Oac appreciative inquiry - abc - nov 2012Presentation Transcript
Appreciative Inquiry an introduction G. Viswanath Founder- Director Organisations & Alternatives Consulting Pvt Ltd. www.oacindia.com
Today Introduction to Appreciative Inquiry The appreciative interview – experience Genesis of AI – where did it start ? 4-D or 5-D model ? The 5 Principles Relevance of AI to Coaching The Positive Psychology arena and Strengths “Appreciative question”
Appreciative interview Spend 40 minutes with your partner – interviewing and being interviewed for 20 minutes each Stay in your role as the interviewer – do not make it into a conversation. Your turn will come. Keep encouraging your interviewee to talk ( “Tell me more”, “Share a story..” ) Focus on the ‘best’, ‘greatest’, ‘peak’ experiences
Appreciative interview Would you like being interviewed again? How would you describe your being interviewed – what were the emotions that were triggered? What do you feel towards your interviewer? How do you see your interviewee now?
AI - Genesis David Cooperrider, Case Western Suresh Shrivstava, David’s mentor Ronald Fry Jane Watkins ( many others )
4-D or 5-D model ? DEFINE DISCOVERY DREAM DESIGN DELIVER / DESTINY
“DISCOVERY” phase“We create the organisationalworlds we live in”
“DISCOVERY” phase 2 primary tasks Gather information, and Pull out themes ( ‘life giving forces’ ) from the interviews, compile the wish data “ When was the organisation most alive and functioning at its best?” “History as a positive possibility” Paired interviews and/or AI Summits
“DREAM” phase“A vivid imagination compels the whole body to obey it” …….Aristotle
“DREAM” phase Heliotropic principle Possibilities of the future – moving from history to the future Organisation’s greatest potential is what system moves towards Current image holds both ‘strengths’ and ‘lmitations’
“DREAM” phase “What is the world calling our organisation to be?” What are the most enlivening and exciting possibilities for our organisation? What is the positive core that is supporting our organisation?
“DREAM” phase2 stages : Right brained activity : skits, graphics Left brained activity : translate images to a statement : a “Provocative Proposition”
“Provocative Proposition”Or, “Possibility statement” Bridges “what is” to “what might be” Stretches status quo Challenges common assumptions/routines Enables Organisation to move towards the highest and most imaginative visions
“GREAT Provocative Propositions” Are Desired Are written in the present tense Are grounded in our collective history Are “Provocative” Are stated in affirmative terms
“DESIGN” phase Socio-technical architecture People rarely dream of : – Greater hierarchy, controls, inequalities, degradation, irresponsibility Dreams are quite the OPPOSITE Dealing with ‘tough issues’ is critical here: – Power, Money, Distribution of Resources
“DESIGN” phase “Are you willing to open up everything?”Questions: @ Team :” What are the actions and commitments we want to implement to make our dreams come alive?” @ Orgn :” If our organisation’s policies, systems were to fulfill our dreams, then what would they be like?”
“DESTINY” phase2-fold focus: Innovate / Align – Dream Build AI learning competencies in the system
“DESTINY” phaseSustain momentum by: Building an ‘appreciative eye’ into the organisation’s systems, processes and procedures E.g. from Evaluation to Valuation
“DESTINY” phaseNOT the typical Action Planning process Impossible to predict what members will take on, take off, revise, change Multiple interventions to be expected AVOID traditional methods Let the ‘UNIQUE’ness emerge Momentum depends on ‘letting go’ of the old order (Monitoring, Delivery etc., etc)
“DESTINY” phaseOrganisation change is going to be like a ‘MOVEMENT’ than like some neatly packaged or engineered product !!
PRINCIPLES Social Construction Poetic Simultaneity Anticipatory Positive
Relevance of AI for Coaching Facilitative process Client leads the process Encourages ‘story telling’ – not problem- analysis based (unlike Counselling ) Helps individuals recognise/acknowledge their Strengths “What is the tiniest action that you can take towards your goals?”
Thank You!For further conversations, happy to connect at: email@example.com