Frameworks September 01, 2021 Framework

OSG Method for Learning Communities: A Systematic Approach to Sustainable Knowledge Transmission

A Pre-Generative AI Era Framework (2018-2022)

This framework represents work developed during the pre-generative AI era (2018-2022), when learning communities relied primarily on human-to-human transmission without widespread AI assistance. As such, it emphasizes low-tech, systematic approaches to community development that remain valuable foundations for any learning ecosystem.

While this methodology focuses on purely human systems, future iterations will need to integrate supermind dynamics (human-AI collaborative intelligence), collective intelligence augmentation, and AI-enhanced transmission capabilities. The principles outlined here provide a solid foundation upon which AI-augmented learning communities can be built.

This document serves as both historical reference and practical toolkit—demonstrating how systematic improvement was achievable even without advanced AI tools, while establishing frameworks that can evolve with technological capabilities.

The Opportunity for Systematic Improvement

Learning communities represent one of the most promising approaches to organizational development. When they thrive, they create belonging, drive innovation, and preserve institutional knowledge. Yet many communities face predictable challenges: declining participation, budget pressures, member burnout, and passive spectatorship.

Rather than viewing these as inevitable failures, we can approach them as systematic opportunities for improvement. The Open Serious Game (OSG) method offers a structured way to enhance three critical dimensions of community learning: the value of transmissions, the transmitting power of members, and the transmissibility of content.

This isn’t about replacing what works—it’s about systematically strengthening what already exists.

Understanding the Learning Community Landscape

The Promise and the Challenge

In many organizations, learning communities serve as:

• Belonging catalysts: Creating cultural cohesion and connection
• Innovation engines: Fostering cross-pollination of ideas
• Knowledge repositories: Preserving and sharing institutional wisdom
• Development pathways: Supporting internal mobility and growth

Yet common patterns emerge that limit their potential:

Challenge Pattern	Typical Manifestation	System Impact
Engagement Decay	Initial excitement → Routine participation → Gradual dropout	Unsustainable growth
Expertise Bottlenecks	Same people always presenting/facilitating	Limited scalability
Content Stagnation	Knowledge stays with original creator	Poor knowledge transfer
Value Invisibility	Great activities with unclear organizational impact	Budget vulnerability

The OSG Method: Three Pillars of Systematic Improvement

The OSG approach organizes enhancement efforts around three interconnected pillars:

📈 VALUE of Transmissions + ⚡ TRANSMITTING Power + 🔁 TRANSMISSIBLE Content
                                    ↓
                        🌐 Sustainable Learning Ecosystem

Core Philosophy

1. Value-focused: Prioritize content that creates measurable impact
2. Everyone transmits: Design systems where all members can contribute
3. Viral design: Create content that travels effectively peer-to-peer

This approach emerged from the OpenSeriousGame movement and has been refined through application in corporate training, knowledge management, coaching, and organizational learning contexts.

Pillar I: Enhancing the VALUE of Transmissions 💎

The Challenge: “We do great things but can’t prove their value”

Many learning communities create genuine value that remains invisible to stakeholders. When sponsors can’t see clear returns, they may withdraw support—even if participants love the activities.

The OSG Response: Value Visibility Framework

Community Sustainability = Objectives × Real Value × Promotion

Component	Description	Implementation
Objectives (O)	Alignment with organizational strategic goals	Co-create value statements with sponsors
Value (V)	Measurable usefulness and satisfaction	Dual feedback: immediate + application follow-up
Promotion (P)	Visibility to key stakeholders	Package and share value stories systematically

Practical Implementation Tools

1. The Transmission Charter

A simple agreement that clarifies expectations between transmitters and receivers:

Transmitter Commits To:

• Clear learning objectives for each session
• Practical application opportunities
• Follow-up support for implementation

Receiver Commits To:

• Active participation during session
• Attempt real-world application
• Feedback on results and challenges

2. Dual Feedback System

Immediate Feedback (End of session):

• Satisfaction rating
• Key insights captured
• Commitment to application

Application Feedback (2-4 weeks later):

• What was actually implemented
• Results achieved
• Remaining challenges
• Suggestions for improvement

3. Value Packaging Workflow

Raw Feedback → Impact Analysis → Story Development → Stakeholder Communication

Template for Value Stories:

• Context: What challenge/opportunity was addressed
• Intervention: What learning experience was provided
• Evidence: Quantitative and qualitative results
• Impact: Organizational benefit achieved

Success Story: The Agile Coaches’ Turnaround

A team of agile coaches in a large technology company ran workshops that consistently received high participant ratings. However, executive leadership questioned the budget allocation during a cost review.

The Challenge: Great participant feedback but unclear organizational value.

OSG Intervention:

1. Objectives Alignment: Mapped workshop content to company’s digital transformation goals
2. Value Measurement: Implemented dual feedback system tracking both satisfaction and team performance improvements
3. Impact Documentation: Created monthly “transformation stories” with specific metrics (velocity improvements, defect reduction, team satisfaction)
4. Stakeholder Communication: Developed visual dashboards showing correlation between coaching activities and business outcomes

Results: Not only was funding maintained, but the program received 40% budget increase and expansion to three additional business units.

Pillar II: Empowering Members to TRANSMIT ⚡

The Challenge: “It’s always the same people sharing”

Communities often stagnate when knowledge-sharing concentrates among a few active members, while others feel unqualified or unable to contribute.

The OSG Response: Transmission Capacity Framework

Quantity of Transmission = Will × Skills × Opportunities

Factor	Description	Enhancement Strategies
Will (W)	Motivation derived from alignment and purpose	Ikigai mapping, role flexibility
Skills (S)	Capability to share knowledge effectively	Progressive skill building, co-facilitation
Opportunities (O)	Available formats and occasions for transmission	Diverse formats, accessibility options

Evaluating and Enhancing Will to Transmit

The Alignment Assessment

Use Ikigai-inspired mapping to understand member motivation:

💗 What they LOVE → Personal passion and energy
🛠️ What they're GOOD AT → Existing capabilities and expertise  
🏠 What's USEFUL → Practical value to community
⭐ What creates ORGANIZATIONAL VALUE → Strategic contribution

Sweet Spot: Content areas where all four factors align create the highest transmission motivation.

Success Story: Marilyn’s Journey Back

Marilyn was a committed member of her company’s sustainability community. She loved the environmental mission and valued the relationships, but faced a growing challenge: meetings conflicted with her project deadlines, and she felt she had nothing new to contribute compared to the environmental engineers on the team.

The Problem: Misalignment between contribution expectations and member reality.

OSG Intervention:

1. Listening Sessions: Conducted exit interviews with former members, revealing a pattern of “guilty departure”
2. Role Redesign: Created flexible contribution pathways including “content curator,” “connection facilitator,” and “experience synthesizer”
3. Value Recognition: Highlighted different types of expertise (Marilyn’s project management experience was valuable for sustainability initiatives)
4. Accessibility Improvements: Offered multiple participation formats including asynchronous contributions

Results: Marilyn returned and became a “sustainability project connector,” helping link environmental initiatives with operational teams. Membership retention increased 60%.

The Role Progression System

Rather than expecting immediate high-level contribution, OSG uses structured progression:

Level	Role Name	Skill Development Focus	Time Commitment
1	🧐 Curious	Exploration and feedback	Minimal - as available
2	🎮 Player	Active participation	Low - event attendance
3	🔍 Explorer	Opportunity identification	Medium - organizing sessions
4	🤝 Co-Animator	Supported facilitation	Medium - co-leading events
5	🎤 Animator	Independent facilitation	High - leading sessions
6+	✍️ Creator/Booster	Content & community development	High - ongoing contribution

Key Insight: Members can contribute meaningfully at any level, reducing guilt about part-time participation while creating natural advancement pathways.

Practical Implementation Tools

1. The Contribution Ladder

Design multiple engagement levels matching real availability:

Time Available	Engagement Option	Community Value
2 minutes	➡️ Share content with network	Extends reach
15 minutes	➕ Post insight or question	Stimulates discussion
1 hour once	💬 Join community session	Provides energy and feedback
1 hour monthly	🧑‍🏫 Attend regular events	Builds relationships and skills
Ongoing	🛠️ Co-facilitate or lead	Becomes community transmitter

2. Skills Development Pipeline

Co-Facilitation Training Path:

1. Observer: Attend session with facilitation awareness
2. Assistant: Handle logistics and time-keeping
3. Segment Leader: Facilitate one portion of session
4. Co-Facilitator: Share leadership with experienced animator
5. Independent Facilitator: Lead full sessions with support available

Pillar III: Making Content TRANSMISSIBLE 🔁

The Challenge: “Our content doesn’t travel”

Valuable knowledge often fails to spread because it remains too personal, contextual, or complex for others to replicate.

The OSG Response: Transmission Chain for Content

Content Evolution Pathway:

Personal Experience → Best Practice → Conceptual Model → Workshop Format → Open Serious Game

Each stage increases transmissibility while maintaining value.

Stage	Characteristics	Transmissibility
Personal Experience	Highly contextual, unique insights	Low - only original holder can share
Best Practice	Generalized lessons, broader applicability	Medium - requires expertise to transmit
Conceptual Model	Framework with clear principles	High - teachable structure
Workshop Format	Step-by-step facilitation guide	Very High - others can replicate
Open Serious Game	Engaging, modular, self-sustaining	Maximum - viral transmission potential

Success Story: The Conflict Communication Game

A middle manager in a global consulting firm developed an innovative approach to handling communication during team conflicts. His method worked brilliantly with his team but seemed too personal and situational to share.

The Challenge: Valuable expertise trapped with individual practitioner.

OSG Intervention - Content Transformation Process:

Stage 1: Experience Documentation

• Captured specific conflict scenarios and responses
• Identified emotional patterns and triggers
• Documented successful intervention techniques

Stage 2: Best Practice Extraction

• Generalized principles beyond specific team context
• Created decision frameworks for different conflict types
• Developed assessment tools for conflict severity

Stage 3: Conceptual Model Development

• Mapped conflict communication patterns
• Created visual frameworks for different intervention approaches
• Established metrics for success measurement

Stage 4: Workshop Format Creation

• Designed role-playing scenarios
• Created facilitation guides with timing and materials
• Developed participant handouts and assessment tools

Stage 5: Serious Game Development

• Transformed scenarios into card-based game mechanics
• Created modular components for different organizational contexts
• Established peer facilitation training materials

Results: The “Conflict Navigation Game” now runs quarterly across multiple departments, facilitated by 12 different team leaders. It has been adapted for customer service, project management, and cross-cultural teams.

Practical Implementation Tools

1. Content Audit Workshop

Process for Identifying Transmissible Knowledge:

Phase 1: Knowledge Inventory

• List all expertise areas within community
• Identify knowledge holders and their unique insights
• Catalog existing content and materials

Phase 2: Transmissibility Assessment

• Rate content on complexity, contextuality, and value
• Identify highest-potential items for transformation
• Prioritize based on community needs and strategic value

Phase 3: Transformation Planning

• Map selected content to transmission chain stages
• Assign transformation responsibilities
• Create timeline and resource requirements

2. Modularization Framework

Content Design Principles:

Design Element	Purpose	Implementation
Clear Objectives	Learners know what to expect	1-2 sentence outcome statements
Modular Structure	Flexible combination and adaptation	20-30 minute independent segments
Multiple Formats	Different learning preferences	Visual, audio, kinesthetic, discussion
Practice Integration	Application during learning	Hands-on exercises and real scenarios
Take-Away Tools	Continued application after session	Templates, checklists, decision aids

3. Animation Guide Template

Standardized Facilitation Support:

Pre-Session Preparation

• Learning objectives and success criteria
• Required materials and room setup
• Timing guidelines and flexibility options

Session Flow

• Opening and context setting (5 minutes)
• Core learning activities (15-45 minutes)
• Practice and application (10-20 minutes)
• Closing and next steps (5 minutes)

Troubleshooting Guide

• Common challenges and responses
• Adaptation suggestions for different audiences
• Quality indicators and feedback collection

OSG vs. Other Community Development Approaches

Comparison with Open Space Technology (OST)

Dimension	OSG Method	Open Space Technology
Time Horizon	Long-term community development (months-years)	Event facilitation (hours-days)
Structure Level	Systematic role progression and content frameworks	Emergent, minimal predetermined structure
Scalability Focus	Builds transmission capacity in members	Generates energy and connections
Content Evolution	Deliberate transformation toward transmissibility	Organic content emergence
Sustainability Model	Creates self-reinforcing learning systems	Catalyzes momentum for other processes

Recommended Integration: Use OST for community initiation and topic discovery, then apply OSG methods for sustainable development and scaling.

Comparison with Traditional Learning Programs

Aspect	Traditional L&D	OSG Community Approach
Content Source	Expert-created curriculum	Community-generated and evolved content
Learning Model	Broadcast (expert to learners)	Peer-to-peer with expert facilitation
Success Metric	Completion rates and test scores	Transmission rates and behavior change
Sustainability	Requires ongoing expert availability	Builds internal capacity for self-sustaining learning
Adaptation	Centralized curriculum updates	Distributed content evolution

Implementation Methodology

Phase 1: Assessment and Foundation (Months 1-3)

Objectives:

• Understand current community dynamics
• Identify improvement opportunities
• Build stakeholder alignment

Key Activities:

Community Health Assessment Checklist:

• Member interviews and surveys completed
• Participation pattern analysis conducted
• Content audit and gap identification finished
• Stakeholder value perception reviewed

Baseline Measurement Checklist:

• Current engagement metrics documented
• Knowledge transmission patterns mapped
• Member satisfaction and retention rates measured
• Organizational value perception assessed

Improvement Planning Checklist:

• Priority areas identified using three-pillar framework
• Quick win opportunities catalogued
• Resource requirements and timeline defined
• Success metrics established

Deliverables:

• Community assessment report
• Improvement roadmap
• Stakeholder alignment document
• Baseline measurement dashboard

Phase 2: Pilot Implementation (Months 4-8)

Objectives:

• Test OSG methods in low-risk environment
• Build internal capability
• Demonstrate value to stakeholders

Key Activities:

Value Enhancement Pilot Checklist:

• Dual feedback system implemented for selected sessions
• First set of value stories created
• Stakeholder communication rhythm established

Member Empowerment Pilot Checklist:

• Role progression system launched with volunteer cohort
• Co-facilitation training implemented
• Flexible contribution pathways created

Content Transmissibility Pilot Checklist:

• 2-3 high-value content areas selected for transformation
• Transmission chain methodology applied
• Community members trained in content facilitation

Deliverables:

• Pilot results and lessons learned
• Updated community processes
• Trained facilitator cohort
• Improved content library

Phase 3: Scale and Systematize (Months 9-18)

Objectives:

• Apply successful methods community-wide
• Establish self-sustaining systems
• Measure and communicate impact

Key Activities:

Full Implementation Checklist:

• Enhanced value measurement rolled out across all activities
• Role progression system expanded to entire community
• Content transformation completed for priority areas

System Integration Checklist:

• OSG methods embedded in standard community processes
• Community leaders trained in ongoing OSG application
• Quality assurance and continuous improvement established

Impact Demonstration Checklist:

• Comprehensive impact measurement and analysis completed
• Stakeholder communication and celebration conducted
• Replication resources documented

Deliverables:

• Fully enhanced community system
• Impact measurement report
• Replication toolkit
• Community sustainability plan

Measurement and Evaluation Framework

Value Metrics

Immediate Value Indicators:

• Session satisfaction scores (target: >4.5/5)
• Learning objective achievement rates (target: >80%)
• Content relevance ratings (target: >4.0/5)

Applied Value Indicators:

• Knowledge application rates (target: >60% of participants)
• Behavior change documentation (target: specific examples per quarter)
• Performance improvement correlation (target: measurable business impact)

Organizational Value Indicators:

• Stakeholder awareness of community value (target: >80% of sponsors)
• Budget stability and growth (target: maintained or increased funding)
• Strategic alignment recognition (target: explicit connection to business objectives)

Transmission Metrics

Member Empowerment Indicators:

• Role progression rates (target: 30% of participants advance within 6 months)
• Facilitation capacity (target: 50% of sessions led by community members)
• Content creation (target: 25% of new content generated by members)

Network Effect Indicators:

• Knowledge sharing frequency (target: peer-to-peer sharing increases 100%)
• Cross-functional connections (target: 50% of members connect across departments)
• Self-organized learning (target: 20% of activities initiated by members)

Content Transmissibility Metrics

Content Evolution Indicators:

• Content replication rate (target: 75% of frameworks used by multiple facilitators)
• Adaptation frequency (target: content adapted for different contexts quarterly)
• Quality maintenance (target: satisfaction scores maintained across facilitators)

Viral Transmission Indicators:

• Facilitator training success (target: 80% of trained facilitators actively leading)
• Content spread (target: successful replication in other communities/departments)
• Innovation rate (target: new variations and improvements generated regularly)

Tools and Resources Library

Assessment Tools

1. Community Health Diagnostic

Member Engagement Assessment:

• Participation frequency and patterns
• Contribution types and comfort levels
• Value perception and satisfaction
• Role interest and progression readiness

Content Audit Checklist:

• Knowledge area coverage
• Content creator distribution
• Transmissibility ratings
• Update frequency and relevance

Stakeholder Value Survey:

• Community awareness levels
• Perceived organizational benefit
• Budget support likelihood
• Strategic alignment recognition

2. Transmission Readiness Evaluation

Individual Readiness Factors:

• Subject matter expertise
• Communication comfort level
• Available time commitment
• Community connection strength

Content Readiness Factors:

• Generalizability beyond original context
• Clear structure and learning objectives
• Practical application opportunities
• Resource requirements for delivery

Development Tools

1. Role Transition Support

Co-Facilitation Preparation Kit:

• Pre-session planning template
• During-session role guidelines
• Post-session reflection framework
• Skill development pathway

Facilitator Training Curriculum:

• Session design principles
• Group dynamics management
• Content adaptation techniques
• Quality maintenance standards

2. Content Transformation Toolkit

Experience to Best Practice Converter:

• Context documentation template
• Principle extraction worksheet
• Generalization guidelines
• Validation criteria

Workshop Format Developer:

• Session design template
• Material requirement checklist
• Timing and flow guidelines
• Adaptation instructions

Implementation Tools

1. Value Measurement System

Dual Feedback Templates:

• Immediate session evaluation form
• Application follow-up survey
• Impact story development guide
• Stakeholder communication template

Impact Documentation Framework:

• Value story template
• Metric tracking dashboard
• Stakeholder report format
• Success celebration guidelines

2. Community Management Tools

Member Journey Mapping:

• Entry point identification
• Progression pathway design
• Support intervention triggers
• Success milestone celebration

Content Lifecycle Management:

• Creation to transmission pipeline
• Quality assurance checkpoints
• Update and improvement processes
• Retirement and replacement criteria

Call to Action for Different Roles

For Learning and Development Leaders - Immediate Steps Checklist:

• Assess current learning communities using three-pillar framework
• Identify one community for OSG pilot implementation
• Map member expertise and transmission potential
• Establish value measurement baseline

For Community Managers and Facilitators - Immediate Steps Checklist:

• Evaluate community health using OSG diagnostic tools
• Identify high-potential members for role progression
• Select valuable content for transmissibility enhancement
• Implement dual feedback system for value visibility

For Organizational Leaders and Sponsors - Immediate Steps Checklist:

• Review current learning community ROI measurement approaches
• Identify communities with high potential but unclear value
• Support pilot implementations of systematic improvement methods
• Establish success criteria balancing individual and organizational benefits

For Consultants and External Facilitators - Immediate Steps Checklist:

• Integrate OSG assessment methods into community diagnostic practices
• Develop capability to guide all three pillars of improvement
• Create reusable tools and templates for systematic enhancement
• Build measurement systems demonstrating impact on community sustainability

Conclusion: The Path Forward

The OSG method represents an approach to systematic improvement in learning communities developed during the pre-generative AI era (2018-2022). Rather than starting from scratch or criticizing existing efforts, it offers low-tech, human-centered tools to enhance what’s already working while addressing common challenges systematically.

The three pillars—value visibility, member empowerment, and content transmissibility—provide a framework for continuous improvement that strengthens communities over time. Each enhancement creates positive feedback loops that make further improvements easier and more sustainable.

This framework established foundations that remain relevant in the AI era. While future implementations will benefit from AI-enhanced transmission capabilities, supermind dynamics, and human-AI collaborative intelligence, the core principles of systematic community development continue to provide valuable structure for any learning ecosystem.

The ultimate goal isn’t just better learning communities—it’s learning ecosystems that evolve, adapt, and strengthen themselves through the active participation and growth of their members. Communities where knowledge doesn’t just flow from expert to learner, but multiplies through peer-to-peer transmission, creating network effects that benefit everyone involved.

Every community has the potential for systematic improvement. The OSG method simply provides a structured, low-tech way to unlock that potential, one enhancement at a time—creating resilient foundations ready for whatever technological capabilities the future may bring.

Appendix: Practical Deployment Guide

This section integrates proven deployment methodologies from the OpenSeriousGame ecosystem (2018-2022)

Pre-Deployment Assessment: 7 Essential Questions

Before implementing the OSG method, evaluate your community’s readiness using these diagnostic questions:

1. 🧮 What type of community do you have?

OSG is less suitable for:

• ✖️ Follower-based networks (e.g., social media followings)
• ✖️ Very small groups (<10) without growth ambitions
• ✖️ Non-knowledge-based communities

OSG thrives in:

• ✅ Corporate learning communities
• ✅ Peer learning groups (university or enterprise)
• ✅ Professional consultant networks
• ✅ Associations or Meetup groups
• ✅ Communities focused on transformation (Agile, digital, cultural)

2. 📡 To what extent do you want to foster transmission?

Choose OSG if your goal is:

• Support members in adopting and spreading knowledge
• Decentralize contribution and build autonomous transmission
• Value peer-to-peer learning and structured role evolution

Avoid OSG if:

• You only want gamification without behavioral change
• You want virality (visibility) without transmission (knowledge ownership)

3. 🔄 Can members actually transmit to one another?

OSG assumes your community members can:

• Meet (virtually or physically)
• Organize content or events
• Be visible and active participants

Not a good fit if:

• Members are isolated and unknown to each other
• There’s no infrastructure for collaboration

4. ⏳ What is the expected lifespan of your community?

• Short-lived or ephemeral groups ➡️ OSG may be excessive overhead
• Long-term or evolving collectives ➡️ OSG provides lasting structure

Note: OSG helps prevent core member fatigue by enabling others to step up gradually

5. 🤝 Are members culturally open to sharing?

OSG works when:

• Members value growing and helping others grow
• Knowledge is meant to be shared, not hoarded
• Collaboration is preferred over competition

Avoid if:

• The culture encourages exclusivity and knowledge retention
• Members primarily seek personal advancement over collective benefit

6. 🧰 Are you ready to invest energy and minimal resources?

OSG requires:

• Time and commitment (not necessarily money!)
• Support from facilitators or ambassadors
• Alignment with transmission values
• Patience for gradual development

OSG can be run with limited budget—what matters most is collective motivation

7. 🧭 Do you know where to find help?

OSG is supported by:

• Large open-source ecosystem of practitioners
• Active online communities (Slack, Discord, LinkedIn)
• Public guides, templates, and shared experiences
• Community of practice for troubleshooting

You’re not alone in this journey—leverage the existing ecosystem

Implementation Roadmap: 7-Step Deployment Process

Once you’ve confirmed readiness, follow this systematic deployment approach:

Step 1: Define and Share a Clear Vision 👓

Workshop with Core Members:

• Define community purpose and transformation goals
• Envision what successful transmission looks like in 6-12 months
• Identify key success indicators and milestones
• Create alignment on OSG implementation scope

Communication Strategy:

• Document vision in accessible format (document, image, or video)
• Share across community using multiple channels
• Gather feedback and refine based on member input
• Establish regular communication rhythm

Step 2: Prioritize What to Launch First 🧩

OSG Implementation Modules:

Priority Level	Module Focus	Implementation Actions
High	📚 Content Transmissibility	Transform existing content for peer delivery
Medium	📈 Value of Transmission	Implement measurement and feedback systems
Low	🧑‍🏫 Number of Transmitters	Expand facilitator network

Selection Criteria Checklist:

• Most urgent community need addressed
• Lowest implementation complexity
• Highest member interest level
• Greatest potential for early wins

Step 3: Establish the OpenSeriousPath 🪜

Role Progression Framework:

Level	Role	Key Characteristics	Implementation Support
1	🧐 Curious	Discovery and initial engagement	Welcome materials, orientation sessions
2	🎮 Player	Active participation in learning	Quality experiences, feedback collection
3	🔍 Explorer	Event organization without facilitation	Planning templates, coordination tools
4	🤝 Co-Animator	Supported co-facilitation	Mentorship program, shared facilitation
5	🎤 Animator	Independent facilitation	Full facilitation training, quality support
6	🌐 Game Community Booster	Community development	Community management tools, networking
7	🧩 Method Designer	Framework evolution	Meta-level training, innovation support

Implementation Checklist:

• Communicate role descriptions clearly
• Enable member self-identification and progression
• Track progression transparently
• Celebrate role advancement
• Provide support materials for each level

Step 4: Implement Core Processes 🔄

Process Systematization:

• Transform one-shot events into repeatable cycles
• Implement feedback collection after every session
• Establish improvement iteration rhythms
• Create reusable formats and templates
• Build community routines and expectations

Infrastructure Requirements:

• Community calendar system
• Tutorial and guidance repository
• Process documentation (wiki or knowledge base)
• Peer contact and mentorship networks
• Quality assurance frameworks

Step 5: Build a Content Strategy 🧠

Role-Based Content Mapping:

Role	Content Needs	Delivery Format	Quality Standards
Curious	Invitations, introductions, orientation	Welcome packets, overview sessions	Clear expectations, low barrier
Player	Interactive experiences, learning activities	Workshop formats, serious games	Engaging, practical, valuable
Explorer	Organization tips, coordination guidance	Planning templates, checklists	Systematic, comprehensive
Co-Animator	Facilitation scripts, timing support	Co-facilitation guides, mentorship	Supportive, confidence-building
Animator	Complete facilitation playbooks	Full facilitation training	Independent capability development

Content Development Checklist:

• Apply OpenSeriousTemplate for consistency
• Ensure content is self-contained and reusable
• Create modular components for flexible combination
• Establish content quality standards
• Implement peer review processes

Step 6: Launch Your First Events 🎤

Event Strategy:

• Start with recurring events to establish patterns
• Lower onboarding barriers through familiarity
• Enable members to test multiple roles safely
• Create progression opportunities within events

Example Implementation Path:

1. Play a game → Experience the method firsthand
2. Present it next time → Share experience with others
3. Co-animate → Support facilitation with guidance
4. Animate alone → Take full facilitation responsibility

Launch Event Checklist:

• Clear objectives and success criteria defined
• All necessary materials and logistics prepared
• Facilitator support and backup plans ready
• Feedback collection systems in place
• Follow-up and iteration plan established

Step 7: Expand and Enrich 🌍

Evolution Strategy:

• Add new modules, tools, or community rituals
• Explore complementary frameworks (Open Space Technology, Work Out Loud)
• Maintain learning orientation and ecosystem contribution
• Share successes and lessons with broader OSG community

Continuous Improvement:

• Regular community health assessments
• Member feedback integration cycles
• Content and process iteration
• Success story documentation and sharing
• Contribution to OSG method evolution

Integration with Existing Framework

This deployment guide complements the three-pillar OSG framework (Value, Transmission Power, Content Transmissibility) by providing:

• Readiness Assessment: Ensures proper fit before implementation
• Systematic Deployment: Step-by-step approach reducing implementation risk
• Practical Tools: Checklists and templates for consistent execution
• Quality Assurance: Standards and processes for sustainable operation

The combination of strategic framework (three pillars) and tactical deployment (seven steps) creates a comprehensive approach to community transformation that worked effectively in the pre-AI era and provides robust foundations for future AI-enhanced implementations.

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Learn more about OSG method implementation at openseriousgames.org

Detailed deployment resources: 7 Questions Before Launching and 7 Steps to Deploy

This framework is part of a broader collection of systems thinking methodologies. Explore more at quach.fr/frameworks

Related: OSG method learning communities knowledge transmission community development

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