbH_HygvDuROyuJuzn9A2--tJ3rXiZVwmtlv2XaNdkgSiiu84d5xE6cAOCLkx71fpK544nlxwpbDqaw> >>> >>> >>> >>> >>> >>>> On Jun 21, 2019, at 3:53 AM, Michael M Pannwitz via OSList >>>> <[email protected] <mailto:[email protected]>> >>>> wrote: >>>> >>>> Dear Jake and you others, >>>> >>>> I am intriguing myself with your quest for pitfalls in regard to >>>> "implement self-organization". >>>> If it is assumed that "self-organization" is inherent in all groups, >>>> organisations, systems and in all processes on this planet and in the >>>> universe and has been since the Big Bang, it would not be necessary to >>>> "implement self-organization". >>>> In fact, attempting to "implement self-organization" could in itself be >>>> the pitfall. This would jive with the notion that a sure fire way to >>>> impede self-organization is to mess with it (that is, control it). >>>> >>>> Picking up on what Rob just wrote >>>> "By definition self organisation occurs despite any efforts to make it >>>> happen." >>>> I suspect that >>>> "Self-organisation is hampered by efforts to make it happen." >>>> >>>> I also wonder if it would be helpful to distinguish between >>>> "self-organization" as we observe it everywhere around us (such as >>>> children self-organizing their game on a playground or a butterfly >>>> unfolding from a chrysalis or a break-out group in an os-event >>>> self-organizing their activities) and the "force of selforganization". >>>> >>>> Assuming that the force of selforganzation is behind self-organization it >>>> might be useful to focus on the "factors" that would support an >>>> environment in which the force of selforganization can thrive, unfold... >>>> >>>> One of the stories we have is the development of OST itself. OST was >>>> dreamt up originally as a way to organize a conference in a few hours >>>> instead of a whole years work (a wonderful gift that was borne out of >>>> being bored with working hard). After it kept working in various settings >>>> with a vast minimum of pre-implemented structure, no panels, no speakers, >>>> only one facilitator... his originator began wondering on why it was >>>> working. >>>> >>>> We know the rest of the story and have payed attention to the 5 or 6 or 7 >>>> prerequisites that now have been tested in thousands of events which need >>>> to be in place for the "force of selforganisation" to do its thing which >>>> we then perceive as "self-organization". >>>> >>>> Its simple but not easy. >>>> Is not facing that which seduces to twists, adulterations, creating >>>> surrogate cocktails...? >>>> >>>> Greetings from Berlin >>>> mmp >>>> >>>> >>>> >>>> >>>> Am 21.06.2019 um 04:04 schrieb Juliane Martina Roell (Structure & Process) >>>> via OSList: >>>> >>>>> Jake Yeager via OSList schrieb am 20.06.19 um 19:31: >>>>> >>>>>> Hey everyone, >>>>>> >>>>>> Does anyone know of organizations that attempted to implement >>>>>> self-organization but failed? If so, do you know some of the factors >>>>>> that contributed to the failure? We hear about the successes, like Semco >>>>>> and AES, but rarely about the failures. I'd like to understand better >>>>>> what the pitfalls are and also what the success rate is. >>>>> Hi Jake, >>>>> what do you mean by "implement self-organization"? >>>>> How would one go about doing that? >>>>> Best Regards, >>>>> Juliane. >>>> >>>> -- >>>> Michael M Pannwitz >>>> Draisweg 1, 12209 Berlin, Germany >>>> ++49 - 30-772 8000 >>>> [email protected] <mailto:[email protected]> >>>> >>>> >>>> Check out the Open Space World Map presently showing 484 resident Open >>>> Space Workers in 76 countries working in a total of 141 countries worldwide >>>> www.openspaceworldmap.org >>>> <https://url6.mailanyone.net/v1/?m=1heGwm-000BU8-6K&i=57e1b682&c=MdUIz6HffJ6tTKJesSyla-FT9NE19cPaNTosiTU5tXgz-QPQuKff3ov5I3zszN1amL4bZG5wCY9EN8SJzlynE1zF4tSmMgJfrldHUSoFxFoQXEQS6W7MMKzqhfiPMHkAezQHZu8sLnAEcB06mk-c38M51jeXYFUxmSGM6iiQW_2y7_MxcJacqUtLfmS3zh2GX1z9b3jlRx57rb32uPdfLEwCRqo2Sqz5_gA_29peQCWOaQ5jzRrJM26lkoQPtFFH2AnguStkfY0EEvZLaQckwgSwc2e9FL2wUy4CsHGpT2QBVGewTQYrLHo-45gVDdt5lzKBgePRqijevmYVGXI4i2Cmi7MEfmgShyreMp8_Dlrx1GFeiUGZLuBe918EfOqDYvq2xM0IQhfr-HLPPlJoat5ZB1spYcKA0LA2Z10Njp5RoZPm1MNUmynYo42hR7dB_aqotZ2crGxZrEwPLs6D85bN6W78f-7huq9J5zsVLR1GKfl6vh2ZZM2oQjW772DqhPyhyBLIycI85LN5brH7VKAnqHEfG7JVhNBIAevA_c7LXQUh6QDf9nwlFIVPbMBG48nxxmIS2aCIk9h_TW1fCg> >>>> >>>> At my publisher you find books and task cards on open space, most in >>>> German, some in English, some as ebooks, some multilingual >>>> https://www.westkreuz-verlag.de/de/Kommunikation >>>> <https://url6.mailanyone.net/v1/?m=1heGwm-000BU8-6K&i=57e1b682&c=SrIOh3xDesTssDLzYi7fCYe0WWzlvAforVdj83U3P0vqXszgXrmsBppG2g7pyGxT6vtpUoE1NYegrA0xXzcciZ-lSt9hSMOc5Gokm9f1wy90Cx7AYwv3JyB8D58iKePSoyPewfH5iK7UuEy7TI-Jro-WpwkBU5VJ8ir704Rf_nQ9EFWewF_XXAjrYPsy0lS29zjnEHDiVDvRTFgMvruBs_bI2i0pTI--UJhmu-bvJliBUd_lFQYHZbR97cUamShs32sCIRDHHNcklaZWB2vi88zeFzyYkRm_jz7zQuxQTAlSeV229MJvomL0mU-K6xv3iFAXqiEZ7GXlPDGFy_CHcVf9LngI9MUDjXb_nJHPHn92Xu6fEbrU8u9k59CdtTGcIXHDNBKskp_r2N3qYgG6aSBD1LXmXEW0ueHO6Iw7DC9Ie_FsHbt4BaT7lPFK-2DA6hCfEg8djIroP_cL3ohlANDkrsbdDq54sDdEhc7Eay72Qkp-AIh_3P_IyuMsKGthGWAcUvLp_IrggpA0VNC3-LslolhGoh_MSJ411BT5g2DEBqecSVs-06YRqv2SlxFn9QTeVAjtk7LvzSlq_6dFqkZxenQUFG4-UuWS9YcY6uc> >>>> _______________________________________________ >>>> OSList mailing list >>>> To post send emails to [email protected] >>>> <mailto:[email protected]> >>>> To unsubscribe send an email to [email protected] >>>> <mailto:[email protected]> >>>> To subscribe or manage your subscription click below: >>>> 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