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Appreciative Inquiry

Learn about the transformative power of Appreciative Inquiry, a method that focuses on building upon strengths, successes, and potentials to create lasting change. Discover the principles, assumptions, and applications of Appreciative Inquiry in various settings.

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Appreciative Inquiry

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  1. Appreciative Inquiry An Introduction

  2. What isAppreciativeInquiry?

  3. Appreciative Inquiry A Positive Revolution in Change

  4. The Birth of Appreciative Inquiry • David Cooperrider & Suresh Srivastva in 1987 • With colleagues from Case Western University & Taos Institute

  5. Appreciative Inquiry • Systems Theory • Organisational Development • Asset-based community development • Solution-focused therapy • Narrative therapy • The “magic question” • Resilience

  6. Words AreTools To a hammer everything is a nail!

  7. Ap-pre’ci-ate (verb) • valuing; the act of recognizing the best in people or the world around us; affirming past and present strengths, successes, and potentials; to perceive those things that give life (health, vitality, excellence) to living systems • to increase in value, e.g. the economy has appreciated in value Synonyms: valuing, prizing, esteeming and honouring

  8. In-quire’ (kwir) (verb) • the act of exploration and discovery • to ask questions; to be open to seeing new potentials and possibilities Synonyms: discovery, search, systematic exploration and study

  9. Appreciative Inquiry • “No problem can be solved from the same level of consciousness that created it. We must learn to see the world anew.” (Albert Einstein)

  10. What Is Appreciative Inquiry Used For? • Consult with people • Learn from past experience • Involve whole organisation or community in change • Build a vision for the future that everyone can share and help put into practice

  11. What Is Appreciative Inquiry Used For? • Strategic Planning • School Improvement • Action Research • Evaluation • Mentoring & Performance Management • Leadership Training • Community Development • Business Excellence • Customer Service / Client Satisfaction • Culture Change & Transformation

  12. Where is Appreciative Inquiry Used? Global: • United States • Canada • United Kingdom • Europe • Australia • New Zealand • Africa • Asia

  13. 6 Principles of Appreciative Inquiry • Descriptive or Constructionist Principle • Simultaneous Principle • Poetic Principle • Anticipatory Principle • Positive Principle • Wholeness Principle

  14. 8 Assumptions of Appreciative Inquiry In every human situation something works From: The Thin Book of Appreciative Inquiry, by Sue Annis Hammond

  15. 8 Assumptions of Appreciative Inquiry What we focus on becomes our reality From: The Thin Book of Appreciative Inquiry, by Sue Annis Hammond

  16. 8 Assumptions of Appreciative Inquiry Reality is created in the moment and there are multiple realities From: The Thin Book of Appreciative Inquiry, by Sue Annis Hammond

  17. 8 Assumptions of Appreciative Inquiry The language we use shapes our reality From: The Thin Book of Appreciative Inquiry, by Sue Annis Hammond

  18. 8 Assumptions of Appreciative Inquiry The act of asking questions influences the outcome in some way From: The Thin Book of Appreciative Inquiry, by Sue Annis Hammond

  19. 8 Assumptions of Appreciative Inquiry People have more confidence going into the future (unknown) when they carry forward parts of the present (known) From: The Thin Book of Appreciative Inquiry, by Sue Annis Hammond

  20. 8 Assumptions of Appreciative Inquiry If we carry parts of the past into the future, they should be what are best about the past From: The Thin Book of Appreciative Inquiry, by Sue Annis Hammond

  21. 8 Assumptions of Appreciative Inquiry It is important to value differences From: The Thin Book of Appreciative Inquiry, by Sue Annis Hammond

  22. Positive Image Positive Action Six main areas of research: • Powerful placebo • Pygmalion effect • Positive affect & learned helpfulness • Imbalanced inner dialogue (2:1) • Positive imagery as a dynamic force • Affirmative capability

  23. “Felt need” & identification of problem Analysis of causes Analysis of possible solutions Action planning Assumes: Organisation is a problem to be solved Back Door – what’s in the way of what we want? Deficit Thinking Appreciate & value the best of What Is Envision: What Might Be Dialogue: What Should Be Innovate: What Will Be Assumes: Organisation is mystery to be discovered Front Door – what is it we ultimately want? Possibility Thinking Problem Solving Appreciative Inquiry AND

  24. Deficit Focus: Consequences • Fragmentation • Few new images of possibility • Negative frames are self-fulfilling • Visionless voice leads to fatigue • ‘The Experts Must Know’ • Weakened fabric of relationships & defensivenessleads to negative culture • Slow: puts attention on yesterday’s causes

  25. The Positive Core • Energy • Enthusiasm • Commitment • Action

  26. The “4-D Cycle” Discover “What gives life?” (The best of what is) Appreciating Dream “What might be?” (What is the world calling for) Envisioning Results Deliver “How to empower, learn, and adjust/improvise?” Sustaining Affirmative Topic Choice Design “What should be - the ideal?” Co-constructing

  27. Full AI Process • Select focus area or topic(s) of interest • Conduct interviews designed to discover strengths, passions, unique attributes • Identify patterns, themes and/or intriguing possibilities • Create bold statements of ideal possibilities ("Provocative Propositions") • Co-determine "what should be" (consensus re: principles & priorities) • Take/sustain action

  28. Topic Choice A Fateful Act: People, organisations and communities move in the direction of what we most frequently and systematically ask questions about!

  29. Genius is in 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)

  30. A Positive Change Network • Special invitation & call to people to be change leaders • AI approach to positive change • Many applications • Self-organizing • Builds relationships • Connected through knowledge sharing & storytelling

  31. One Example …WORTH • We Can Change the World - Training Program for Women in Business • Women’s Empowerment Program • American Refugee Committee – Guinea www.worthwomen.org

  32. Mac and Marcia O’Dell

  33. Dance and Drum …

  34. Leap of Faith – Cleveland (Nov 2003) • Over 120 Students, Educators, Parents and Consultants • US, Canada, Brazil, England, Australia

  35. Leap of Faith – Cleveland (Nov 2003) • Identify what’s working within our schools and education systems • Discover, dream, and design the best kind of schools and youth programs

  36. Leap of Faith

  37. Community Development Organisational Development Two Local Examples …

  38. The Knox Early Years Project (Rowville)

  39. Designer Pergolas & Carports Pty Ltd

  40. Acknowledgements • A debt of gratitude is owed to the following people for generously sharing their time, wisdom and materials: • David Cooperrider • Sue Annis Hammond • Gina Hinrichs • Mac & Marcia Odell • Marge Schiller • Other members of the Positive Change Corps and Appreciative Inquiry Consulting

  41. SUE JAMES PO Box 197 Boronia, VIC, 3156 Phone: (03) 9758 2528 Mobile: 0402 979 384 Email: info@suejames.com.au Web: www.suejames.com.au www.appreciativeinquiry.com.au www.aiconsulting.com.au

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