Appreciative Inquiry: Exploring and Engaging the Positive Core Steve Cato Steve Cato Moss Bay Consulting Moss Bay Consulting 6925 Lake Alice Road SE 6925 Lake Alice Road SE Fall City, WA 98024 Fall City, WA 98024 (425) 222-4665 (425) 222-4665 [email protected]Peggy Holman Peggy Holman The Open Circle Company The Open Circle Company 15347 SE 49 15347 SE 49 th th Place Place Bellevue, Washington Bellevue, Washington (425) 746-6274 (425) 746-6274 peggy@opencirclecompany. com www.opencirclecompany.co m October 19-21, October 19-21, 2005 2005
Transcript
Appreciative Inquiry:Exploring and Engaging
the Positive Core
Steve CatoSteve CatoMoss Bay ConsultingMoss Bay Consulting6925 Lake Alice Road SE6925 Lake Alice Road SEFall City, WA 98024Fall City, WA 98024(425) 222-4665(425) [email protected]
Peggy HolmanPeggy HolmanThe Open Circle CompanyThe Open Circle Company15347 SE 4915347 SE 49thth Place PlaceBellevue, WashingtonBellevue, Washington(425) 746-6274(425) [email protected]
AI Questions1. Describe a peak experience or "high point" in your work with your
organization. What was happening? Who was involved? What made it such a powerful experience?
2. What do you most value about... yourself? your work? your organization?
3. What core factors give life to your organization?
4. Imagine a miracle happened. You were asleep for ten years and wake up to find your organization is exactly as you'd like it to be. What's happening that's different? How would you know it is what you want?
Adapted from Cooperrider, David and Diana Whitney, “Appreciative Inquiry: A Positive Revolution in Change”, The Change Handbook, Holman, Peggy and Tom Devane, eds., Berrett-Koehler, 1999.
A vision paints a picture of a desired future. Called Provocative Propositions, Possibility Statements, Design Principles, these word pictures describe the elements that can bring about that future by guiding decision making and action.
DP ExamplesHAVING THE COURAGE TO FACE REALITY/LETTING GOWe honour our Courage in the face of the challenges of our work, to accept the reality that we will not always know the answers. We
embrace those moments and let go of our fear. We open ourselves to the Creative Magic in us and are ready for Change.
THE EXPRESSION OF FAITH IN ME GREW MY CONFIDENCE AND MOTIVATIONWe are a society that believes everyone is capable of amazing growth and achievement. We trust that others have faith in us to always
be our best. We commit to honour each other, in truthful ways, acknowledging contributions that make a difference and build our confidence.
THE HONOURING WAS AUTHENTICWe make a difference best when the honour does not leaves us feeling “slimed” and make us say “bull shit” deep inside. We feel honouring is authentic when it touches us unexpectedly and emotionally.When your honouring is authentic, I trust you back. We both feel safe.Then together we have the power to make a difference.
HOLDING THE TENSION/STAYING WITH CONFUSIONCreativity is our lifeblood. It is fuelled by confusion and tension like the challenge of holding water in your hands.When our mystery, energy and uncertainty are embraced, the power of possibilities and alternatives are unleashed.
GIVING HONOUR GENERATES GIVING HONOUR…She’s a strange cove our place…We take on the world but the guts of it is, we’re mates who stick
together with an unconditional positive regard. It’s my privilege to stand beside yous.
LISTENING TO YOUR HEARTListen. We find ourSelves in the stillness, in the space in between.
Living in readiness to hear, trusting our Self to emerge and reveal joy, passion, care, the unknown, surprise! Honouring and respecting what is true for another, we have faith what is revealed makes a difference.
Appreciative Inquiry Workshop, Melbourne, Australia, October 16-19, 2000
A balanced ecosystem is essential for all aspects of vibrant, healthy forests and viable mountain communities.
The principles:• Key factors in land management decisions for Healthy mountain ecosystems are:
o Sustainability o Biological diversity o Productivity o Indigenous species o Resource conservation and restoration o Acknowledgment of fire as a natural component
• Responsible, efficient use of natural resources promotes improved air and water quality and water quantity for the communities and natural environment.
• An open forest with healthy tree spacing supports wildlands and mountain communities that are ecologically resilient and at low risk of catastrophic wildfires.
• Care and stewardship of our mountains and forests requires education, conservation and community involvement. • Based on peer reviewed science, environmental laws are streamlined, balanced and designed to sustain a healthy forest.• Capacities of the mountains are recognized and understood, established and supported. • Funding and other resources integral to the implementation our plans are
identified and available. • Decision making is timely, inclusive, collaborative,
informed, delivered and implemented through coordinated governance.
• Responsible behavior contributes to a multi-use forest in which all living systems experience an enhanced quality of life.
Typical Outcomes• Change in basic orientation from problem-focused to possibility-focused• Clarified or enhanced sense of identity, shared values & culture• Established climate of continual learning & inquiry• Renewal of group energy, hope, motivation & commitment• Increase in curiosity, wonder and "reverence for life"• Whole system changes in culture & language (increase in cooperative practices
& decrease in competition; increased ratio of positive: negative comments; increase in affirmative questions and/or narrative-rich communication)
• Decrease in hierarchical decision-making; increase in egalitarian practices & self-initiated action
• Improved working relations/conflict resolution• Successful achievement of intents
listed above
From David Cooperrider, AI Training Module , Feb. 2002, http://appreciativeinquiry.cwru.edu/practice/toolsModelsPPTsDetail.cfm?coid=1167
• Captivate interviewees through focusing on what matters• Invite personal stories and aspirations • Stimulate fresh thinking and deep feelings through evocative language• Spark the appreciative imagination
THROUGH THE MIX OF QUESTIONS:• Uncover the best of what’s working and what’s possible• Explore many dimensions: past and future, relationship with self, connections to others and to the
subject area• Uncover essential values, aspirations and inspirations
Example QuestionsHOW WE LEAD: Successful organizations require several types of leadership. One kind is when individuals “step up to the
plate” and lead because the situation calls for it, regardless of job title or position. The other kind of leadership critical to organizational success occurs when individuals accept formal leadership responsibility as a supervisor or manager.
1. Describe a time while you have been with the NPS when leadership was needed, you stepped in, took a leadership role and it paid off with success. What were the details?
• What was it about you that made it possible for you to succeed?• What was it that others did that contributed to your success? • What organizational factors (leadership, culture, training, resources, etc.) helped make it possible for you to be successful in
that situation?2. Looking at your entire experience at the NPS, what is your most outstanding memory of a supervisor or manager whose work
and leadership abilities inspired you? What are the details?• What was it about that person that made her or him so effective in that role?• What was it about the organization that contributed to and supported that person’s effectiveness?
From National Park Service Interview Protocol, Bud Orr and Peggy Holman, August 2000
USEFUL CHECKPOINTS
1.Tell a story personal experience/ where you get a value from the checkpoints. What was happening? Who was involved? What made it such a powerful experience?
2a. How can you reinforce the values you got from the checkpoints in your daily life?
2b. What would you like the checkpoints to be converted to in order to embody the value that you got?
More ExamplesFor Mental Health Provider, merger process
TEAMWORKWorking together as a team in vital to the success of Compass Health. The quality of our services depends on how we support each other, within workgroups, across areas of the organization and among all the different staff groups. This requires faith in one another, honest, respectful and open communication, and a sense of unity among us.
Can you tell me about a time at ________ when you had an exceptional experience of team support and cooperation between diverse individuals or groups and what made that incredible spirit of cooperation possible?
What would we need to do as individuals or as an organization to have that same level of team support occur every single time diverse groups of people got together?
QUALITY CARE/SERVICEThe heart of any healing organization is providing quality care and service to our clients. Especially in these turbulent time, we must hold steady in our commitment to be responsive, compassionate and client-focused in our care.
Please tell me about an experience when, even in a challenging or limiting environment, you were able to give extraordinarily responsive and compassionate care or service to a client. What resources within yourself and your environment did you call forth? What was it about the care you gave that was most helpful to the client?
What is your vision for how we can expand our ability to give exemplary care in our community?
“What gives life?” (the best of what is) APPRECIATING
Destiny
“How to empower, learn and
adjust/improvise?” SUSTAINING
Dream
“What might be?”(what is the world calling for)
ENVISIONING IMPACT
Design
“What should be--the ideal?” CO-
CONSTRUCTING
Affirmative Affirmative Topic ChoiceTopic Choice
Cooperrider, David and Diana Whitney, “Appreciative Inquiry: A Positive Revolution in Change”, The Change Handbook, Holman, Peggy and Tom Devane, eds., Berrett-Koehler, 1999.
http://appreciativeinquiry.cwru.edu/A worldwide portal devoted to the fullest sharing of academic resources and practical tools on Appreciative Inquiry and the rapidly growing discipline of positive change. This site is a resource for you and many of us--leaders of change, scholars, students, and business managers--and it is proudly hosted by Case Western Reserve University's Weatherhead School of Management.
• Appreciative Inquiry ListservThis online community of practitioners is generous with stories, questions and answers. The Appreciative Inquiry Discussion List is hosted by the David Eccles School of Business at the University of Utah. Jack Brittain is the listadministrator. For subscription information, go to:http://mailman.business.utah.edu:8080/mailman/listinfo/ailist
• The Power of Appreciative Inquiry: A Practical Guide to Positive Change, Diana Whitney and Amanda Trosten-Bloom, Berrett-Koehler, 2003.Newly released, well written, informative and practical book useful to anyone interested in AI in organisations.
• The Appreciative Inquiry Summit: A Practitioner's Guide for Leading Large-Group Change,James Ludema et al, Berrett-Koehler, 2003.A practical guide to the AI summit.
• Positive Image, Positive Action: The Affirmative Basis of Organizing, David L. Cooperrider. http://appreciativeinquiry.cwru.edu/intro/classicsDetail.cfm?coid=647 A classic article on the essential thinkning underpinning AI.
• Collaborating for Change: Appreciative Inquiry, David Cooperrider and Diana Whitney, Berrett-Koehler, 2000. A small and useful guide to AI presented by two of its founders.
