Re: [OSList] OST and what makes team work successful

[Chris Kloth via OSList]

Marai,

Like Peggy Holamn, when I first encountered OST sometime in the  
mid-90s I was struck by the simplicity and the welcoming, inclusive  
spirit. Somewhat consistent with Harrison's observation, I find that  
what some people call safety is what others may experience as  
avoidance, denial, or external limit setting.


That is not to discount the notion of psychological safety, although,  
as gifted as Dr. Edmondson is, I suspect she did not coin the term. I  
was introduced to the concept in the late 70s, by people who had been  
using it for a long time in much the same way as you defined it. We  
were working with serious drug addicts, treatment people, judges and  
police officers (including narcotics agents) who we were engaging in  
dialogue about potential treatment strategies and public policy.  
Getting a "junkie" and a "narc" to meet together required creating  
psychologist safety and that's what we called it. I only wish I had  
learned about Bohm's Principles of Dialogue and Open Space back then.


--
Shalom,

Chris Kloth
ChangeWorks of the Heartland
254 South Merkle Road
Bexley, OH 43209-1801
ph 614-239-1336
fax 614-237-2347
www.got2change.com

Think globally. Act locally.


Quoting Marai Kiele via OSList :


Dear colleagues,

Do you know what the core is, of what has drawn you to OST?

Last year I came across a word that describes both, a phenomena I  
have experienced and cherished in OST as well as something that has  
turned out to be a key ingredient to successful teams:


Psychological Safety

The term was coined by Amy Edmondson, Novartis Professor of  
Leadership and Management, Harvard Business School.


It is referred to in a study by Google, which they undertook to  
understand what distinguishes their successful teams from those who  
do so-so.

Anyone interested in the subject? more here by Google:

https://www.youtube.com/watch?v=KZlSq_Hf08M

"Psychological Safety" means team members are safe to take risk and  
be vulnerable in front of others. They know it?s okay or even  
requested to speak up, disagree, admit mistakes, ask ?stupid?  
questions or share a crazy idea. All of this without the fear of  
loosing ?belonging? or lessen one's status within a group.


In the study this has proven to be by far the most important  
ingredient for successful team work, even more important than  
dependability, meaning, impact?


Years back, I found this beautifully described in other words by  
Tova Averbuch, in her TEDx talk ?Opening Space to Collective Wisdom?  
(hello Tova! :-) )
She opens with the words ?To be or to belong??a tension that I know  
very well: Being fully myself or belonging to a group seemed often  
in conflict. Especially during my time in the corporate world as a  
product manager. Tova describes how in OST she has found both  
together: ?being AND belonging". As I have, too.


Back to my opening question: Do you know what the core is, of what  
has drawn you to OST?


I have realised that the phrase ?psychological safety? describes  
that. That which is at the core of what has drawn me to OST.  
Something I am dedicated to since years. For myself and in creating  
spaces for others.


I am eager to explore this topic with others, both on this list as  
in real time conversations. I?ll post a session in tomorrows  
?Tuesday Open Space Hotline?.
Anyone else interested in this topic, please come to the OS Hotline  
OR write on this list OR reach out to me directly.


From a sunny and cold evening in Bielefeld, Germany,
Marai

https://about.me/maraikiele 








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Re: [OSList] OST and what makes team work successful

[Peggy Holman via OSList]

I use the idea of creating a sense of welcome. It’s the work of a good host. 
Ensuring physical, emotional, intellectual, and spiritual space for our 
differences to be expressed. Where everyone has a sense they belong. And 
because it’s impossible to always know what’s needed, to create a space in 
which people adapt in the moment to who and what shows up. 

Peggy Holman 
425-746-6274
Sent from my iPad

> On Mar 20, 2018, at 7:05 AM, Harrison Owen via OSList 
> <oslist@lists.openspacetech.org> wrote:
> 
> I’m with Chris. Safety is important BUT too safe is numbing. What I love 
> about every open space of which I have been a part – all of them have  an 
> “edge.” There is a sense of the unknown. To me, that “edginess is the vacuum 
> that sucks everybody in. It is The Question. Totally safe questions are 
> boring, I think. Real, deep question are inevitably tinged with fear, or more 
> than tinged. Truthfully, we’d rather not even deal with them. But when such 
> question are dealt with, especially in Open Space, I experience celebration 
> and triumph. Even known to shed a few tears.
>  
> ho
>  
>  
>  
> Winter Address
> 7808 River Falls Dr.
> Potomac, MD 20854
> 301-365-2093
>  
> Summer Address
> 189 Beaucauire Ave
> Camden, ME 04843
> 207 763-3261
>  
> Websites
> www.openspaceworld.com
> www.ho-image.com
>  
> From: OSList [mailto:oslist-boun...@lists.openspacetech.org] On Behalf Of 
> Chris Corrigan via OSList
> Sent: Tuesday, March 20, 2018 6:05 AM
> To: World wide Open Space Technology email list
> Cc: Chris Corrigan
> Subject: Re: [OSList] OST and what makes team work successful
>  
> I’ve been deeply influenced over the years by Christina Baldwin’s principle 
> that “no one person can be responsible for the safety of the group, but a 
> group can learn to take responsibility for it’s own safety.” I too think that 
> the principles of Open Space allow for the right balance for individuals to 
> take responsibility for co-creating group safety.  What is remarkable is that 
> safety is an emergent phenomenon in Open Space, a true artifact of a 
> self-organizing system. Of course I have seen some real conflicts happen in 
> Open Space, but what seems to mitigate them is the double wall of the 
> container.
>  
> What I mean by that is that meetings in Open Space happen within break out 
> groups within the larger container. If a break out group breaks down, 
> participants are still held in the larger space. I have seen very few 
> instances where people in conflict left the bigger container, even if the 
> exercised the law of two feet and left their breakout space.  Most often a 
> kind of “neutral ground” emerges in Open Space: near the agenda wall, around 
> the coffee table, sometimes outside on a nice day. These emergent neutral 
> spaces provide participants with a chance to discharge, relax, calm down and 
> get their wits about them.  The facilitator never has to do anything, in my 
> experience, but just keep holding the space. 
>  
> I don’t like the idea of safe space though, I prefer the term "safe enough” 
> space, or even “brave space.” For many marginalized people the idea of safe 
> space is always a myth, and there is no way that we can guarantee it will 
> emerge in Open Space.  So instead I encourage people to take a bit of a risk 
> and enter into "safe enough" space, so that they can learn something new and 
> let go of whatever it is they are holding on to.  
>  
> I remember an event I did once on Hawaii with indigenous Hawaiians and well 
> heeled Americans looking together at the values of reverence and 
> sustainability. At one point, one of the Americans, a person with a net worth 
> in the millions of dollars, asked the group that we commit to safety in the 
> space.  This raised the ire of the senior Elder in the room who snapped (and 
> I paraphrase) “You have no right to safe space! Your desire for safety has 
> imperilled the entire world. We do not live safe lives as a result. Our lands 
> are colonized, our food supplies are depleted and our oceans are in danger of 
> no longer providing for us. There is no safe space here. You must learn to 
> live with risk and take responsibility for your role in creating it.”
>  
> When we are invited into risk together, everyone giving up safety according 
> to their means, the possibility for real relationship exists in the shared 
> challenge to our well held worldviews.
>  
> Chris
>  
>  
> 
> 
> On Mar 20, 2018, at 1:27 AM, Suzanne Daigle via OSList 
> <oslist@lists.openspacetech.org> wrote:
>  
> Oops interrupted...as I was writing. The email sent itself.
>  
> To continue: The organization is saying, you matter, we wan

Re: [OSList] OST and what makes team work successful

[Harrison Owen via OSList]

I’m with Chris. Safety is important BUT too safe is numbing. What I love about 
every open space of which I have been a part – all of them have  an “edge.” 
There is a sense of the unknown. To me, that “edginess is the vacuum that sucks 
everybody in. It is The Question. Totally safe questions are boring, I think. 
Real, deep question are inevitably tinged with fear, or more than tinged. 
Truthfully, we’d rather not even deal with them. But when such question are 
dealt with, especially in Open Space, I experience celebration and triumph. 
Even known to shed a few tears.

 

ho

 

 

 

Winter Address

7808 River Falls Dr.

Potomac, MD 20854

301-365-2093

 

Summer Address

189 Beaucauire Ave

Camden, ME 04843

207 763-3261

 

Websites

www.openspaceworld.com

www.ho-image.com

 

From: OSList [mailto:oslist-boun...@lists.openspacetech.org] On Behalf Of Chris 
Corrigan via OSList
Sent: Tuesday, March 20, 2018 6:05 AM
To: World wide Open Space Technology email list
Cc: Chris Corrigan
Subject: Re: [OSList] OST and what makes team work successful

 

I’ve been deeply influenced over the years by Christina Baldwin’s principle 
that “no one person can be responsible for the safety of the group, but a group 
can learn to take responsibility for it’s own safety.” I too think that the 
principles of Open Space allow for the right balance for individuals to take 
responsibility for co-creating group safety.  What is remarkable is that safety 
is an emergent phenomenon in Open Space, a true artifact of a self-organizing 
system. Of course I have seen some real conflicts happen in Open Space, but 
what seems to mitigate them is the double wall of the container.

 

What I mean by that is that meetings in Open Space happen within break out 
groups within the larger container. If a break out group breaks down, 
participants are still held in the larger space. I have seen very few instances 
where people in conflict left the bigger container, even if the exercised the 
law of two feet and left their breakout space.  Most often a kind of “neutral 
ground” emerges in Open Space: near the agenda wall, around the coffee table, 
sometimes outside on a nice day. These emergent neutral spaces provide 
participants with a chance to discharge, relax, calm down and get their wits 
about them.  The facilitator never has to do anything, in my experience, but 
just keep holding the space. 

 

I don’t like the idea of safe space though, I prefer the term "safe enough” 
space, or even “brave space.” For many marginalized people the idea of safe 
space is always a myth, and there is no way that we can guarantee it will 
emerge in Open Space.  So instead I encourage people to take a bit of a risk 
and enter into "safe enough" space, so that they can learn something new and 
let go of whatever it is they are holding on to.  

 

I remember an event I did once on Hawaii with indigenous Hawaiians and well 
heeled Americans looking together at the values of reverence and 
sustainability. At one point, one of the Americans, a person with a net worth 
in the millions of dollars, asked the group that we commit to safety in the 
space.  This raised the ire of the senior Elder in the room who snapped (and I 
paraphrase) “You have no right to safe space! Your desire for safety has 
imperilled the entire world. We do not live safe lives as a result. Our lands 
are colonized, our food supplies are depleted and our oceans are in danger of 
no longer providing for us. There is no safe space here. You must learn to live 
with risk and take responsibility for your role in creating it.”

 

When we are invited into risk together, everyone giving up safety according to 
their means, the possibility for real relationship exists in the shared 
challenge to our well held worldviews.

 

Chris

 

 





On Mar 20, 2018, at 1:27 AM, Suzanne Daigle via OSList 
<oslist@lists.openspacetech.org> wrote:

 

Oops interrupted...as I was writing. The email sent itself.

 

To continue: The organization is saying, you matter, we want your contribution, 
we want to know what you think, we value you.

 

>From a psychological safety point of view, Open Space invites vulnerability in 
>all of us. It invites leaders to let go and it invites everyone to come 
>forward. For each, it is an act of courage. 

 

The 5 principles of Open Space and the Law of 2 Feet, each in their own way, 
create the conditions for feeling safe, connected and surrounded. 

 

In Open Space, psychological safety has a chance to unfold naturally, between 
us and within us. Human connection is ignited.

 

At the heart of it all, is this genuine invitation to the most important 
strategic issues that is embodied in Open Space which leads to and also invites 
the power of self-organizing.

 

Safety does not mean absence of conflict or chaos. Quite the opposite, with 
Open Space we can embrace both by being willing to take risks, feeling unsafe 
only to disco

Re: [OSList] OST and what makes team work successful

[Chris Corrigan via OSList]

I’ve been deeply influenced over the years by Christina Baldwin’s principle 
that “no one person can be responsible for the safety of the group, but a group 
can learn to take responsibility for it’s own safety.” I too think that the 
principles of Open Space allow for the right balance for individuals to take 
responsibility for co-creating group safety.  What is remarkable is that safety 
is an emergent phenomenon in Open Space, a true artifact of a self-organizing 
system. Of course I have seen some real conflicts happen in Open Space, but 
what seems to mitigate them is the double wall of the container.

What I mean by that is that meetings in Open Space happen within break out 
groups within the larger container. If a break out group breaks down, 
participants are still held in the larger space. I have seen very few instances 
where people in conflict left the bigger container, even if the exercised the 
law of two feet and left their breakout space.  Most often a kind of “neutral 
ground” emerges in Open Space: near the agenda wall, around the coffee table, 
sometimes outside on a nice day. These emergent neutral spaces provide 
participants with a chance to discharge, relax, calm down and get their wits 
about them.  The facilitator never has to do anything, in my experience, but 
just keep holding the space. 

I don’t like the idea of safe space though, I prefer the term "safe enough” 
space, or even “brave space.” For many marginalized people the idea of safe 
space is always a myth, and there is no way that we can guarantee it will 
emerge in Open Space.  So instead I encourage people to take a bit of a risk 
and enter into "safe enough" space, so that they can learn something new and 
let go of whatever it is they are holding on to.  

I remember an event I did once on Hawaii with indigenous Hawaiians and well 
heeled Americans looking together at the values of reverence and 
sustainability. At one point, one of the Americans, a person with a net worth 
in the millions of dollars, asked the group that we commit to safety in the 
space.  This raised the ire of the senior Elder in the room who snapped (and I 
paraphrase) “You have no right to safe space! Your desire for safety has 
imperilled the entire world. We do not live safe lives as a result. Our lands 
are colonized, our food supplies are depleted and our oceans are in danger of 
no longer providing for us. There is no safe space here. You must learn to live 
with risk and take responsibility for your role in creating it.”

When we are invited into risk together, everyone giving up safety according to 
their means, the possibility for real relationship exists in the shared 
challenge to our well held worldviews.

Chris



> On Mar 20, 2018, at 1:27 AM, Suzanne Daigle via OSList 
>  wrote:
> 
> Oops interrupted...as I was writing. The email sent itself.
> 
> To continue: The organization is saying, you matter, we want your 
> contribution, we want to know what you think, we value you.
> 
> From a psychological safety point of view, Open Space invites vulnerability 
> in all of us. It invites leaders to let go and it invites everyone to come 
> forward. For each, it is an act of courage. 
> 
> The 5 principles of Open Space and the Law of 2 Feet, each in their own way, 
> create the conditions for feeling safe, connected and surrounded. 
> 
> In Open Space, psychological safety has a chance to unfold naturally, between 
> us and within us. Human connection is ignited.
> 
> At the heart of it all, is this genuine invitation to the most important 
> strategic issues that is embodied in Open Space which leads to and also 
> invites the power of self-organizing.
> 
> Safety does not mean absence of conflict or chaos. Quite the opposite, with 
> Open Space we can embrace both by being willing to take risks, feeling unsafe 
> only to discover feelings of greater safety in the other side. Breakthroughs 
> happen there time and time again.
> 
> Suzanne
> 
> 
>  
> 
> On Tue, Mar 20, 2018, 2:05 AM Suzanne Daigle  > wrote:
> Marai, Peggy and Rob,
> 
> How inspired I am by this thread. I read each of your comments and listened 
> to the Google video. Then paused and thought of Google's five team 
> effectiveness elements (Psychological Safety, Dependability, Structure and 
> Clarity, Meaning and Impact) in the context of Open Space with Psychological 
> Safety being the most important.
> 
> In Peggy words here, I saw captured with utter simplicity, why I too felt 
> instantly drawn to Open Space. 
> 
> At its core also is The Invitation to everyone who cares to have the 
> opportunity to contribute to the most important issues of the organization.  
> To invite is to include. This is so significant... 
> 
> On the major strategic issues in an organization, that which has 
> traditionally been the exclusive territory of senior management is now 
> extended to a much broader 

Re: [OSList] OST and what makes team work successful

[Suzanne Daigle via OSList]

Oops interrupted...as I was writing. The email sent itself.

To continue: The organization is saying, you matter, we want your
contribution, we want to know what you think, we value you.

>From a psychological safety point of view, Open Space invites vulnerability
in all of us. It invites leaders to let go and it invites everyone to come
forward. For each, it is an act of courage.

The 5 principles of Open Space and the Law of 2 Feet, each in their own
way, create the conditions for feeling safe, connected and surrounded.

In Open Space, psychological safety has a chance to unfold naturally,
between us and within us. Human connection is ignited.

At the heart of it all, is this genuine invitation to the most important
strategic issues that is embodied in Open Space which leads to and also
invites the power of self-organizing.

Safety does not mean absence of conflict or chaos. Quite the opposite, with
Open Space we can embrace both by being willing to take risks, feeling
unsafe only to discover feelings of greater safety in the other side.
Breakthroughs happen there time and time again.

Suzanne




On Tue, Mar 20, 2018, 2:05 AM Suzanne Daigle  wrote:

> Marai, Peggy and Rob,
>
> How inspired I am by this thread. I read each of your comments and
> listened to the Google video. Then paused and thought of Google's five team
> effectiveness elements (Psychological Safety, Dependability, Structure and
> Clarity, Meaning and Impact) in the context of Open Space with
> Psychological Safety being the most important.
>
> In Peggy words here, I saw captured with utter simplicity, why I too felt
> instantly drawn to Open Space.
>
> At its core also is The Invitation to everyone who cares to have the
> opportunity to contribute to the most important issues of the
> organization.  To invite is to include. This is so significant...
>
> On the major strategic issues in an organization, that which has
> traditionally been the exclusive territory of senior management is now
> extended to a much broader and diverse group...most especially to those
> closest to the work.
>
>
>
> That simple invitation connects directly to this core element of
> psychological safety. By genuinely inviting and including you, the
> organization is saying,
>
> On Mon, Mar 19, 2018, 6:59 PM R Chaffe via OSList <
> oslist@lists.openspacetech.org> wrote:
>
>> Marai
>>
>> It is an insight that rings so true to me.  As we apply the technology or
>> system called Open Space to real and pressing needs, the need for all to be
>> psychologically safe is vital along with any other need that when met
>> results in safety.  Maslow has clearly defined safety as the foundation and
>> my personal experience confirms this as one of the “break through” (beyond
>> the superficial, reaching into the core issues) conditions that allows the
>> participants including the facilitator to participate and move into “real”
>> issues and opportunities.  It is the time when we can be as one with the
>> confidence and freedom to express our needs and ideas/ solutions.
>>
>> When the gathering’s participants are psychologically safe the gathered
>> group is “open” and that is when the real work, discussion, decisions,
>> commitments etc take place.  The “space” is primarily the physical area and
>> then becomes the whole environment.  “Open Space”  takes on a new reality
>> when one has the privilege of a gathering that is totally psychologically
>> safe.  The facilitator has the task of assisting this to happen..  Open
>> Space is such a simple statement and the facilitator must treat the meeting
>>  with respect and a passion to do what ever is required to assist the
>> participants to be psychologically safe so that hopes and dreams related to
>> the issue that brought them together in the first place are expressed and
>> transformed into the new reality.
>>
>> I wish I could join your discussion so I must participate on the side via
>> the list.
>> Regards
>> Rob
>>
>> On 20 Mar 2018, at 5:02 am, Peggy Holman via OSList <
>> oslist@lists.openspacetech.org> wrote:
>>
>> What a lovely question Marai!
>>
>> I can tell you that I fell in love with OST the first time I experienced
>> it -- in 1996 -- because I saw something that I didn’t know was possible:
>>
>> The needs of individuals and the needs of the whole could both be met.
>>
>>
>> Before then, I thought either one or the other is sacrificed. I now know
>> that this experience of “differentiated wholeness" is an indicator of a
>> transformation to an organization or community with a new story of who it
>> is and who belongs. It makes room for more aspects of itself.
>>
>> OST creates the ground for individual expression, in which showing up
>> authentically is valued (as opposed to a common, tragic, unspoken norm that
>> we need to stay quiet in order to belong). In the process of being
>> ourselves, people discover deeper connections to each other. And that
>> causes a shift in the cultural 

Re: [OSList] OST and what makes team work successful

[Suzanne Daigle via OSList]

Marai, Peggy and Rob,

How inspired I am by this thread. I read each of your comments and listened
to the Google video. Then paused and thought of Google's five team
effectiveness elements (Psychological Safety, Dependability, Structure and
Clarity, Meaning and Impact) in the context of Open Space with
Psychological Safety being the most important.

In Peggy words here, I saw captured with utter simplicity, why I too felt
instantly drawn to Open Space.

At its core also is The Invitation to everyone who cares to have the
opportunity to contribute to the most important issues of the
organization.  To invite is to include. This is so significant...

On the major strategic issues in an organization, that which has
traditionally been the exclusive territory of senior management is now
extended to a much broader and diverse group...most especially to those
closest to the work.



That simple invitation connects directly to this core element of
psychological safety. By genuinely inviting and including you, the
organization is saying,

On Mon, Mar 19, 2018, 6:59 PM R Chaffe via OSList <
oslist@lists.openspacetech.org> wrote:

> Marai
>
> It is an insight that rings so true to me.  As we apply the technology or
> system called Open Space to real and pressing needs, the need for all to be
> psychologically safe is vital along with any other need that when met
> results in safety.  Maslow has clearly defined safety as the foundation and
> my personal experience confirms this as one of the “break through” (beyond
> the superficial, reaching into the core issues) conditions that allows the
> participants including the facilitator to participate and move into “real”
> issues and opportunities.  It is the time when we can be as one with the
> confidence and freedom to express our needs and ideas/ solutions.
>
> When the gathering’s participants are psychologically safe the gathered
> group is “open” and that is when the real work, discussion, decisions,
> commitments etc take place.  The “space” is primarily the physical area and
> then becomes the whole environment.  “Open Space”  takes on a new reality
> when one has the privilege of a gathering that is totally psychologically
> safe.  The facilitator has the task of assisting this to happen..  Open
> Space is such a simple statement and the facilitator must treat the meeting
>  with respect and a passion to do what ever is required to assist the
> participants to be psychologically safe so that hopes and dreams related to
> the issue that brought them together in the first place are expressed and
> transformed into the new reality.
>
> I wish I could join your discussion so I must participate on the side via
> the list.
> Regards
> Rob
>
> On 20 Mar 2018, at 5:02 am, Peggy Holman via OSList <
> oslist@lists.openspacetech.org> wrote:
>
> What a lovely question Marai!
>
> I can tell you that I fell in love with OST the first time I experienced
> it -- in 1996 -- because I saw something that I didn’t know was possible:
>
> The needs of individuals and the needs of the whole could both be met.
>
>
> Before then, I thought either one or the other is sacrificed. I now know
> that this experience of “differentiated wholeness" is an indicator of a
> transformation to an organization or community with a new story of who it
> is and who belongs. It makes room for more aspects of itself.
>
> OST creates the ground for individual expression, in which showing up
> authentically is valued (as opposed to a common, tragic, unspoken norm that
> we need to stay quiet in order to belong). In the process of being
> ourselves, people discover deeper connections to each other. And that
> causes a shift in the cultural story of who we are as a whole.
>
> In short, OST creates the space for the full voiced self, connection with
> others, and sense of being of a larger whole.
>
>
> Peggy
>
>
> 
> Peggy Holman
> Co-founder
> Journalism that Matters
> 15347 SE 49th Place
> Bellevue, WA  98006
> 206-948-0432
> www.journalismthatmatters.org
> www.peggyholman.com
> Twitter: @peggyholman
> JTM Twitter: @JTMStream
>
> Enjoy the award winning Engaging Emergence: Turning Upheaval into
> Opportunity 
>
>
>
> On Mar 19, 2018, at 10:40 AM, Marai Kiele via OSList <
> oslist@lists.openspacetech.org> wrote:
>
> Dear colleagues,
>
> Do you know what the core is, of what has drawn you to OST?
>
> Last year I came across a word that describes both, a phenomena I have
> experienced and cherished in OST as well as something that has turned out
> to be a key ingredient to successful teams:
>
> * Psychological Safety*
>
> The term was coined by Amy Edmondson, Novartis Professor of Leadership and
> Management, Harvard Business School.
>
> It is referred to in a study by Google, which they undertook to understand
> what distinguishes their successful teams from those who do so-so.
> Anyone interested in the subject… more here by Google:
>
> 

Re: [OSList] OST and what makes team work successful

[R Chaffe via OSList]

Marai

It is an insight that rings so true to me.  As we apply the technology or 
system called Open Space to real and pressing needs, the need for all to be 
psychologically safe is vital along with any other need that when met results 
in safety.  Maslow has clearly defined safety as the foundation and my personal 
experience confirms this as one of the “break through” (beyond the superficial, 
reaching into the core issues) conditions that allows the participants 
including the facilitator to participate and move into “real” issues and 
opportunities.  It is the time when we can be as one with the confidence and 
freedom to express our needs and ideas/ solutions.

When the gathering’s participants are psychologically safe the gathered group 
is “open” and that is when the real work, discussion, decisions, commitments 
etc take place.  The “space” is primarily the physical area and then becomes 
the whole environment.  “Open Space”  takes on a new reality when one has the 
privilege of a gathering that is totally psychologically safe.  The facilitator 
has the task of assisting this to happen..  Open Space is such a simple 
statement and the facilitator must treat the meeting  with respect and a 
passion to do what ever is required to assist the participants to be 
psychologically safe so that hopes and dreams related to the issue that brought 
them together in the first place are expressed and transformed into the new 
reality.

I wish I could join your discussion so I must participate on the side via the 
list.
Regards
Rob

> On 20 Mar 2018, at 5:02 am, Peggy Holman via OSList 
>  wrote:
> 
> What a lovely question Marai!
> 
> I can tell you that I fell in love with OST the first time I experienced it 
> -- in 1996 -- because I saw something that I didn’t know was possible:
> 
> The needs of individuals and the needs of the whole could both be met.
> 
> 
> Before then, I thought either one or the other is sacrificed. I now know that 
> this experience of “differentiated wholeness" is an indicator of a 
> transformation to an organization or community with a new story of who it is 
> and who belongs. It makes room for more aspects of itself. 
> 
> OST creates the ground for individual expression, in which showing up 
> authentically is valued (as opposed to a common, tragic, unspoken norm that 
> we need to stay quiet in order to belong). In the process of being ourselves, 
> people discover deeper connections to each other. And that causes a shift in 
> the cultural story of who we are as a whole. 
> 
> In short, OST creates the space for the full voiced self, connection with 
> others, and sense of being of a larger whole.
> 
> 
> Peggy
> 
> 
> 
> Peggy Holman
> Co-founder
> Journalism that Matters
> 15347 SE 49th Place
> Bellevue, WA  98006
> 206-948-0432
> www.journalismthatmatters.org
> www.peggyholman.com
> Twitter: @peggyholman
> JTM Twitter: @JTMStream
> 
> Enjoy the award winning Engaging Emergence: Turning Upheaval into Opportunity
> 
> 
> 
>> On Mar 19, 2018, at 10:40 AM, Marai Kiele via OSList 
>>  wrote:
>> 
>> Dear colleagues,
>> 
>> Do you know what the core is, of what has drawn you to OST?
>> 
>> Last year I came across a word that describes both, a phenomena I have 
>> experienced and cherished in OST as well as something that has turned out to 
>> be a key ingredient to successful teams:
>> 
>>  Psychological Safety
>> 
>> The term was coined by Amy Edmondson, Novartis Professor of Leadership and 
>> Management, Harvard Business School.
>> 
>> It is referred to in a study by Google, which they undertook to understand 
>> what distinguishes their successful teams from those who do so-so.
>> Anyone interested in the subject… more here by Google:
>> 
>>  https://www.youtube.com/watch?v=KZlSq_Hf08M
>> 
>> "Psychological Safety" means team members are safe to take risk and be 
>> vulnerable in front of others. They know it’s okay or even requested to 
>> speak up, disagree, admit mistakes, ask „stupid“ questions or share a crazy 
>> idea. All of this without the fear of loosing „belonging“ or lessen one's 
>> status within a group.
>> 
>> In the study this has proven to be by far the most important ingredient for 
>> successful team work, even more important than dependability, meaning, 
>> impact…
>> 
>> Years back, I found this beautifully described in other words by Tova 
>> Averbuch, in her TEDx talk „Opening Space to Collective Wisdom“ (hello Tova! 
>> :-) ) 
>> She opens with the words „To be or to belong“—a tension that I know very 
>> well: Being fully myself or belonging to a group seemed often in conflict. 
>> Especially during my time in the corporate world as a product manager. Tova 
>> describes how in OST she has found both together: „being AND belonging". As 
>> I have, too.
>> 
>> Back to my opening question: Do you know what the core is, of what has drawn 
>> you to 

Re: [OSList] OST and what makes team work successful

[Peggy Holman via OSList]

What a lovely question Marai!

I can tell you that I fell in love with OST the first time I experienced it -- 
in 1996 -- because I saw something that I didn’t know was possible:

The needs of individuals and the needs of the whole could both be met.


Before then, I thought either one or the other is sacrificed. I now know that 
this experience of “differentiated wholeness" is an indicator of a 
transformation to an organization or community with a new story of who it is 
and who belongs. It makes room for more aspects of itself. 

OST creates the ground for individual expression, in which showing up 
authentically is valued (as opposed to a common, tragic, unspoken norm that we 
need to stay quiet in order to belong). In the process of being ourselves, 
people discover deeper connections to each other. And that causes a shift in 
the cultural story of who we are as a whole. 

In short, OST creates the space for the full voiced self, connection with 
others, and sense of being of a larger whole.


Peggy



Peggy Holman
Co-founder
Journalism that Matters
15347 SE 49th Place
Bellevue, WA  98006
206-948-0432
www.journalismthatmatters.org
www.peggyholman.com
Twitter: @peggyholman
JTM Twitter: @JTMStream

Enjoy the award winning Engaging Emergence: Turning Upheaval into Opportunity 




> On Mar 19, 2018, at 10:40 AM, Marai Kiele via OSList 
>  wrote:
> 
> Dear colleagues,
> 
> Do you know what the core is, of what has drawn you to OST?
> 
> Last year I came across a word that describes both, a phenomena I have 
> experienced and cherished in OST as well as something that has turned out to 
> be a key ingredient to successful teams:
> 
>   Psychological Safety
> 
> The term was coined by Amy Edmondson, Novartis Professor of Leadership and 
> Management, Harvard Business School.
> 
> It is referred to in a study by Google, which they undertook to understand 
> what distinguishes their successful teams from those who do so-so.
> Anyone interested in the subject… more here by Google:
> 
>   https://www.youtube.com/watch?v=KZlSq_Hf08M 
> 
> 
> "Psychological Safety" means team members are safe to take risk and be 
> vulnerable in front of others. They know it’s okay or even requested to speak 
> up, disagree, admit mistakes, ask „stupid“ questions or share a crazy idea. 
> All of this without the fear of loosing „belonging“ or lessen one's status 
> within a group.
> 
> In the study this has proven to be by far the most important ingredient for 
> successful team work, even more important than dependability, meaning, impact…
> 
> Years back, I found this beautifully described in other words by Tova 
> Averbuch, in her TEDx talk „Opening Space to Collective Wisdom“ (hello Tova! 
> :-) ) 
> She opens with the words „To be or to belong“—a tension that I know very 
> well: Being fully myself or belonging to a group seemed often in conflict. 
> Especially during my time in the corporate world as a product manager. Tova 
> describes how in OST she has found both together: „being AND belonging". As I 
> have, too.
> 
> Back to my opening question: Do you know what the core is, of what has drawn 
> you to OST?
> 
> I have realised that the phrase „psychological safety“ describes that. That 
> which is at the core of what has drawn me to OST. Something I am dedicated to 
> since years. For myself and in creating spaces for others.
> 
> I am eager to explore this topic with others, both on this list as in real 
> time conversations. I’ll post a session in tomorrows „Tuesday Open Space 
> Hotline“. 
> Anyone else interested in this topic, please come to the OS Hotline OR write 
> on this list OR reach out to me directly.
> 
> From a sunny and cold evening in Bielefeld, Germany,
> Marai
> 
> https://about.me/maraikiele 
> 
> 
> ___
> OSList mailing list
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> To subscribe or manage your subscription click below:
> http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org
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[OSList] OST and what makes team work successful

[Marai Kiele via OSList]

Dear colleagues,

Do you know what the core is, of what has drawn you to OST?

Last year I came across a word that describes both, a phenomena I have 
experienced and cherished in OST as well as something that has turned out to be 
a key ingredient to successful teams:

Psychological Safety

The term was coined by Amy Edmondson, Novartis Professor of Leadership and 
Management, Harvard Business School.

It is referred to in a study by Google, which they undertook to understand what 
distinguishes their successful teams from those who do so-so.
Anyone interested in the subject… more here by Google:

https://www.youtube.com/watch?v=KZlSq_Hf08M

"Psychological Safety" means team members are safe to take risk and be 
vulnerable in front of others. They know it’s okay or even requested to speak 
up, disagree, admit mistakes, ask „stupid“ questions or share a crazy idea. All 
of this without the fear of loosing „belonging“ or lessen one's status within a 
group.

In the study this has proven to be by far the most important ingredient for 
successful team work, even more important than dependability, meaning, impact…

Years back, I found this beautifully described in other words by Tova Averbuch, 
in her TEDx talk „Opening Space to Collective Wisdom“ (hello Tova! :-) ) 
She opens with the words „To be or to belong“—a tension that I know very well: 
Being fully myself or belonging to a group seemed often in conflict. Especially 
during my time in the corporate world as a product manager. Tova describes how 
in OST she has found both together: „being AND belonging". As I have, too.

Back to my opening question: Do you know what the core is, of what has drawn 
you to OST?

I have realised that the phrase „psychological safety“ describes that. That 
which is at the core of what has drawn me to OST. Something I am dedicated to 
since years. For myself and in creating spaces for others.

I am eager to explore this topic with others, both on this list as in real time 
conversations. I’ll post a session in tomorrows „Tuesday Open Space Hotline“. 
Anyone else interested in this topic, please come to the OS Hotline OR write on 
this list OR reach out to me directly.

From a sunny and cold evening in Bielefeld, Germany,
Marai

https://about.me/maraikiele 


___
OSList mailing list
To post send emails to OSList@lists.openspacetech.org
To unsubscribe send an email to oslist-le...@lists.openspacetech.org
To subscribe or manage your subscription click below:
http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org
Past archives can be viewed here: 
http://www.mail-archive.com/oslist@lists.openspacetech.org