Oac appreciative inquiry - abc - nov 2012

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Oac appreciative inquiry - abc - nov 2012

  1. 1. Appreciative Inquiry an introduction G. Viswanath Founder- Director Organisations & Alternatives Consulting Pvt Ltd. www.oacindia.com
  2. 2. 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”
  3. 3. 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
  4. 4. 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?
  5. 5. AI - Genesis David Cooperrider, Case Western Suresh Shrivstava, David’s mentor Ronald Fry Jane Watkins ( many others )
  6. 6. 4-D or 5-D model ? DEFINE DISCOVERY DREAM DESIGN DELIVER / DESTINY
  7. 7. “DISCOVERY” phase“We create the organisationalworlds we live in”
  8. 8. “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
  9. 9. “DREAM” phase“A vivid imagination compels the whole body to obey it” …….Aristotle
  10. 10. “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’
  11. 11. “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?
  12. 12. “DREAM” phase2 stages : Right brained activity : skits, graphics Left brained activity : translate images to a statement : a “Provocative Proposition”
  13. 13. “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
  14. 14. “GREAT Provocative Propositions” Are Desired Are written in the present tense Are grounded in our collective history Are “Provocative” Are stated in affirmative terms
  15. 15. “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
  16. 16. “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?”
  17. 17. “DESTINY” phase2-fold focus: Innovate / Align – Dream Build AI learning competencies in the system
  18. 18. “DESTINY” phaseSustain momentum by: Building an ‘appreciative eye’ into the organisation’s systems, processes and procedures E.g. from Evaluation to Valuation
  19. 19. “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)
  20. 20. “DESTINY” phaseOrganisation change is going to be like a ‘MOVEMENT’ than like some neatly packaged or engineered product !!
  21. 21. PRINCIPLES Social Construction Poetic Simultaneity Anticipatory Positive
  22. 22. 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?”
  23. 23. Thank You!For further conversations, happy to connect at: gvish@oacindia.com

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