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WIKI: Open-space technology

WIKI: Open-space technology
Open Space Technology (OST) is an approach to purpose-driven leadership,[1] including a way for hosting meetings, conferences, corporate-style retreats, symposiums, and community summit events, focused on a specific and important purpose or task — but beginning without any formal agenda, beyond the overall purpose or theme. Self-organization[edit] Seen by proponents as especially scalable and adaptable, the OST event format has been used in meetings of 5 to 2,100 people (in self-discovery work for smaller groups or even individuals[2]). The approach is characterized by a few basic mechanisms: The approach is most distinctive for its initial lack of an agenda, which sets the stage for the meeting's participants to create the agenda for themselves, in the first 30–90 minutes of the meeting or event. Typically, an "open space" meeting will begin with short introductions by the sponsor and usually a single facilitator. Origin and ownership[edit] Outcomes[edit] Ideal initial conditions[edit]

Related:  El Camino de la Transición

Four stages of competence In psychology, the four stages of competence, or the "conscious competence" learning model, relates to the psychological states involved in the process of progressing from incompetence to competence in a skill. History[edit] The Four Stages of Learning provides a model for learning. It suggests that individuals are initially unaware of how little they know, or unconscious of their incompetence. As they recognize their incompetence, they consciously acquire a skill, then consciously use it.

Process and Spot Writing Wednesdays By Steven Pressfield | Published: August 6, 2014 Boredom alert: this post is about golf. Rory takes home the claret jug inviting faster, easier organization – everywhere For many, Open Space has been a daring and marvelous exploration of the vastness and the urgency of personal and organizational transformation. For others, it’s just an exceedingly effective, and efficient, meeting methodology. Welcome to a slice of all of that… Join us for Open Space on Open Space practitioner conference events in Manila, Philippines, November 9-12, 2016! After thirty years and literally millions of invitations and actions, small meetings and large events, conversations and publications, organizations and adaptations – in more than 140 countries – the Open Space story can get a bit messy. There is no overarching Open Space organization, no patent or trademark, and no global marketing budget: just lots of good people, active practice and shared stories.

WEB - OPEN SPACE - TRANSITION NETWORK Belief in external experts and our dependence on their telling us what to do next has become commonplace. However, much of what we need is around us. We need ways to unlock the knowledge and ideas of our community. Two approaches often used by Transition groups are World Café and Open Space. Dunning–Kruger effect The Dunning–Kruger effect is a cognitive bias in which low-ability individuals suffer from illusory superiority, mistakenly assessing their ability as much higher than it really is. Psychologists David Dunning and Justin Kruger attributed this bias to a metacognitive incapacity, on the part of those with low ability, to recognize their ineptitude and evaluate their competence accurately. Their research also suggests corollaries: high-ability individuals may underestimate their relative competence and may erroneously assume that tasks which are easy for them are also easy for others.[1] Dunning and Kruger have postulated that the effect is the result of internal illusion in those of low ability and external misperception in those of high ability: "The miscalibration of the incompetent stems from an error about the self, whereas the miscalibration of the highly competent stems from an error about others."[1]

Teachers practice ‘law of two feet’ at ‘unconference’ in East Helena Teachers from across western Montana spent Thursday discussing topics to improve classrooms during the coming school year. But they weren’t listening to a lecture or hearing from an out-of-state expert — they were learning from each other. When teachers arrived Thursday morning at the “unconference,” called Ed Camp MT, no one knew what they were going to learn because the attendees were responsible for picking the topics. “People can say what they want to learn about, and they learn exactly what they need,” organizer Chris Dexter said.

The evolving Transition ingredients card game At my workshop at the Transition Network conference I tried out a new teaching tool for Transition initiatives, a deck of cards designed around the ‘Ingredients of Transition’, as set out in the forthcoming ‘The Transition Companion’. On one side of the cards is a photo that captures the spirit of the ingredient and its name, and on the other side is the problem the ingredient is a response to and the solution it represents. Here, for example, are both sides of the ‘Coming together as groups’. Herzberg's Motivators and Hygiene Factors - Team Management Training from MindTools Learn How to Motivate Your Team Hygiene factors are not the same as motivators! © iStockphoto/Feverpitched What do people want from their jobs? Do they want just a higher salary?

What is an unconference? The idea for an unconference came while sitting in the audience of a panel discussion at a conference, waiting for someone to say something intelligent, or not self-serving, or not mind-numbingly boring. The idea came while listening to someone drone endlessly through PowerPoint slides, nodding off, or (in later years) checking email, or posting something to my blog, wondering if it had to be so mind-numbingly boring. A fundamental law? This observation may turn out to be the Fundamental Law of Conventional Conferences. How Good are Your Motivation Skills? - Team Management Training from MindTools Discover Key Factors for Building a Motivated Team Motivate your team for real success! © iStockphoto

Forming, Storming, Norming and Performing - Leadership skills from MindTools Understanding the Stages of Team Formation Learn how to use Bruce Tuckman's simple model to help your new team become effective quickly. You can't expect a new team to perform well when it first comes together. Book: Timeline (about Vision) As people around the world experiment with the Transition Model and apply it to all sorts of different types of communities, we're seeing the knowledge base expand significantly. And as Transition Initiatives get further into the work of transforming their communities, the specialist groups are learning more about relocalised responses in the fields of energy, local government, food, housing, business, economics and beyond. In order to distill the learnings from all these projects and experiments, we're producing a number of books in partnership with Green Books:

Backcasting Backcasting is straightforward and follows naturally from visioning (Starting out; 7). I’m sure it has been around for a while, but I first heard of it in Natural Step for Communities: How cities and towns can change to sustainable practices by Sarah James and Torbjorn Lahti. They recommend visioning a desirable future and then working backwards. For example, if by 2018, 50 per cent of new buildings in a community are to be built to Passivhaus standard, using 80 per cent local materials, backcasting identifies what new infrastructure, what training and what skills would need to be in place by when.