Re: OST for Office Conflict. Yes or No?
Elwin: This is where I would have further conversation with the sponsor about the Open Space portion of the "training" particularly given the small size of the group. Has the "manager" (your client), made up his/her mind about the two employees. Is the manager open to hearing things that would change their mind? If not, I wouldn't want to Open the Space and the sponsor is not willing for it to be open. If the mind is made up, then it would set false expectations of the participants. If becoming a team of 6 is not possible, then putting forward the idea will impact the whole team, not just the two. If there is a possibility, then the OST might help it to happen or confirm that it cannot -- the truth will emerge (the dead moose). The sponsor needs to know this and make a tough decision if necessary. If the sponsor is unwilling to make tough decisions, then you've got more issues on your hands. As well, to what extent is the sponsor willing to allow the ideas that come forward to get applied/put into action. It that only his/her decision? Even with a tight timing, having some conversation with the sponsor about the realities of the event can help a good decision to emerge. Ultimately, the sponsor will hold the bag for creating false hopes or alienating other team members who end up staying. Just some thoughts off the top. Larry Larry Peterson Associates in Transformation Toronto, ON, Canada 416.653.4829 la...@spiritedorg.com www.spiritedorg.com * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist
Re: OST for Office Conflict. Yes or No?
I never quite ran into what you are confronting Elwin -- but close. Did an OS for the regional directors of a large non-profit. They all knew, but nobody told me, that THE issue was the Executive Director. Nice person but definitely time to GO. Needless to say, in Open Space everything hung out there. Got pretty exciting, but before we were through a group had called the Executive Dirtector. Never did find out how it all turned out, but the organization is still there and doing fine. Seemed to work its way through. Harrison Harrison Owen 7808 River Falls Dr. Potomac, MD 20854 USA 301-365-2093 207-763-3261 (summer) website www.openspaceworld.com Personal Website www.ho-image.com - Original Message - From: Joelle Lyons Everett To: osl...@listserv.boisestate.edu Sent: Thursday, August 31, 2006 12:15 AM Subject: Re: OST for Office Conflict. Yes or No? Elwin-- Paul and I opened space with a group who chose a similar theme to what you propose--we were gratified that many difficult topics were posted and discussed, including the difficult management style of a mid-level manager who had chosen not to be present. Lots of recommendations that pretty much demanded that the leadership team take action. You AND your sponsors will have to be prepared to be surprised. I believe that just creating an opportunity for subjects of choice to be talked about openly will make a difference. In another context, a key staff member resigned (to move to another city) the night before I facilitated an all-day meeting with the group. They decided to begin by developing hiring criteria for replacing the person who was leaving, and future new hires. The hour or two they spent on that conversation has proved to be a wonderful investment in their more-joyful future. Best of luck--I know that they called you on this assignment for good reason! Joelle * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist
Re: OST for Office Conflict. Yes or No?
Elwin-- Paul and I opened space with a group who chose a similar theme to what you propose--we were gratified that many difficult topics were posted and discussed, including the difficult management style of a mid-level manager who had chosen not to be present. Lots of recommendations that pretty much demanded that the leadership team take action. You AND your sponsors will have to be prepared to be surprised. I believe that just creating an opportunity for subjects of choice to be talked about openly will make a difference. In another context, a key staff member resigned (to move to another city) the night before I facilitated an all-day meeting with the group. They decided to begin by developing hiring criteria for replacing the person who was leaving, and future new hires. The hour or two they spent on that conversation has proved to be a wonderful investment in their more-joyful future. Best of luck--I know that they called you on this assignment for good reason! Joelle * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist
Re: OST for Office Conflict. Yes or No?
Elwin In my understanding, 'perfection' is the inclusion of 'imperfection'and sounds as though there's a bit of that here. and if this is truly their space, sponsored by 'the boss', then it's over to them Now that you know what the sponsor's real agenda is, any chance of creating a new and more authentic question? If the real agenda is included in the question, everyone might be surprised by what happens in the space...both the targeted (or maybe even scapegoated) employee and the new boss From afar (so much easier to suggest) - I'd seek to create the most authentic space possible for them to take responsibility for whatever happensif the sponsor is unwilling to reshape the 'invitation', I'd look to a different process. I too wish you well in the discernment. Brendan On the other hand this might be a perfect OST opportunity. * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist
Re: OST for Office Conflict. Yes or No?
Elwin-- A few years back before I knew about OS, I had a similar event. We had 10 or 12 employees and there was one bad boy--who happened to be the boyfriend of the mother of one of the owners of the business! We called a listening stick circle. I gave them some questions for warm up like "Tell us what you would do if you had a free day and money and freedom enough to do anything." Then after one or two of those we got into something along the lines of "How can we work better together?" It went around the circle with a mix of These are my best friends in the world, If there were a need in another department, I'd jump right in, and Well, if the boss asked me I would help out, but not on my own initiative. It came around to the bad boy near the end and he let it be known he didn't much care for the other folks. And they didn't act too upset by that. No blows, but people pretty much knew where everyone else stood. I called my client a week later and the bad boy had resigned his job. Not exactly Open Space, but not exactly a firing either. :- Doug. Germann What wants to happen in your communities? On Tue, 2006-08-29 at 14:31 -0700, Elwin and Joan wrote: > Dear Colleagues, > > A few days back, while I was on assignment in Ethiopia, a consulting > firm I have long association with emailed to say they needed me to > cover a 2 day management training and team building job with a US Gov’t > office in DC. > > Fair enough I thought. The consulting firm knows me well and our > history together has always been one of success. > > I asked for and received a Statement of Work (SOW) that was the usual > referencing of interactive approaches to building cooperation, respect > and a sense of teamwork. > > Based on the SOW, I wrote a proposal for a 1 1/2 day Open Space > conference with the theme, “Looking for Opportunities to Improve Our > Teamwork”. > > The proposal was accepted by the client. > > I am now Stateside. I just talked with the client and things look > pretty ugly. > > I now know the “real” interest in this exercise is to get rid of one > or two of the office employees. These two people are viewed by a new > management (my clients) as subversives, if not terrorists. The new boss > wants them “gone.” > > In 5 days I am scheduled to do this Open Space with six employees > including the boss. > > I am not at all reluctant to change my proposal and do my “hard hat” > management consultant routine. > > On the other hand this might be a perfect OST opportunity. > > What say you? > > eg > > > Elwin Guild > Future Development International > Baltimore > elwinandj...@yahoo.com > > * > * > == > osl...@listserv.boisestate.edu > -- > To subscribe, unsubscribe, change your options, > view the archives of osl...@listserv.boisestate.edu: > http://listserv.boisestate.edu/archives/oslist.html > > To learn about OpenSpaceEmailLists and OSLIST FAQs: > http://www.openspaceworld.org/oslist * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist
Re: OST for Office Conflict. Yes or No?
Hello Elwin, I have facilitated an Open Space where one of the resulting actions was a key person leaving a position of leadership and the group. I did not know about the conflict going into the os - I was actually filling in for Chris Weaver when a family need came up for him which conflicted with the scheduled os. The situation i was in seems different, but I'll offer my story: The group was a 12 member council putting together a conference in North Carolina called Earth Spirit Rising. I found out later - a year or two - that there were several people in the group who had done some pretty powerful group processes in their lifetimes, a real asset. One of the members, a man who had done a great deal of primary groundwork on the project and was deeply invested, was in conflict with some of the other members, and was having some personal issues to deal with on his own. Right from the beginning after opening the space the issue of the conflict between the man I mentioned and the group flared up. Some of the group wanted this man to leave, others had tacit support for him, and others wanted the best for the project and the conference, and the man was conflicted himself about whether he wanted to leave or not, but at the beginning was resisting being thrown out. Everyone turned to me to directly facilitate the conflict, and I told them that it was now there meeting, their passion, their responsibility to deal with the most pressing issues as adults. And I left the room, essentially opening more space. It was hard to leave the room and let them proceed without me, but it was the best thing I could have done. I returned after about an hour to see how they were doing. They survived, they self-organized. The man in the center of the conflict ended up deciding it was best for him and the group to leave the project. The group as a whole created and dealt with an exit plan/ transition strategy. And then a beautiful, powerful moment unfolded as the group designed a parting ritual that took place in the middle of the circle, with the man in the center surrounded in circle by the rest of the group. And they thanked him for his contribution and together they found healing. I don't know what will happen with your project, but I've found Open Space to provide a very powerful container for conflict, drama, passion and responsibility. So, whatever you decide to do, prepare to be surprised! with grace and love, Zelle Zelle Nelson Know Place Like Home/Engaging the Soul@Work/State of Grace Document www.knowplacelikehome.com www.engagingthesoulatwork.com www.stateofgracedocument.com ze...@knowplacelikehome.com work/home: (001) 828.693.0802 mobile: (001) 847.951.7030 Isle of Skye 2021 Greenville Hwy Flat Rock, NC 28731 USA On Aug 29, 2006, at 5:31 PM, Elwin and Joan wrote: Dear Colleagues, A few days back, while I was on assignment in Ethiopia, a consulting firm I have long association with emailed to say they needed me to cover a 2 day management training and team building job with a US Gov’t office in DC. Fair enough I thought. The consulting firm knows me well and our history together has always been one of success. I asked for and received a Statement of Work (SOW) that was the usual referencing of interactive approaches to building cooperation, respect and a sense of teamwork. Based on the SOW, I wrote a proposal for a 1 1/2 day Open Space conference with the theme, “Looking for Opportunities to Improve Our Teamwork”. The proposal was accepted by the client. I am now Stateside. I just talked with the client and things look pretty ugly. I now know the “real” interest in this exercise is to get rid of one or two of the office employees. These two people are viewed by a new management (my clients) as subversives, if not terrorists. The new boss wants them “gone.” In 5 days I am scheduled to do this Open Space with six employees including the boss. I am not at all reluctant to change my proposal and do my “hard hat” management consultant routine. On the other hand this might be a perfect OST opportunity. What say you? eg Elwin Guild Future Development International Baltimore elwinandj...@yahoo.com * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org
Re: OST for Office Conflict. Yes or No?
Dear Zelle, Brendan, Michael P., Chris, Kerry, Birgitt, Jaime and Michael H., Much love and thanks to each of you for the incredibly helpful comments, suggestions and questions you replied with. Your support represents the true nature of Open Space and warms my heart and feeds my Spirit. I am going full speed ahead with Open Space and have dropped the Team Building theme and replaced it with one that invites the participants to explore ways to bring joy and satisfaction to the workday! Ill let you know what happens. Be prepared to be.. aw you know the rest! :-) eg Elwin Guild Future Development International Baltimore --- Zelle Nelson wrote: > Hello Elwin, > > I have facilitated an Open Space where one of the resulting actions > was a key person leaving a position of leadership and the group. > > I did not know about the conflict going into the os - I was actually > > filling in for Chris Weaver when a family need came up for him which > > conflicted with the scheduled os. > > The situation i was in seems different, but I'll offer my story: > > The group was a 12 member council putting together a conference in > North Carolina called Earth Spirit Rising. I found out later - a year > > or two - that there were several people in the group who had done > some pretty powerful group processes in their lifetimes, a real > asset. One of the members, a man who had done a great deal of primary > > groundwork on the project and was deeply invested, was in conflict > with some of the other members, and was having some personal issues > to deal with on his own. > > Right from the beginning after opening the space the issue of the > conflict between the man I mentioned and the group flared up. Some of > > the group wanted this man to leave, others had tacit support for him, > > and others wanted the best for the project and the conference, and > the man was conflicted himself about whether he wanted to leave or > not, but at the beginning was resisting being thrown out. Everyone > turned to me to directly facilitate the conflict, and I told them > that it was now there meeting, their passion, their responsibility to > > deal with the most pressing issues as adults. And I left the room, > essentially opening more space. > > It was hard to leave the room and let them proceed without me, but it > > was the best thing I could have done. > > I returned after about an hour to see how they were doing. They > survived, they self-organized. The man in the center of the conflict > > ended up deciding it was best for him and the group to leave the > project. The group as a whole created and dealt with an exit plan/ > transition strategy. > > And then a beautiful, powerful moment unfolded as the group designed > > a parting ritual that took place in the middle of the circle, with > the man in the center surrounded in circle by the rest of the group. > > And they thanked him for his contribution and together they found > healing. > > I don't know what will happen with your project, but I've found Open > > Space to provide a very powerful container for conflict, drama, > passion and responsibility. > > So, whatever you decide to do, prepare to be surprised! > > with grace and love, > > Zelle > > Zelle Nelson > Know Place Like Home/Engaging the Soul@Work/State of Grace Document > > www.knowplacelikehome.com > www.engagingthesoulatwork.com > www.stateofgracedocument.com > > ze...@knowplacelikehome.com > > work/home: (001) 828.693.0802 > mobile: (001) 847.951.7030 > > Isle of Skye > 2021 Greenville Hwy > Flat Rock, NC 28731 > USA > > > > > > > On Aug 29, 2006, at 5:31 PM, Elwin and Joan wrote: > > > Dear Colleagues, > > > > A few days back, while I was on assignment in Ethiopia, a > consulting > > firm I have long association with emailed to say they needed me to > > cover a 2 day management training and team building job with a US > > Govt > > office in DC. > > > > Fair enough I thought. The consulting firm knows me well and our > > history together has always been one of success. > > > > I asked for and received a Statement of Work (SOW) that was the > usual > > referencing of interactive approaches to building cooperation, > respect > > and a sense of teamwork. > > > > Based on the SOW, I wrote a proposal for a 1 1/2 day Open Space > > conference with the theme, Looking for Opportunities to Improve > Our > > Teamwork. > > > > The proposal was accepted by the client. > > > > I am now Stateside. I just talked with the client and things look > > pretty ugly. > > > > I now know the real interest in this exercise is to get rid of > one > > or two of the office employees. These two people are viewed by a > new > > management (my clients) as subversives, if not terrorists. The new > > > boss > > wants them gone. > > > > In 5 days I am scheduled to do this Open Space with six employees > > including the boss. > > > > I am not at
Re: OST for Office Conflict. Yes or No?
Dear eg, seems a wonderfult ost-gathering opportunity. Especially, if some of the preconditions for open space were looked at once before the event: -high complexity, that appears to be in place -diversity, that seems to need expansion -urgency and open question, that appears ok, hidden agendas are always there -conflict, plenty, so that seems fine Diversity, from where I stand, also has to do with getting "the whole system" into the room. In the "planning sessions" which I pretty much insist on having with a client I ask "Who all needs to be invited to the meeting so that what we hope for as an outcome under the heading we have chosen actually can be worked on productively"...that often expands diversity and gets more of the system together. Lets hear how it went Greetings from Berlin mmp Elwin and Joan wrote: Dear Colleagues, A few days back, while I was on assignment in Ethiopia, a consulting firm I have long association with emailed to say they needed me to cover a 2 day management training and team building job with a US Gov’t office in DC. Fair enough I thought. The consulting firm knows me well and our history together has always been one of success. I asked for and received a Statement of Work (SOW) that was the usual referencing of interactive approaches to building cooperation, respect and a sense of teamwork. Based on the SOW, I wrote a proposal for a 1 1/2 day Open Space conference with the theme, “Looking for Opportunities to Improve Our Teamwork”. The proposal was accepted by the client. I am now Stateside. I just talked with the client and things look pretty ugly. I now know the “real” interest in this exercise is to get rid of one or two of the office employees. These two people are viewed by a new management (my clients) as subversives, if not terrorists. The new boss wants them “gone.” In 5 days I am scheduled to do this Open Space with six employees including the boss. I am not at all reluctant to change my proposal and do my “hard hat” management consultant routine. On the other hand this might be a perfect OST opportunity. What say you? eg Elwin Guild Future Development International Baltimore elwinandj...@yahoo.com * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist
Re: OST for Office Conflict. Yes or No?
Elwin Well, well, I wondered why they asked you, an old hand at group work in far flung places, to do one on your doorstep. Guess you have two choices: First, refuse to facilitate on principle that it perverts the spirit of Open Space with a hidden agenda; or second, do it. If you do it, is there any possibility you have made the wrong assumption about the sponsor? Is there a chance the sponsor might be undone during the process and be thwarted? Might other people defend the potential victims? Who knows what might happen. On the other hand, the process could be used to keep everyone in line in the future. Looks like a gamble either way. At least the event might bring everything into the open. Anyway, the sponsor would try and do what they wanted behind the scenes. Please let us know what you do about this dilemma and especially what happens Good luck! . All the very best Kerry Edinburgh * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist
Re: OST for Office Conflict. Yes or No?
Tricky and not much to add to what others have said except to wonder why these two HAVEN'T been fired yet, and what is stopping that from happening? If it was me, I'd probably opt to take a strong recommednation that we figure out together how to have the real conversation. Discerning what that truth is is a tricky proposition, but it sounds like there is another conversation to be had, otherwise the firings would have already happened. Hard to speculate, from afar, but those are a couple of thoughts. Good luck with your decision. Chris On 8/29/06, kerry napuk wrote: Elwin Well, well, I wondered why they asked you, an old hand at group work in far flung places, to do one on your doorstep. Guess you have two choices: First, refuse to facilitate on principle that it perverts the spirit of Open Space with a hidden agenda; or second, do it. If you do it, is there any possibility you have made the wrong assumption about the sponsor? Is there a chance the sponsor might be undone during the process and be thwarted? Might other people defend the potential victims? Who knows what might happen. On the other hand, the process could be used to keep everyone in line in the future. Looks like a gamble either way. At least the event might bring everything into the open. Anyway, the sponsor would try and do what they wanted behind the scenes. Please let us know what you do about this dilemma and especially what happens Good luck! . All the very best Kerry Edinburgh * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist -- CHRIS CORRIGAN Consultation - Facilitation Open Space Technology Join us for the Art of Hosting Meaningful Conversations training, September 24-27, Bowen Island, BC: http://www.chriscorrigan.com/wiki/pmwiki.php?n=Main.ArtOfHosting Weblog: http://www.chriscorrigan.com/parkinglot Site: http://www.chriscorrigan.com Open Space Resources: http://tinyurl.com/r94tj * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist
Re: OST for Office Conflict. Yes or No?
Elwin, This sounds to me like something requiring some quiet reflection time by yourself, listening to your inner wisdom. It is an ethical matter and only you can know what it is that is right for you. Birgitt Williams -Original Message- From: OSLIST [mailto:osl...@listserv.boisestate.edu] On Behalf Of Elwin and Joan Sent: Tuesday, August 29, 2006 5:31 PM To: osl...@listserv.boisestate.edu Subject: OST for Office Conflict. Yes or No? Dear Colleagues, A few days back, while I was on assignment in Ethiopia, a consulting firm I have long association with emailed to say they needed me to cover a 2 day management training and team building job with a US Gov’t office in DC. Fair enough I thought. The consulting firm knows me well and our history together has always been one of success. I asked for and received a Statement of Work (SOW) that was the usual referencing of interactive approaches to building cooperation, respect and a sense of teamwork. Based on the SOW, I wrote a proposal for a 1 1/2 day Open Space conference with the theme, “Looking for Opportunities to Improve Our Teamwork”. The proposal was accepted by the client. I am now Stateside. I just talked with the client and things look pretty ugly. I now know the “real” interest in this exercise is to get rid of one or two of the office employees. These two people are viewed by a new management (my clients) as subversives, if not terrorists. The new boss wants them “gone.” In 5 days I am scheduled to do this Open Space with six employees including the boss. I am not at all reluctant to change my proposal and do my “hard hat” management consultant routine. On the other hand this might be a perfect OST opportunity. What say you? eg Elwin Guild Future Development International Baltimore elwinandj...@yahoo.com * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist -- No virus found in this incoming message. Checked by AVG Free Edition. Version: 7.1.405 / Virus Database: 268.11.7/432 - Release Date: 8/29/2006 -- No virus found in this outgoing message. Checked by AVG Free Edition. Version: 7.1.405 / Virus Database: 268.11.7/432 - Release Date: 8/29/2006 * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist
Re: OST for Office Conflict. Yes or No?
Hello Elwin, It is a nice opportunity to give my perspective about this seems-to-meet-in-conflict OS gathering. Few months ago I faced a similar situation when a company called me for carrying out a needs assessment job for designing a program to improve the team working environment. What I did not know was that the manager was wanting to fire two workers; one of them was his assistant manager who happened to be on vacation at the moment of the diagnosis. It is my guess the boss's desire is to put the 2 person "in evidence" perhaps on their attitude towards working as a team or on some other similar aspect. This is an everyday situation in South America. Some questions came to my mind i.e. why did this office choose a training event/conference to have or to look for a reason? Why did the new boss (or someone else) give you this information? What are his/her expectations about the event, the outcome and your performance? How is he/she going to relate your conference/outcome with having these 2 person gone? Are you going to be used by the boss? Perhaps you would not want to know the answers… I work consistently on Human Relations and make an extensive use of Transactional Analysis tools. If you have a chance, take a look to Eric Berne's *Games People Play*. One of these games is one called "got you damn it!" or something like that; when someone with power (the pursuer) gives confidence and a sense of trust to a subordinate (the victim) so this person acts freely and according to his/her own convictions just to provide the necessary evidence for not so evident pursuer's purposes. The triangle is completed by the rescuer/savior (perhaps you) and in some instances the pursuer turns against the savior if things do not go as desired. Did you find something similar to your situation? In fact Open Space gives the perfect setting; *be prepared to be surprised*and take care to warn everybody about this (including yourself). Good luck! Jaime * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist
Re: OST for Office Conflict. Yes or No?
wow. guess you'll earn your fee on this one, elwin. my two (or three) cents... first, i'm not sure how having an open space meeting will advance the outing of this/these folks. i can imagine that they could convene a meeting on the "future" and not invite them. i can imagine letting them go, and then having the meeting to get on with life and work. but i can't yet figure how the exiting would be accomplished *in* or by the open space. i can imagine how the might leave as the result of any number of outcomes in the meeting, but i can't see how the meeting in open space could be made to *cause* the desired departures. closest i can come is that everybody has to sign up for actions at the end and the targets don't follow through, thus marking themselves for the boot. of course, this only works if everybody else does accomplish their things... and it seems that nothing is ever as clean and clear as "i did all my actions and you did none of yours." so even this scenario seems no better than where they must already be. next, i wonder if there are any conditions under which the mgmt would be glad (or willing) to have them stay. if so, then seems best to name those and see if folks will step up. of course, if there is no possibility of trust, your terrorist comment, then i don't suppose any promises would be accepted. if there are absolutely no conditions that redeem the situation for six, then maybe best to get on with the ones they really want to work with. then again, if these one or two can't be cut directly and immediately, then for now, they are *in*. the place does still have some future and there is still some question about how that future will unfold, and probably some things the mgmt wants to pull out of the brains of these two. may be that there are some things these two still want to say or try or finish in the story. so if they can't be cut now, then they're in, and the whole gang goes forward to see what kind of surprises might show up. seems to me that rules are same as ever, just harder to follow. tell all the truth they can up front, about past disputes, current preferences, differences of opinion, conditions for employment, whatever... and then lay it all on the line, er.. wall. and see what teh future brings. even better if there is some common ground of 'respect' or 'peace' or 'good relations' or some common ground of 'grace' that everyone wishes to maintain... some version of "looking for future that is best for each individual, the whole of the organization, and all the people it might serve." go for it? m On 8/29/06, Elwin and Joan wrote: Dear Colleagues, A few days back, while I was on assignment in Ethiopia, a consulting firm I have long association with emailed to say they needed me to cover a 2 day management training and team building job with a US Gov't office in DC. Fair enough I thought. The consulting firm knows me well and our history together has always been one of success. I asked for and received a Statement of Work (SOW) that was the usual referencing of interactive approaches to building cooperation, respect and a sense of teamwork. Based on the SOW, I wrote a proposal for a 1 1/2 day Open Space conference with the theme, "Looking for Opportunities to Improve Our Teamwork". The proposal was accepted by the client. I am now Stateside. I just talked with the client and things look pretty ugly. I now know the "real" interest in this exercise is to get rid of one or two of the office employees. These two people are viewed by a new management (my clients) as subversives, if not terrorists. The new boss wants them "gone." In 5 days I am scheduled to do this Open Space with six employees including the boss. I am not at all reluctant to change my proposal and do my "hard hat" management consultant routine. On the other hand this might be a perfect OST opportunity. What say you? eg Elwin Guild Future Development International Baltimore elwinandj...@yahoo.com * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists and OSLIST FAQs: http://www.openspaceworld.org/oslist -- Michael Herman Michael Herman Associates 300 West North Ave #1105 Chicago IL 60610 USA Phone: 312-280-7838 mich...@michaelherman.com skype: globalchicago http://www.michaelherman.com http://www.openspaceworld.org Inviting Leadership ...getting the most important things done in the easiest possible ways. * * == osl...@listserv.boisestate.edu -- To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu: http://listserv.boisestate.edu/archives/oslist.html To learn about OpenSpaceEmailLists an
