Appreciative Inquiry at Myrada

Appreciative Inquiry an Introduction 1

what’s wrong with our community? 2

what might happen with our community? 3

is there anyway to rebuild our community? 4

Appreciative Inquiry Myrada’s Case 5

Beyond Problem Analysis: Using Appreciative Inquiry to Design and Deliver Environmental, Gender Equity and Private Sector Development Projects. 6

the Project’s Objective 7

to advance sustainable development and facilitate sustainable livelihoods by providing governmental and non-governmental organizations in India with a better method of designing and delivering programs — one that identiﬁed and reinforced a community’s strengths, achievements and vision, rather than focusing on its problems, deﬁciencies and needs. 8

the Project’s Strategy 9

• Splitted team: (1) A core project manager team, (2) training staff, (3) AI experts; • Conduct training program for NGO staff & ﬁeldwork with community groups; • Working on 3 different sites. 10

the Project’s Evolution 11

Training, 3 of Myrada’s 18 sites. only in 12

after 2 years ﬁeld testing... 13

It’s revised to enable a more rapid scaling up of the training program to include every MYRADA staff member, regardless of their position. 14

and now... 15

Appreciative Inquiry quickly became a core training component in all MYRADA projects. 16

In total, 28 training workshops were conducted in which about 500 staff from at least 70 organizations took part. The ﬁeldwork within MYRADA’s projects alone involved almost 500 groups for a total reach of over 10,000 people. This does not include applications by partner organizations or with the staff’s families and friends. 17

the Project’s Stages 18

Group Composition Opening Intview Team Song or Roles & Ritual Group Responsibilities Assets Exercise Depth & Opening Participant Duration of Exercises (i.e.) Introduction the Inquiry Initial Village Walk Locations Personal Consideration Strengths List Coat of Group Size Arms Timing Recording the Results 19

Formulating the Discovery Questions Seek of Encourage Encourage Aﬃrmative Open Ended Personal Story Telling Detail Experience Discovery Story Analysis Stage Individual External Achievement and Group Conditions Causes Values Existed Evaluations Inspiring Enhance Factual and Aﬃnity Energizing 20

Objectives Recall the Explain the Evaluate Articulate Strengths & Purpose their Dream their Dream Values Personal & Drawing & Reviewing Group Exercises Collage Strengths Wishes Dream Goal & Group Visualization Vision Tree Mission Stage Documenting the Dream Documented Achievable/ & Institu- Holistic Internalized Independent Evaluations Realstic tionalized Reinforces Shared Evolving Existing Challenging Strengths 21

Brake down Segregate Document Objectives Strategies Issues the Process Verify Workout Regular Strength, Detailed Review Vision, & Strategies Mechanisms Action Exercises Organization Long-term Prioritizing Short-term Developing Structural Objectives Goals the Dreams Action Plan Design Changes Stage Documenting the Strategies Evaluations Clearly- Consistent to Speciﬁc Stated Organization Strategies Mission Vision 22

Nurturing an Continuous Innovation “Appreciative Learning Eye” Delivery Institutionalizing Self-reliance Monitoring the AI process Stage Participation Transparency 23

Review the Display the Appreciate & Ongoing Vision as Celebrate the Process Reminder Success Keeping Share with Promote AI Delves Deeper Larger to Family, the Before the Cycle Community Friends, etc. Supporting Other “Rookie” 24

Enable the Positive Change 25

the Project’s Notes 26

AI PRA a set of systematic, semi-structured tools and discover people’s strengths methods for participatory and to use the momentum and learning and project planning. energy generated to build a group vision and action plan. focuses on cause-effect relationships, organizational makes use of story-telling and linkages, timelines, seasonal personal reflection. calendars, transects & other data collection exercises. most effective as a complete & continuous cycle. do not have to follow any particular order and are capable of standing alone. 27

AI PRA Both a set of systematic, semi-structured tools and discover people’s strengths based on values methods for participatory and to use the momentum and of mutual respect between various learning and project planning. energy generated to build a group participants and an ethic of inclusion vision and action plan. and participation. focuses on cause-effect relationships, organizational makes use of story-telling and can be used in a variety linkages, timelines, seasonal personal reflection. of circumstances and for calendars, transects & other different purposes. data collection exercises. most effective as a complete & continuous cycle. do not have to follow any particular order and are capable of standing alone. 27

AI PRA Both a set of systematic, semi-structured tools and discover people’s strengths based on values methods for participatory and to use the momentum and of mutual respect between various learning and project planning. energy generated to build a group participants and an ethic of inclusion vision and action plan. and participation. focuses on cause-effect relationships, organizational makes use of story-telling and can be used in a variety linkages, timelines, seasonal personal reflection. of circumstances and for calendars, transects & other different purposes. data collection exercises. most effective as a complete & continuous cycle. do not have to follow any particular order and are capable of standing alone. one enriches the other As such, they will find value in PRA and AI. 27

What we need is... 28

What we need is... creative and energetic facilitation... 28

What we need is... creative and energetic facilitation... & an expectation that the group is capable of success. 28

“We are like the water from the well, we will always be useful and life-giving...” - member of Sarvashakti Federation. 29

start Your own project 30

whole strategy 31

whole Preparation strategy 31

Choosing whole Aﬃrmative Preparation strategy Topic 31

Choosing whole Aﬃrmative Preparation strategy Topic Discovery 31

Choosing whole Aﬃrmative Preparation strategy Topic Discovery Dream 31

Choosing whole Aﬃrmative Preparation strategy Topic Discovery Design Dream 31

Choosing whole Aﬃrmative Preparation strategy Topic Delivery Discovery Design Dream 31

deﬁne your purpose 32

deﬁne your purpose Org. Change 32

deﬁne your purpose Inter Org. Strengthened Org. Change 32

deﬁne your purpose Inter Org. Strengthened Org. Community Change Development 32

deﬁne your purpose Inter Org. Strengthened Org. Community Change Development Global Transformation 32

deﬁne your purpose Inter Org. Strengthened Org. Community Change Development Small Global Group Transformation 32

deﬁne your purpose Inter Org. Strengthened Inter Org. Community Group Change Development Change Small Global Group Transformation 32

deﬁne your purpose Personal Inter Org. Transformation Strengthened Inter Org. Community Group Change Development Change Small Global Group Transformation 32

pick or create your technique 33

pick or create your technique Holistic 4-D 33

pick or create your technique Holistic AI 4-D Summit 33

pick or create your technique Holistic AI Mass 4-D Summit Inquiry 33

pick or create your technique Core Holistic AI Mass Group 4-D Summit Inquiry Inquiry 33

pick or create your technique Core Holistic AI Mass Group 4-D Summit Inquiry Inquiry Positive Change Network 33

pick or create your technique Core Holistic AI Mass Group 4-D Summit Inquiry Inquiry Positive Positive Change Change Network Consortium 33

pick or create your technique Core Holistic AI Mass Group 4-D Summit Inquiry Inquiry Positive AI Positive Change Learning Change Network Group Consortium 33

pick or create your technique Core Holistic AI Mass Group 4-D Summit Inquiry Inquiry Positive AI AI Positive Change Learning Change Progressive Network Group Meeting Consortium 33

to be continued... 34

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Appreciative Inquiry at Myrada

by rahadian p. paramita

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