Appreciative Inquiry#18 Adc8
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Appreciative Inquiry#18 Adc8

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    Appreciative Inquiry#18 Adc8 Appreciative Inquiry#18 Adc8 Presentation Transcript

    • Appreciative Inquiry (AI) An Approach to Organizational and Social Change Sociology 168 – Social Justice Thursday, May 24,2007
    • Learning Outcomes for Today
      • What is the key concept of AI?
      • Overview of AI
        • How / when did it start?
        • The (5) core principles
        • The (5) basic steps
      • How is it different from other social or organizational change strategies?
      • When is it useful/appropriate? Not…?
    • Key Concept of AI
      • “ Appreciate” + “Inquiry” = ? (See p.4)
      • Basic Strategy: Find what is working and build on it
        • Learn from moments of excellence
        • Focus on the positive
        • Look where you DO want to go/energy follows attention
      • Deficit-based change vs. Constr-based change [ ]
      • Bowling Story
        • Univ Wisconsin study of learning process
        • Videotaped 2 teams/studied tapes
        • Different tapes/edited by “mistakes” or “successes”
        • Both teams improved
        • Team that studied successes 2x better
    • Definitions (Interactive: ask students for their understanding)
          • Appreciate
            • to value,
            • To recognize the best in people or the world around us;
            • to affirm past and present strengths;
            • to perceive those things that GIVE LIFE (excellence, vitality) to living systems
          • Inquire :
            • To explore or discover;
            • to ask questions;
            • to be open to seeing something new
    • Personal Reflection
      • Reflect on a relationship in your life you might like to change – to be more fun, more positive, more engaged, more useful. It could be a group you belong to, you family or a workplace situation.
      • What aspect(s) already embody “what you would like to have more of?” What’s already working for you? Could it provide a starting point to move more in that direction? What might a first step in that direction look like?
      • Share with a neighbor
    • Overview of AI
      • How/when did it start
        • Early 1980’s/David Cooperrider/grad student
        • Cleveland Clinic/what’s wrong>what’s right
      • Where is it used?
        • Schools/communities (Imagine Chicago)
        • Organizations/corporations (Nutrimental/Brazil)
      • When not to use?
        • Stakeholders/leadership do not support
        • Outcomes are pre-determined
        • Logistics/resources do not permit complete process
    • How is it different from other models of org. change?
      • Two contrasting models for organizational change [ ]
        • Deficit-based change
        • Constructionist-based change
      • Not just “positive thinking”
    • Five Core Principles
      • (1) We move in the direction of the images we create and the words we use.
      • (2) Change starts w/the first question
      • (3) Present behavior is influenced by the future we anticipate/hope for/seek to create
      • (4) No boundaries on what we can inquire about and learn from
      • (5)The more positive the questions, the more effective& longlasting the process will be
    • Five Steps
      • Choose the positive as a focus for the inquiry
      • Inquire into exceptionally positive moments/experiences
      • Share stories & identify life-giving forces
      • Create shared images of a preferred future
      • Innovate & improvise ways to create that future
    • Overview: Paired Affirmative Interviews
      • Purpose of this exercise
      • Distribute guides/review questions
      • Remember to take notes
      • Look for best stories, high points & “quotable quotes”
      • Review timing;
        • Ten minutes for each person to be interviewed
        • 1-2 minutes to share high points & quotes
      • Find a partner & go
    • Interview Guide Best Activist Experience
        • See free standing guide –PPT format doesn’t work for this
    • Debrief
      • What is one thing that stood out for you today?
      • What was most valuable aspect of this exercise?
      • What might you take forward?
      • What could have been bettr/different?
    • Resources
      • The Essentials of Appreciative Inquiry : A Roadmap for Creating Positive Futures, Mohn & Watkins
      • www.taosinstitute.net
      • Appreciative Inquiry Handbook , Cooperrider, Whitney & Stavros.