Appreciative Inquiry Finding What Already Works Neighborhoods USA
Appreciative Inquiry: Finding What Already Works! Neighborhoods, USA (NUSA) Conference 2014 Eugene, Oregon May 24, 2014
Who We Are Rebecca Heckman, MBA § R & C Consulting: Certified Appreciative Inquiry Training, Facilitating, Team Building Bolivar Fraga, MSW § Community Developer, Neighborhood Centers Inc.
Who is in the room? § Turn to a neighbor § Take one minute each to share a time when you successfully organized an event or experience § Can be ANYTHING
Intended Outcomes § To shift from problem-solving to possibility thinking § To learn the basics of the Appreciative Inquiry 5 D Process § To understand the value of using AI within your neighborhood, community, or organization
What is Appreciative Inquiry? 5
Define Appreciate 6
What is AI? Appreciate: 1. to value; recognize the best in people or the world around us; affirm past and present strengths, successes and potentials; to perceive those things that give life (health, vitality, excellence) to living systems 2. to increase in value; e. g. , the economy has appreciated in value. Synonyms: value, prize, esteem, and honor 7
Define Inquiry 8
What is AI? Inquire: 1. to explore and discover 2. to ask questions; to be open to seeing new potentials and possibilities. Synonyms: discover, search, systematically explore, and study NOTE: “quest” (a search) has the same root as the word “question” 9
AI World View Organizations grow in the direction of what they repeatedly ask questions about and focus their attention on § When people inquire into deficits or gaps, the number and severity of the “problems” they identify actually increase § When people inquire into strengths (human ideals and achievements, peak experiences, and best practices) those tend to increase
“There is no power for change greater than a community discovering what it cares about. ” - Margaret (Meg) Wheatley
5 D Process for Change
Guflton Neighborhood – SW Houston
Appreciative Inquiry in Practice
Appreciative Inquiry: Beyond Solving Problems Paradigm I Problem Solving Identify Problems Analysis of causes Analysis of Solutions Treatment/Intervention Paradigm 2 Possibility Thinking Appreciate: “Valuing the best of what is. ” Envision: “What might be? ” Dialogue: “What should be? ” Innovate/Create: “What will be? ”
Paradigm 1 Problem Solving PROBLEM QUESTIONS 1. Why don’t we get cooperation? 2. How come some of us do most of the work and others don’t? 3. What’s wrong with our communication? 4. Why don’t we get more done? What do these questions make you think about? How do they make you feel?
The Power of Positive Questions PROBLEM QUESTIONS 1. Why don’t we get cooperation? 2. How come some of us do most of the work and others don’t? 3. What’s wrong with our communication? 4. Why don’t we get more done? POSITIVE QUESTIONS 1. When we’re at our best and working together, what is going on? 2. What do the people in our organization really care about? 3. What’s it look like when we’re really communicating well? 4. What have we accomplished that we can feel good about and celebrate? What do these questions make you think about? How do they make you feel?
“The task of leadership is to create an alignment of strengths, making our weaknesses irrelevant. ” – Peter Drucker, (Father of the modern organization)
The Power of Positive Questions § The more positive the questions used to guide a change process, the more longlasting and effective that process will be § Positive Questions invite: § § Innovation/Creativity Positive actions Energy Joy and fun
5 D Process for Change
DEFINE: Our Focus of Inquiry Building Vibrant Communities
DISCOVER: Inquire into exceptionally positive moments n What makes any experience come alive? n What gives life to your organization? Be as Creative as you can be!
DISCOVERY: Be Creative The inquiry can take many forms: § § § One-on-one interviews Group interviews Cross-organization interviews Electronic interviews Social media
One-on-One Interviews (20 minutes total) § In a minute, you will take turns being an interviewer/interviewee for 10 minutes, then switch roles for another 10 minutes § Notice the time allotted for each question § Now, pair up with someone(a pair is TWO) 25
Debrief (1 min. ) What was that process like for you? 26
Sharing Stories (5 min. ) § Quickly form groups of four § Each person shares highlights of partner’s stories (one minute each) § One person reports highlights to whole group 27
Sharing Stories 28
Next Steps: Dream, Design & Destiny Dream: Imagine the best of “what could be” § Ground Dreams in what already exists that works (your organization’s strengths) § What would our organization look like if it was at its best? § Dreams: Living in a world of endless possibilities 29
Next Step: Design: Create images of your preferred future – If it’s working great, what’s happening? – Nuts and bolts of day-to-day • Communication • Organization • Resources 30
Design, cont… § Design evolves. It is innovative and creative § Your Design is written, measurable and ever-changing § This is the who, what, when, where and how § Design includes: § Taking individual responsibility § Accountability 31
Next Step: Destiny (Delivery) § § § Living it out, putting it in place Tracking progress Celebrating success Revisit and revise Continuous learning, adapting to changes 32
Check-In (10 minutes) In your small groups discuss how you’re going to apply this in your organization, neighborhood or community. Report out to large group. 33
Questions and Comments 34
Want to learn more about AI? AI commons: appreciativeinquiry. case. edu/ http: //Centerfor. Appreciative. Inquiry. net Rebecca Heckman: rah 0902@gmail. com • R & C Consulting: Certified AI Training, Facilitating, Team Building Bolivar Fraga: bfraga@neighborhoodcenters. org • Neighborhood Centers Inc. AI Kit 35
Thank You Rebecca Heckman, MBA § R & C Consulting: Certified Appreciative Inquiry Training, Facilitating, Team Building Bolivar Fraga, MSW § Community Developer, Neighborhood Centers Inc.
- Slides: 36