Ventana software support forum

Posted: **Sun Apr 21, 2002 7:41 am**

In an attempt to have groups experience "systems thinking," we are planning
to have approx five groups of six individuals form a circle, and each group
will be given a number of "Koosh" balls. They will need to devise a plan to
circulate the balls within their group successfully. Next, we will ask two
groups two merge and circulate their balls successfully via their devised
pattern. Ultimately, one large group will emerge. At this point, several
koosh balls (approx. 30) will be put into the mix.

Each small group will be comprised of individuals from the criminal justice
system. The idea is to have these groups ultimately realize that its
critical that they share their knowledge via communication, cooperation, and
collaboration. I hope that an "after action reveiw" of this exercise will
lead to great insight into how this particular system can become more
wholistic with its processes.

Id appreciate any particular insights/guidance that one may have on this
exercise.
Thankyou,
John Eggers, Ph.D
Correctional Program Specialist
Department of Justice
National Institute of Corrections, Academy
Longmont, Co.
From: TGAEggers@aol.com

Posted: **Thu Apr 25, 2002 9:01 am**

John Eggers schrieb:

> In an attempt to have groups experience "systems thinking," we are planning
> to have approx five groups of six individuals form a circle, and each group
> will be given a number of "Koosh" balls. They will need to devise a plan to
> circulate the balls within their group successfully. Next, we will ask two
> groups two merge and circulate their balls successfully via their devised
> pattern. Ultimately, one large group will emerge. At this point, several
> koosh balls (approx. 30) will be put into the mix.

Hi John,

this certainly sounds like a fun and useful activity to me, however Im
not sure I understand it yet. For instance, what does "circulate" mean?
Does it simply mean the participants pass the balls to one another in
sequence? Since you start this activity in small groups, where ad hoc
communication can be really efficient, I dont imagine this to be a big
challenge for the groups. If this is the case, I can imagine them just
doing it and wondering whats special about it. When two groups come
together, I can then imagine one forceful individual being all thats
required for the two groups to concatenate their sequences into one long
one, again with little learning, and then the same thing being done in
the ever larger groups.

My immediate response is therefore that Ive probably misunderstood the
instructions. Is there some hindrance to the communication or to the
"circulating" that Ive missed?

Best wishes,
Niall Palfreyman.
From: Niall Palfreyman <niall.palfreyman@fh-weihenstephan.de>

Posted: **Thu Apr 25, 2002 9:29 pm**

Hello Niall:
Thank you for your response. You are correct in your thinking that
"circulate," means to pass the ball from person to person. The task is really
for the small groups to establish a "pattern," as to how they will circulate
the ball in their group initially; one ball per person (each individual can
only have one ball in their possession at a time) in the process of passing
the ball. So, does the thrower and catcher simply "keep an eye on each
other," (3 meter approach) or does everyone somehow keep an eye on the whole
process, while simultaneously keeping an eye on whos throwing the ball to
them and who they are throwing the ball to (10,000 meter approach). The idea
is that I want the groups and ultimately the one large group, to realize that
we as leaders must look at "structures, patterns, and events" within the
organization. Generally, small groups within the workplace (organizational
"shifts") often work well together on their shift, but when asked to "get out
of their silo," and go play with another silo, (another organizational shift)
challenges often occur. The organizational juggle can be viewed as a "simple
game," or by utilizing a potent "after action review," organizational
learning concepts may be realized perhaps. It is surprising that rarely do,
"forceful individuals" take over the process. For whatever reason, group
dynamics seem to prohibit that from happening. The debriefing (after action
review) attempts to "mine" how the overall group can transfer this experience
back to the workplace. We are adding elements of complexity to this exercise
which I hope will enhance learning. Thank you again.
John
From: TGAEggers@aol.com