Appreciative Inquiry Ai is an Organizational

8/3/2019 Appreciative Inquiry Ai is an Organizational

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Appreciative Inquiry (AI)

Building Organizational

Capacity: System WideCollaborative Competency

Facilitated by:

Dr. Loida N. Nidea, OIC-ASDS



Appreciative Inquiry (AI)

is an organizational development processor philosophy that engages individuals

within an organizational system in its

renewal, change and focused performance.

http://en.wikipedia.org/wiki/Organizational_development

http://en.wikipedia.org/wiki/Systems_theory

http://en.wikipedia.org/wiki/Systems_theory

http://en.wikipedia.org/wiki/Organizational_development



Appreciative Inquiry is the study of what gives life to human systems when

they are at their best. It is an organization

development methodology based on theassumption that inquiry into and dialogue

about strengths, successes, values, hopes

and dreams is itself transformational.



AI is based on the assumption thatorganizations change in the way they inquire and the claim that an organization that

inquires into problems or difficultsituations will keep finding more of thesame, but an organization that tries toappreciate what is best in itself will

find/discover more and more of what isgood.[1].

http://en.wikipedia.org/wiki/Appreciative_inquiry




Problem-Focused Approaches vs. AI

What to fix Thinks in terms of

problems – symptoms,causes, solutions, int..

Breaks things into pieces

and specialties,guaranteeing fragmentedresponses

Slow! Takes a lot of positive emotion to makereal change

Assumes organizations areconstellation of problemsto be overcome

What to grow Thinks in terms of: the

true, good, better, possible

PF implies that there is anideal, AI starts by focusing

on that ideal and its rootsin what is already good

Expands vision of preferredfuture. Creates new energyfast

Assumes organizations aresources of infinite capacityand imagination





It is founded on the following set of

beliefs about human nature and human

organizing: People individually and collectively have unique

gifts, skills and contributions to bring to life.

Organizations are human social systems,sources of unlimited relational capacity,created and lived in language.

The images we hold of the future are sociallycreated and, once articulated, serve to guideindividual and collective actions.



The power of Appreciative Inquiry,however, is the by-product of the two

words working together. Like hydrogen

and oxygen that combine to make water – the most nurturing substance on earth

– ―appreciation‖ and ―inquiry‖ combined

produce a powerful, vital approach toleadership and organization change.



Appreciation: Recognition and

Value Added

Appreciation has to do withrecognition, with valuing and with

gratitude.• to recognize the best in people and the world around us;

• to perceive those things which give life, health, vitality andexcellence to living human systems;

• to affirm past and present strengths, successes, assets andpotentials;• to increase in value (e.g., the investment has appreciated invalue).



Inquiry: Exploration and Discovery

Appreciative Inquiry is about more than

appreciation, recognition, andenhancement of value. It’s also about

inquiry.

• to ask questions;

• to study;

• to search, explore, delve into or investigate



Appreciative Inquiry was adopted from work doneby earlier action research theorists and practitionersand further developed by David Cooperrider of Case Western Reserve University and SureshSrivastva in the 1980s. Cooperrider and Srivastva

say that an organization is a miracle to be embraced rather than a problem to be solved . According tothem, inquiry into organizational life should have thefollowing characteristics:[1].

Appreciative Applicable Provocative

Collaborative

http://en.wikipedia.org/wiki/David_Cooperrider

http://en.wikipedia.org/wiki/Case_Western_Reserve_University

http://en.wikipedia.org/w/index.php?title=Suresh_Srivastva&action=edit&redlink=1


http://en.wikipedia.org/wiki/Cooperrider

http://en.wikipedia.org/w/index.php?title=Srivastva&action=edit&redlink=1



http://en.wikipedia.org/w/index.php?title=Srivastva&action=edit&redlink=1

http://en.wikipedia.org/wiki/Cooperrider



http://en.wikipedia.org/wiki/Case_Western_Reserve_University





AI Models

4-D Model

◦ Discovery

◦Dream

◦ Design

◦ Delivery

4-I Model

◦ Initiate

◦Inquire

◦ Imagine

◦ Innovate



The 4-I Model

Initiate : Introduce AI tokey stakeholders andcreate temporarystructures

Inquire : Conduct

generic interviews Imagine : Collate and

share interview

Innovate : Engagemaximum number of

stakeholders inconversations;implement designchanges.



Appreciative Inquiry utilizes a cycle of 4

processes focusing on: DISCOVER:The identification of

organizational processes that work well.

DREAM: The envisioning of processes

that would work well in the future. DESIGN: Planning and prioritizing

processes that would work well.

DESTINY (or DELIVER): Theimplementation (execution) of the

proposed design.[3][4]







Appreciative Inquiry 4-D Cycle

Discovery

What gives life?

(The best of

what is )

Appreciating

Design

What should bethe ideal?

Co-constructing

Destiny

How to learn?

Actualize and

improvise?

Sustaining

Dream

What might be?

Envisioning results

Affirmative

Topic

Choice



The results of Discovery include:

• The formation of new relationships andalliances, that bridge across traditionalbarriers.

• A rich description or mapping of theorganization s positive core.

• Organization-wide sharing and learningfrom stories of best practices, golden

innovations and exemplary actions.• Greatly enhanced organizationalknowledge and collective wisdom.



The intent of the Dream phase is to

identify and spread generative,

affirmative, and hopeful images of the

future. Typically this is accomplished in

large group forums, where unusualcombinations of stakeholders explore:

• Creative images of the organization s most

positive potentials• Innovative strategic visions

• An elevated sense of purpose.



The Design phase involves making choicesabout ―what should be‖ within an

organization or system. It is a conscious

re-creation or transformation, throughwhich such things as systems, structures,

strategies, processes and images will

become more fully aligned with theorganization’s positive past (Discovery)

and highest potential (Dream).



The result of destiny is generally an

extensive array of changes throughout

the organization in areas such as:

Management practices

• HR processes Measurement systems

• Customer service systems

• Work processes and structures

Wh D A i ti I i



Why Does Appreciative Inquiry

Work?

Appreciative Inquiry works because it treatspeople like people, and not like machines. Peopleare social. We create our identities and ourknowledge in relation to one another. We are

curious. We like to tell stories and listen tostories. We pass on our values, beliefs and wisdomin stories. We like to learn and to use what welearn to be our best. And we delight in doing wellin the eyes of those we care about and respect.Appreciative Inquiry enables leaders to createnatural human organizations – knowledge rich,strength based, adaptable, learning organizations.



Situation

Identifying developmental priorities in deeply

divided and illiterate communities in SaharanWest Africa.

Action

Appreciative Inquiry was used to `give a voice' toall members of the village that enabled theproduction of a set of provocative propositionsvalidated by the whole village.

Results A high level of commitment and enthusiasm for

the development work increased its success, anda desire to do further work themselves.



Situation

A large car repair organisation wanted to improve theircustomer satisfaction, and get commitment from all their

employees. Action

Representative employees from each location were trainedin Appreciative Inquiry. They gathered stories of high qualityservice experiences from the employees in their location.

The representatives then met to share their stories anddevelop some propositions. These were fed back to thelocations, and final provocative propositions were drawn up.

Results

Employees could relate and act in accordance with the

propositions because they had `lived them' at one time oranother. A subsequent independent survey measured theorganisation's customer satisfaction at 89% of customers100% satisfied (which are excellent numbers for theindustry)



AI Questions

What have been your best experiences atwork? A time when…

What do you value about… yourself,

work, organization.. What do you think is the core life-giving

factor or value of your organization –

which it wouldn’t be the same without?



AI Questions

If you had three wishes for yourorganization, what would they be?

What achievements are you (and/or your

team) proud of? Apart from the money, what makes it

worth coming into work?



Don't get me wrong. I'm not advocatingmindless happy talk. Appreciative

inquiry is a complex science designed to

make things better. We can't ignoreproblems — we just need to approach

them from the other side.

-Tom White



Thank you!!!

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Appreciative Inquiry Ai is an Organizational