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Courage: Courage is sufficient to participate in openness, however participants may be motivated by other causes, such as: a condition of employment; direction from a supervisor; peer pressure; or, a hidden agenda—perhaps to influence (or sabotage) direction.
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| The willingness to proclaim oneself, or a project, |
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- Initial: An interest/desire has been expressed in being open or joining an open initiative
- Evidence: Artifacts citing the individual's interest in being open or joining an open initiative.
- Example: The individual has joined an open community of practice; the individual has written (documented) their interests in openness or an open community of practice.
- Repeatable: The individual understands and has expressed the values of openness.
- Evidence: Artifacts documenting the individual's descriptions of principles and practices commonly associated with openness.
- Examples: Wiki, blog posts or emails describing principles and practices commonly associated with openness.
- Defined: The benefit(s) of openness for the individual has been articulated.
- Evidence: Artifacts describing how open principles and practices contribute to an individual's body of work or a community of practice.
- Example: The individual has submitted for consideration a document describing the "benefits" of open source software in reducing costs or increasing quality.
- Managed: Expectations of openness for the individual have been established.
- Evidence: Artifacts describing how open principles and practices contribute to the individual's own body of work or interests.
- Example: Documentation describing how the individual can apply open principles and practices to their specific work/interests.
- Optimizing: The individual continually updates the previous.
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| title | Organizational Courage: |
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| The willingness to declare an organization or project open. |
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- Initial: An initial interest/desire has been expressed in being open or joining an open initiative.
- Repeatable: The organization understands and has expressed the value of openness.
- Defined: The benefit(s) of openness for the organization has been articulated.
- Managed: Expectations of openness for the organization has been established.
- Optimizing: The organization continually updates the previous.
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| icon | false |
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| title | What this organization might look like:... |
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The organization regularly and articulates the promise of openness, but does not allow those outside of the original founders or invited guests to participate. For example, a personal blog on openness. |
Participation: Participation is necessary in order to contribute. While there is no guarantee the contributions will be honest, one must participate in order to offer a honest contribution.
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| title | Individual Participation: |
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| Involvement with or within an organization that has identified itself to be open. |
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- Initial: The individual has publicly associated themselves with an organization.
- Evidence: Membership, attendance, presence within an open community of practice.
- Example: Signed up for SourceForge; attended a Moodle Conference; joined the Educause Openness CG ListServ.
- Repeatable: The individual engages consistently with the organization and consistently references their involvement.
- Evidence: Activity and interactivity within an open community of practice.
- Example: Facilitated a open community's conference session; engaged on the ListServ of an open community.
- Defined: The individual has established a specific role with or within the organization.
- Evidence: Participation is defined/confirmed as a standard business process.
- Example: The individual holds a recognized role within an open community of practice;
- Managed: The individual has undertaken specific responsibilities with the organization.
- Evidence: Participation is quantitatively managed in accordance with agreed-upon metrics.
- Optimizing: The individual assesses and validates/redefines their role and responsibilities in the organization.
- Evidence: Participation management includes deliberate participation optimization/improvement.
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| title | Organizational Participation: |
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| The willingness to invite and admit any individual or other organization to engage with the organization |
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- Initial: The organization has publicly declared anyone can engage with it.
- Repeatable: The organization engages consistently with any interested party, and consistently declares the ability for engagement of interested parties.
- Defined: the organization recognizes standard roles within the organization
- Managed: the organization has established responsibilities associated with roles.
- Optimizing: The individual assesses and validates/redefines their role and responsibilities in the organization.
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| title | What this organization might look like... |
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Honesty: Maturity in openness requires honesty and can only exist if it is present. Assessment and reflection Honesty requires sincerity, directness and specificity, where actions and statements are free from bias or dogma and motivated to achieve the goals and objectives of the initiative. Reflection (assessment) of one's ideas and self can only be genuine if one is honest.
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| Participants engage directly (i.e. straightforwardly), truthfully and authentically with the organization. |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| The organization engages directly (i.e. straightforwardly), truthfully and authentically with the participants. |
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- :
- Repeatable:
- Defined:
- Managed:
- Optimized:
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Reflection: Knowing one's limits or failures is fundamental to acknowledging them, however recognizing one's limitations does not mean one would admit to them or correct them.
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Humility accepts that current ideas, drivers, approaches, expectations, values might change and readily accepts those.
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| title | Individual: Participants reflect on, assess and reconsider, both their own and others, current and previous engagements |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| The Organization reflects on, assesses and reconsiders, both their own and others, current and previous engagements |
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Humility: Humility accepts that current ideas, drivers, approaches, expectations, values might change and readily accepts those.
Principles
Communication: Communication is necessary for transparency in openness. While some individuals/organizations may provide communication, this may be promotional, marketing or spin rather than actual policies, processes and practices. Yet in order for transparency to exist at all in openness, some form of communication must take place that conveys information and exposes organizational artifacts.
- Individual: "Participants actively share information with the organization"
- Organizational: "The organization actively shares information with the participants"
Transparency: Transparency, or access to and discover-ability, of information, contributes to the development of affinity groups (self-organizing, self-interested, self-motivated, self-directed). If an organization provides access to information, individuals can find topics of interest and others who share those interests. Groups cannot effectively organize or contribute without knowing organizational details.
- Individual: "Information created by or managed by participants is discoverable by the organization."
- Organizational: "Information created by or managed by the organization is discoverable by participants."
Self-organization: A group of at least two people is sufficient for collaboration in openness. However collaboration can occur outside of self-organizing groups, such as committees, departments, etc. who collaborate as part of their jobs or who may have been appointed, rather than based on an affinity for the topic.
Collaboration: Collaboration contributes to evidence-based decision-making but is not necessary. Individuals can use evidence in governance.
Evidence-based decision-making:
Meritocracy
Objectives
Simplicity
Emergence
Incremental Development
Rapid Feedback
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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Humility: The scope of competency and capacity.
| Expand |
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| title | Individual: The individual understands how they can--and cannot--contribute to a project and what that contribution provides them. |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Expand |
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| title | Organizational: The organization understands how it can--and cannot--contribute to an objective and what that contribution provides them. |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Info |
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| icon | false |
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| title | What this organization might look like... |
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Principles
Communication: Communication is necessary for transparency in openness. While some individuals/organizations may provide communication, this may be promotional, marketing or spin rather than actual policies, processes and practices. Yet in order for transparency to exist at all in openness, some form of communication must take place that conveys information and exposes organizational artifacts.
- Individual: "Participants actively share information with the organization"
- Organizational: "The organization actively shares information with the participants"
| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Info |
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| icon | false |
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| title | What this organization might look like... |
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Transparency: Transparency, or access to and discover-ability, of information, contributes to the development of affinity groups (self-organizing, self-interested, self-motivated, self-directed). If an organization provides access to information, individuals can find topics of interest and others who share those interests. Groups cannot effectively organize or contribute without knowing organizational details.
- Individual: "Information created by or managed by participants is discoverable by the organization."
- Organizational: "Information created by or managed by the organization is discoverable by participants."
| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Info |
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| icon | false |
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| title | What this organization might look like... |
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Self-organization: A group of at least two people is sufficient for collaboration in openness. However collaboration can occur outside of self-organizing groups, such as committees, departments, etc. who collaborate as part of their jobs or who may have been appointed, rather than based on an affinity for the topic.
| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Info |
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| icon | false |
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| title | What this organization might look like... |
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Collaboration: Collaboration contributes to evidence-based decision-making but is not necessary. Individuals can use evidence in governance.
| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Expand |
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- Initial:
- Repeatable:
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- Managed:
- Optimized:
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| Info |
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| icon | false |
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| title | What this organization might look like... |
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Evidence-based decision-making
| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Info |
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| icon | false |
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| title | What this organization might look like... |
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Meritocracy
| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Info |
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| icon | false |
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| title | What this organization might look like... |
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Objectives
Simplicity
| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Info |
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| icon | false |
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| title | What this organization might look like... |
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Emergence
| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Info |
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| icon | false |
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| title | What this organization might look like... |
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Incremental Development
| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Info |
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| icon | false |
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| title | What this organization might look like... |
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Rapid Feedback
| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Info |
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| icon | false |
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| title | What this organization might look like... |
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Continuous Feedback
| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Expand |
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- Initial:
- Repeatable:
- Defined:
- Managed:
- Optimized:
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| Info |
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| icon | false |
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| title | What this organization might look like... |
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1. Process Categories
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