Understanding Appreciative Inquiry Learning to work, think and be in an appreciative framing Helene C. Sugarman
Transcript
1. Understanding Appreciative Inquiry Learning to work, think
and be in an appreciative framing Helene C. Sugarman
2. What is AI? Dynamic Communication 2006
3. What is AI? AI involves the systematic discovery of what
gives life to a system when it is most effective and capable !
4. AI:
Search for the BEST in:
people ,
organizations and
environments
Dynamic Communication 2006
5.
Assumes every person and human system contains untapped, rich,
inspiring Core Values!
Dynamic Communication 2006
6. We discover these core values through a process of carefully
designed questions : Inquiry Dynamic Communication 2006
7. Appreciative!
What We Do Well We identify our strength
Dynamic Communication 2006
8. We ask questions to discover our strengths, and what we are
doing well! (called) Appreciative Inquiry ! Dynamic Communication
2006
9. Social Construction ( Theory - Ken Gergen )
We create those social and human connections necessary for us
to fulfill our human needs
We create the necessary connections for us to become high
performing employees and organizations .
Dynamic Communication 2006
10. AI is a Shift
No problem can be solved from the same level of consciousness
that created it. We must see the world anew.
There are only two ways to live your life. One is as though
nothing is a miracle. The other is as though everything is a
miracle.
Albert Einstein
Dynamic Communication 2006
11. Current Changes :
Impact of Globalization
Values now placed on partnerships, collaboration, shared values
and participatory planning
Impact on technology on us communicating
Organizations cultures are shifting - from hierarchical command
and control to self managed teams
Dynamic Communication 2006
12. We need a better way to engage everyones Intelligence
Organizations do not need to be fixed
Organizations are made and imagined
Dynamic Communication 2006
13. Cultural Consequences of Deficit Thinking and Acting: Note:
for more information see Ken Gergen, Realities and Relationships,
Harvard University Press .
Fragmentation - break into parts, groups
The Experts Must Know =
Dependence
Hierarchy
Spirals in Deficit vocabularies
Closed door Planning
Breakdown in relationships
Dynamic Communication 2006
14. Weisbord: Get Everyone involved in improving the Whole
System Dynamic Communication 2006
15. Change is happening!(Research) Positive Image = Positive
Action
Positive Health Studies
Pygmalion in Education
Words Create Worlds:
Inner Dialogue Research
Affirmative Capacity and leadership
Positive Emotions
Broaden-and Build Theory
The Emotion of Elevation
Dynamic Communication 2006
16. HOW do we use AI?
By Linking your Core Values to your organizational strategy or
change agenda, you create your desired future!
Dynamic Communication 2006
17. How? (The Process) Moving Forward Together!
We tap into this collective energy (released through our
inquiry) as we then create our C ollaborative Design
(together)!
Dynamic Communication 2006
18. Using this Energy and Creating our Design helps us produce
Sustainable Changes Dynamic Communication 2006
19. Moving the Energy Forward: Transforming the organization (
Last two steps of AI)
Design stage is the How we get from where we are to where we
want to be: Our Desired Future +
Destiny stage is the implementation and evaluation
Dynamic Communication 2006
20. Design + Destiny = Transformation! Together they provide
the transformation of the organization using the energy of its
people
21. Linking the Positive Core AI systematically (and
collaboratively )
creates a knowledge link between the organization and
Life-generating CORE of present and future CAPABILITIES
THIS IGNITES CHANGE
Dynamic Communication 2006
22. INQUIRY PRODUCES CHANGE
CREATES ENERGY!
BREAKS DOWN BARRIERS
POWER OF WHOLENESS -
LEADS TO TRANSFORMATION
IGNITES UPWARD SPIRAL OF POSTIVE CHANGE
LEADS TO DESIRED RESULTS
Dynamic Communication 2006
23. Connect Whole Organization to the Positive Core: