Participants:Eddie Palmer, Inge Struck Jorgersen
Summary of the meeting:How to prepare people to do the work afterwards, how to encourage dialogue afterwards, if that' s what people want? How to be prepared to set aside time for doing the work after? To set aside time for action planning? How to engage managers in a work that they could experience as a threat to their normal ways?
Eddie: Th3 city council dept of Glasgow which cares for museums and art galleries has used OS for over 4 years for a variety of topics. The manager in charge has the following quealities:
has a vision
She can communicate with her staff
keeps hands off and allows people to get on with their work
she recruites good people with imagination
she takes risks
prepared to use OST for long term projects
prepared to face up to unwilling staff and the unions
the topics covered have included:
what do our customers think of us
how can we improve our services
how con our facilities be more userfriendly
what is the role of the public and volunteers in helping us.
Inge: We talked about the important role of @fire souls@ and that they need support form colleagues a n d formal leaders and unions and that is not always the case.
In the talk with the sponsors make them aware that some of their staff might leave the job and they might get problems with the unions. THey must be aware of givens, restrcitions or opening the space even more. Make it open in the opening.
In a debreif meeting sometimes I'll talk to clients about what it all means and then we'll start in on writing the next invitation. If the work in the organization can be supported with a pracitice workshop, then OIST finds a home within the Org, and people can continue to extend the work themselves. -- ChrisCorrigan