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APPRECIATIVE INQUIRY ADLT 625

Adlt 625 appreciative inquiry

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  • 1. APPRECIATIVEINQUIRYADLT 625

2. Overview of Appreciative InquiryFoundational beliefs: People have unique gifts, skills to contribute Organizations are human social systems and have unlimitedrelational capacity Images of future are socially created and whenarticulated, guide individual and collective actions In communication, people can shift from problem analysis toproductive possibilitiesAppreciation + Inquiry Appreciate: affirm, recognize, value Inquire: discover, ask, study, learn 3. 5 Principles The Constructionist Principle: WordsCreate Worlds The PositiveThe Simultaneity Principle:Principle: Inquiry Positive ?Creates ChangePositive Change The PoeticThe AnticipatoryPrinciple: WePrinciple: Imagecan choose what Inspires Actionwe study 4. Whats Different about AI?Fully Affirmative Focus on organization at its best past, present & future Focus on possibilities not problemsInquiry-Based The art of the question: craft unconditionally positivequestions about organizational relevance and vitalityImprovisational No singular methodology although based on principles andfollows 4-D frameworkParadoxical It does not aim to change. It aims to identify existing strengthsand hopes in order to amplify the positive core 5. From change focused on deficitsto change focused on thepositive Deficit-Based Change Positive ChangeIntervention Focus Identified problemAffirmative TopicsParticipationSelective inclusion of people Whole systemAction ResearchProblem diagnosis and rootDiscovery of positive core, cause analysisorganizations narrativesCreative Potential Brainstormed list of alternatives Dreams of a better world and organizationResult Best solution to resolve theDesign to realize dreams problem and human aspirationsCapacity-GainedCapacity to implement and Destiny of ongoing measure the planpositive change 6. Why does AI work? Gives people sense ofpersonal powerEncourages and Enables people to beenables people to beknown inpositive relationship, not roleCreates environment where peopleCreates opportunity choose how tofor people to be contribute; AI is not heard mandatoryOffers opportunitiesfor people to dream and to share their dreams in community 7. AI: A menu of approachesChange Agenda What are you trying to accomplish? Powerful for whole-system organizational changeForm of Engagement What Approach to AI is best-suited to your needs? 8 forms vary based on timeline, resources andagendaInquiry Strategy What decisions and steps will ensure the projectssuccess? Who will do what and when to achieve the changeagenda? 8. Affirmative Topic ChoiceTopic may focus on enhancement of organizations culture or its strategicrelationships, may explore financial viability or human asset managementWhat topic will we study? What do we want more of in this organization?Whole-system involvement is important: microcosm and diversity isessential to inspire the whole organization4 characteristics of good affirmative topics: They are positive, stated in affirmative The org wants to grow, develop & enhance them The org wants to be more knowledgeable about them They link to the organizations Change Agenda 9. Discovery Appreciate whatisThe Appreciative Interview is the heart.Create an Interview Plan Who will be interviewed? By whom? Max-MixDevelop the Interview Guide Instruct Interviewers on (Higher) Ground Rules Lead-in paragraph to set tone of affirmative topic The glass IS half- full. Backward, Inward, Forward, Transition QuestionsMake Meaning of best stories, highlightsMap the Positive Core principles to preserve 10. Dream Imagine what mightbeLifts up best of the past and invites people to imagine it evenbetter, i.e. Anticipatory PrincipleImages that once made business successful eventually becomelimiting factor so participants must create new images that arecompelling and inspire actionWho to involve? How to get all of the voices in the room at once?Creativity must be norm now (instead of talk and tell of TopicChoice and Discovery phases) through guided imagery, skits, poemsMay or may not result in a concrete outcome/document 11. Design Determine what shouldbeSort, sift and choose what will beBring preferences to life through social architectureOrganization design gives form to human creativity and values Embodied in structures, systems, strategies, relationships, roles, policies, procedures, products and servicesChange agenda implies what will be designedDesign may or may not begin at Form of Engagement, or it may behosted by a Design Team, diverse = better Write statements about ideal organization (power of word) 12. Destiny Create what will be Dimension #1: Recognize and celebrate the unplanned improvisational changes that have already taken placeDimension #2: Initiate cross- functional, cross-level projects and innovation teams Dimension #3: Systematicallyapply AI to programs, processes, andsystems throughout organization 13. Destiny, Stepby StepCelebrate along the way:commencement is a time to benefit from what one has learned Generate ideas for actionSelf-organize for action Establish supportinginfrastructure Expand applications of AI 14. Pros & Cons of AIProsCons Enhances self-esteem by Time consuminguplifting the spirit Learning curve Energizes employees Large scale projects require Get practice exercising power skills and experienced Freedom to choose toleaders/facilitatorscontribute Employees may have trouble Employees choose the positive finding the positive Appreciation for what is The work context shouldalready a positive realityalready be relatively healthy,not toxic Can build community throughinterviews Notion of always striving for theideal future can be exhausting Hear themselves speakpositively Can feel like more work insteadof an opportunity Listen to others speakpositively 15. Is AI always appropriate?When AI is not be the bestWhen to use AIapproach Personal transformation: Toxic environmentsCoaching, mentoring Organizations facing unusual Create or improve intergroupadversity (scandal, naturalcooperation and trust disasters, etc.) Merging departments, areas, Top management is notetc.interested and continues to use Reinforcement and the Whats wrong? approachimprovement of customer When the opinions of employeesservicesare not respected and/or are To re-energize changes or consistently ignoredplans which are taking longer Not enough time available forthan expected internal person or team to learn Whole system organizational enough about AI to do itor tochange (e.g., strategic work with a facilitator orplanning) consultant Small group development In a period of full satisfaction