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Also, looking again at emm and Ken's comment above- going to enter those process categories at least preliminarily into the above doc.

Values

Courage: Initial, Repeatable, Defined, Managed, OptimizingCourage 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.

• Individual Courage: "The willingness to proclaim oneself or a project 'open.'"
  • Initial: An interest/desire has been expressed in being open or joining an open initiative.
  • Repeatable: The individual understands and has expressed the value of openness.
  • Defined: The benefit(s) of openness for the individual has been articulated.
  • Managed: Expectations of openness for the individual have been established.
  • Optimizing: The individual continually updates the previous.
• Organizational Courage: "The willingness to declare an organization or project open."
  • 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.

ParticipationParticipation: 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.

• Individual Participation: "The active involvement with or within an organization that has identified itself to be open."
  • Initial: The individual has publicly associated themselves with an organization.
  • Repeatable: The individual engages consistently with the organization and consistently references their involvement.
    (Participation is at least documented sufficiently such that repeating the same steps may be attempted)
  • Defined: The individual has established a specific role with or within the organization.
    (Participation is defined/confirmed as a standard business process)
  • Managed: The individual has undertaken specific responsibilities with the organization.
    (Participation is quantitatively managed in accordance with agreed-upon metrics)
  • Optimizing: The individual assesses and validates/redefines their role and responsibilities in the organization.
    (Participation management includes deliberate participation optimization/improvement)
• Organizational Participation: "The willingness to invite and admit any individual or other organization to engage with the organization"
  
  • 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.

Honesty: Maturity in openness requires honesty and can only exist if it is present. Assessment and reflection of one's ideas and self can only be genuine if one is honest.

• Individual: "Participants engage directly (i.e. straightforwardly), truthfully and authentically with the organization."
• Organizational: "The organization engages directly (i.e. straightforwardly), truthfully and authentically with the participants."

Maturity: Maturity is sufficient to evoke humility. 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.

• Individual: "Participants reflect on, assess and reconsider, both their own and others, current and previous engagements"
• Organizational: "The Organization reflects on, assesses and reconsiders, both their own and others, current and previous engagements"

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.

• Individual:
• Organization:

Collaboration: Collaboration contributes to evidence-based decision-making but is not necessary. Individuals can use evidence in governance.

Evidence-based decision-making:

Meritocracy

1. Process Categories

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