Summit 2006Seeking a New Life Together

Appreciative Inquiry Summit for the

Presbytery of the Twin Cites Area

November 10 & 11, 2006

Christ Presbyterian Church

Summit Purpose

Vision of a Life Together in the Midst of Differences

Develop a Dynamic Organizational Structure

Matthew 18: 19-20

“Again I say to you, that if two of you agree on earth about anything that they may ask, it shall be done for them by My Father who is in heaven. For where two or three have gathered together in my name, I am there in their midst”.

Summit Objective # 1

Engage as many clergy, elders and

members of the presbytery as possible to

discern God’s will, and to dialogue and

develop a bold vision for the future

Summit Objective # 2

Build trust and collaborative working

relationships between churches within

the presbytery and churches and the

presbytery

Summit Objective # 3

Develop greater capacity for on-going

dialogue among members of the

presbytery that enables collaboration in

the midst of differences

Summit Objective # 4

Design and plan for implementation of

dynamic new structures, strategies,

initiatives, and ways of working that are

congruent with the vision

Day 1 Agenda

Introduction to AI and Discovery Phase Appreciative Interviews Identify Key Themes Introduction to Dream Phase Write Dream Statements Dinner and Dream Presentation

Day 2 Agenda

Introduction to Design Phase Create Design Possibility Maps Develop Possibility Propositions Introduction to the Destiny Phase Innovation Teams Recommendations and Action Initiatives

Ap-pre’ci-ate, v.

Valuing; the act of recognizing the best in people orthe world around us; affirming past and present

strengths, successes, and potentials; to perceivethose things that give life (health, vitality,

excellence) to living systems 2. to increase invalue, e.g. the economy has appreciated in value.

Synonyms: valuing, prizing, esteeming, andhonoring.

In-quire, v.

The act of exploration and discovery. 2. To ask

questions; to be open to seeing new potentials

and possibilities. Synonyms: discovery, search,

and systematic exploration, study.

What is Appreciative Inquiry?

Approach to organizational change Leverages organization’s best qualities toward

change Organizations move in the direction of what you

ask about Art and practice of asking powerfully positive

questions Linking of inspiring accounts of peak

experiences to a change agenda

Discover“What gives life?”

(The best of what is)Appreciating

Discover“What gives life?”

(The best of what is)Appreciating

Dream“What might be?”

(What is the world calling for)Envisioning Results

Dream“What might be?”

(What is the world calling for)Envisioning Results

Design“What should be - the ideal?”

Co-constructing

Design“What should be - the ideal?”

Co-constructing

Deliver“How to empower, learn,and adjust/improvise?”

Sustaining

Deliver“How to empower, learn,and adjust/improvise?”

Sustaining

AffirmativeTopic Choice

The “4-D Cycle”

The Appreciative Interview:Initial Instructions

Each person will conduct an interview and be interviewed using the questions on pages 6 to 11 in the workbook

Select someone that you don’t know (bring workbook and a pen or pencil)

The Appreciative Interview:Guidelines

Have fun!

Listen intently and ask questions

Try to understand behavior and values

Active listening techniques

The Appreciative Interview: Dealing with Negatives

By all means listen

Be empathic

Find the underlying hope or the missing ideal

Guide the person back

The Appreciative Interview: Final Instructions

Follow me

Seek stories by asking who, what, when, where, why, and how

Take good notes of the stories and what you find most compelling

Question 1 Peak Church Experience

Take a minute to reflect upon your involvement andrelationship with your current church. You most likely have hadsome high-point experiences with this community of believers.

Talk about a moment that truly stands out as a “peak experience” at your church -- a time when you felt most engaged, worthwhile,

loved, committed, connected, or close to God.

Please share the story…what happened? When? Where? Whatwas it about you, the others around you, or your relationship with

Christ, that made it a high point?

Question 2Positive Core of the Presbytery

We are living in a time of rapid and significant change, when manyof the structures and traditions that have held sway in the churchare being questioned. Presbyteries have historically been a wayfor groups of congregations to be related to each other. It isinevitable that presbyteries will go through some significantchanges in the near future.

Recognizing this, what aspects of a presbytery at its best do youbelieve are so vital that they should remain core to its identity? What qualities (i.e. strengths, structures, processes, values,beliefs, etc.) do you believe should be foundational as thispresbytery moves into the future? Give an example of one ofthese qualities in action.

Question 3Dynamic Organizations

It is truly wonderful to behold and experience an organization,faith-based or otherwise, that brings out the best in its people andaccomplishes its goals and objectives in the process. Theseorganizations have ways of doing things and cultures that areenergizing, engaging, efficient, and effective. Think aboutorganizations that have deeply impressed you.

What it is that makes these organizations stand out in your mind?Is it the leadership philosophy, creative approach to its mission,unique delivery of its product or services, flexible organizational design, or some other qualities? What makes them so exceptional? Can you share a story about these qualities in action?

Question 4 - Relationship in the Midst of Differences

Tell a story of an experience you have had when youwere part of an enriching and prosperous relationshipwith another person, at work, or in your personal,community, or church life, despite having significantlydifferent beliefs, outlooks on life, or ways of being.

Who was involved? What was present in therelationship that allowed it to flourish? What were theoutcomes and benefits that you experienced?

Question 5God’s Call

Engaging in an envisioning process provides an opportunity tolisten carefully to God’s call. It is an opportunity to push thecreative edges, to do new things, and to wonder and pray aboutour ministry’s greatest potentials -- both as congregations and as apresbytery.

What is your sense of what God is calling us to be and to do?What do you think is God’s desire for us in terms of our life together in themidst of differences?

It is likely that you come with ideas that are already formed – and that isOK. Yet, we gather in the expectation that God will speak to us. In lightof this we will take a few minutes now for silent prayer prior to answeringthis question.

Question 6Miracle Question (Part 1)

Imagine that one day you wake up and God has answered ourprayers and miraculously given us a new and beautiful andmeaningful life together. The presbytery has become somethingyou would most like to see for yourself and friends, for children, forour community and for our world. It is a dynamic organization andits members are experiencing an abundant spiritual life andaccomplishing great things for the kingdom of God -- even in themidst of differences. It is seen as an astounding development andother presbyteries, and even other denominations, are clamoringto learn what has happened. You are moved and proud in a heartfelt way. It’s the kind of presbytery and faith community youmost want to be part of -- one that is living God’s call in fresh,vibrant, meaningful and powerful ways. (Continued)

Question 6Miracle Question (Part 2)

Please share some highlights of what you see in thisvision of the presbytery: What do you see happening

that is vital and good? What is happening that is new,different, or better? What do the relationships between

the congregations and the presbyteries, and thecongregations with each other, look like? Before youanswer this question, we will again take a few minutes

for silent prayer in the hope that God speaks to us.

Group Roles

Discussion Leader

Timekeeper

Recorder

Reporter

Steps for Part One of Discussion

Introduce your partner and share highlights from questions 1, 2, 3, & 4 of the interview. Share at least one of the best stories told by your interview partner from these questions.

The group members should listen and take

notes on patterns and themes. A theme is an idea or concept about what is present when people are reporting the times of greatest excitement, creativity, inspiration, etc.

Steps for Part One of Discussion(Continued)

Brainstorm list of themes that were high-points, ideas that “grabbed you”, examples of things when they are at their best. The Recorder should write these on a piece of flipchart paper.

Agree on and select 3 to 5 themes for that you think are most compelling and important. Recorder should put these on flipchart paper in the format shown below.

Top 3 to 5 Themes from Interviews

Themes Dots

1)

2)

3)

4)

5)

Steps for Part One of Discussion(Continued)

Prepare 1 to 2 minute presentation for the Reporter to give to the large

group to briefly describe and explain chosen themes.

Problem Solving or Appreciative Inquiry

Problem Solving:

Identify problem

Root cause analysis

Solutions & analyze

Develop action plans

Metaphor: Organizations are problems to be solved

Appreciative Inquiry:

Appreciate “What is”

Imagine “What Might Be”

Determine “What Should Be”

Create “What Will Be”

Metaphor: Organizations are a mystery to be explored.

4 Key Principles of Appreciative Inquiry

Constructionist Principle (The way we know is fateful)

Principle of Simultaneity (Change begins at the moment you ask the question)

Anticipatory Principle (Change in active images of the future)

Positive Principle (The more positive -- the greater and longer-lasting the change)

Positive Image = Positive Action

Powerful Placebo

Pygmalion Effect

Positive Effect

Inner Dialogue (2:1)

Rise and Fall of Cultures

Affirmative Capability

ENVISIONING THE FUTURE

Select a discussion leader, timekeeper, recorder, and reporter for your group

Share highlights from partner’s responses to dream questions (5 & 6) in the interview. What ideas,

stories, and images did you find most compelling?

The rest of the group members should be listening and taking notes ideas, stories, images of the future

that have distinct power and possibility.

ENVISIONING THE FUTURE(Continued)

Brainstorm and identify most engaging, powerful, and potentially important elements to have as part of the future presbytery. Recorder writes ideas on flipchart

paper.

Narrow down to 3 to 5 key elements your group wants to be part of a collective dream – especially with regard to having a life together in the midst of differences and

developing a dynamic organizational structure.

Recorder should put 3 to 5 key elements on sheet of flipchart paper.

Dream Statement

Transform key dream elements into a “dream statement” and have Recorder write it on flipchart paper

Start dream statement as follows: “In 2007 the Presbytery of the Twin Cities Area is (insert your image of the ideal as

if it is happening right now)

As a group, visualize the presbytery you really want -- as if it exists now. Again, especially as it relates to life together in the midst of differences and dynamic organizational

structure

Dream Statement(Continued)

Desired

Bold, provocative

Affirmative

Grounded

Creative Presentation

Choose a creative way to present your dream statement as if it is happening now.

Prepare a 3 minute presentation for members from your group to share with the large

group. It can be a skit, a song, a TV special, news story, work of art, etc.

Creative Presentation Notes

Best IdeasMost important andappealing ideas for:

Life Together in the Midstof Differences

andDynamic Organizational

Structure

Organizational Elements

What kind of

organizational elements

are needed in order to

bring these ideas to life?

Examples: Systems,

Structures, Culture, Strategies,

Training, Leadership, Policies, etc.

Denominational Structure

Presbyterian Church USA (PC/USA)

General Assembly

Synods (16)

Presbyteries (173)

Congregations (11,100)

16 Synods in the United States

16 Presbyteries in the Synod of Lakes and Prairies

Presbytery of the Twin Cities Area (PTCA)

Synod of Lakes and Prairies

Presbytery of the Twin Cities Area

71 Congregations

7 Paid Staff

Book of Order

Presbytery Council

Committee on Preparation for Ministry

Committee on Ministry

Nominating Committee

Committee on Representation

Permanent Judicial Commission

Design Possibilities Map

Design Elements

Key Relationships

Dream Statement

Sample of Organizational Design Elements

Organizational structures

Training and leadership development

Key organizational strategies

Planning processes

Communication systems

Decision-making approaches

Governance

Steps to Creating a Possibility Proposition

1. Self-Manage by selecting a Discussion Leader, Timekeeper, Recorder and Reporter

2. At your table, review the guidelines listed below and the examples of possibility propositions on the next page so that you all have a shared sense of what your possibility proposition might look like at the end of this exercise.

Steps to Creating a Possibility Proposition (Continued)

1. Discuss/brainstorm the “ingredients” you would like to see present in the ideal version of the ”organizational element” assigned to your table.

2. As a group, create a first DRAFT of a possibility proposition for the “organizational element” assigned to your table. This is a picture of what the element would look like when infused with the essence of your dream.

3. Finalize your DRAFT possibility proposition by printing a neat version on a single flip chart page. Be prepared to do a 2 minute presentation.

Key Components Of Possibility Propositions

Provocative

Desired

Language is exciting and energizing

Represent things we believe in, like constitutional beliefs

Describe what is wanted in a positive way

Written in the present tense, as if they are already happening

Sample Possibility Proposition:Education and Training

Education and Training are the foundation of theempowered culture of excellence at ACE. We fosterleadership that encourages, challenges, and supportsall members of the agency to engage in ongoinglearning, both personal and professional. ACE provideslife long training and education opportunities thatsupport a sense of purpose, direction, and continualgrowth. This, in turn, nurtures the strength andconfidence people need to achieve their full personaland professional potential.

Sample Possibility Proposition:Decision Making Process

DRI recognizes that people from all levels of the organization have valuable knowledge, experience, and immense potential. We have a culture that fosters empowerment at all levels of the organization. Toward this end, decisions are made at the most local level possible and include all relevant and affected parties ensuring the sharing of good information, and creating the empowered involvement that breeds commitment.

Sample Possibility Proposition:Strategy

All members of Grace for the City share a basic common vision in relation to the organization’s core mission, intent, and direction. It is an exciting, challenging, and meaningful direction which helps give all staff and stakeholders a feeling of significance, purpose, pride, and unity. Grace for the City uses whatever time and resources that are needed to bring everyone on board and thus continuously cultivates “the thrill of having a feeling of deep connection and understanding”, of being a valued member of an outstanding organization.

Sample Possibility Proposition:Leadership

At all levels, our bold and empowered leadership nurtures an atmosphere of collaboration, mutual respect, and diversity. As colleagues, we continue to challenge each other to contribute through empowering both dialogue and teamwork, in order to create a university that is second to none. We promote leadership at every level. Our culture of openness to new ideas fosters unrestricted dialogue, innovation, positive communication, and the emergence of new leaders.

Innovation Teams:Questions to Discuss

– What is the vision of this initiative/action/innovation? What is the intent? What do you hope to accomplish?

– How will this initiative promote Life Together in the Midst of Differences or the development of Dynamic Organizational Structure?

– What is the name of the action initiative?– Who else needs to be involved in the implementation?– What are the steps you need to take to accomplish your goal?– When should it be started? What is your timeline? – Who is the initiative leader? Who is the initiative

coordinator? – How will you as a team stay in communication with one

another?

Action Plan

Be prepared to summarize, write up and submit the following:

1. Group Members:2. Name of Pilot project:3. Short purpose statement that relates it to the

propositions of the ideal future we want: “The purpose of this initiative or pilot is….”

4. Write a short description of the proposed pilot: What, When, Where, How, Etc.