Appreciative Inquiry A Positive Revolution Appreciative Inquiry find

Appreciative Inquiry: A Positive Revolution

Appreciative Inquiry find out ask questions discover + Appreciation focusing on… values assets strengths best practices = Appreciative Inquiry

Appreciative Inquiry: A Rationale What we ask, determines what we find What we find, determines how we talk How we talk and imagine together, determines what we achieve

AI Key Concepts: #1 n n There is some value in every organization or community Starting a change process from a position of strength adds power and possibility to the process Questions are a good tool for facilitating change The kinds of questions you ask determine what you will find

AI Key Concepts: #2 n n Stories are an important part of information gathering Image (vision, dream) and action are linked Having a positive, powerful vision/dream empowers people to take action Getting the whole system involved helps bring about change

PROBLEM SOLVING § § Identify Problem Conduct Root Cause Analysis Brainstorm Solutions & Analyze Develop Action Plans Metaphor: Organizations are problems to be solved APPRECIATIVE INQUIRY § § Appreciate “What is” (What gives life? ) Imagine “What Might Be” Determine “What Should Be” Create “What Will Be” Metaphor: Organizations are a solution/mystery to be embraced

Common Approaches to Change Top down strategies n Bottom up strategies n Representative cross-section strategies n Pilot strategies n

Deficit-Based Change: Unintended Consequences § Fragmented responses § Puts attention on yesterday’s causes § No new positive images of future Visionless Weakened fabric of relationships & defensiveness…negative culture § Out of sync with a future where speed, partnerships, alliances, & e-commerce dominate landscape § §

Typical Results n n n n Less informed and ultimately less effective change efforts A few try to convince the many that change is needed Partial responsibility mindset Change occurs sequentially Pace of change is very slow Substantial change in part or modest change in an entire organization Poor implementation of change programs

Deficit Problems & Affirmative Topics Deficit Issues Affirmative Topics § Sexual Harassment § Positive Cross-Gender § Middle Management Turnover § Working Relationships § Fear of Job Loss § Low Morale § Turfism/Silos § Delayed Orders § Customer Complaints § Lack of Training § Missed Commitments

The Art of the Question n n What’s the biggest problem here? Why did I have to be born in such a troubled family? Why do you make so many mistakes? Why do we still have those problems? n n What possibilities exist that we have not thought about yet? What’s the smallest change that could make the biggest impact? What solutions would have us both win? What makes my questions inspiring, energizing, and mobilizing?

Genius is Creating the Question “What would the universe look like if I were riding on the end of a light beam at the speed of light? ” ---Albert Einstein

What Makes AI Questions Important? THEY… n Create a vision of the future n Focus attention n Heighten energy…drive to complete, to answer n Engender creativity n Build rapport and relationships (people are honored) n Promote fulcrum change: connect to strength, imagination n Break automatic thinking (essence of learning) n Alter internal dialogue & storytelling n Build a specific positive future

Appreciative Leadership: Summary § Power and craft of the positive question § Framing and re-framing § Storytelling and hope §Praise…circulating all the good you can

Appreciative Inquiry: A Positive Revolution THE END