ACU 2010 Conference

Utilising AI in improving research
outputs and service delivery

Dr. Renalde Huysamen
Mrs Marietjie du Plessis

Departement Sentrum • Department Centre
UNIVERSITEIT VAN DIE VRYSTAAT • UNIVERSITY OF THE FREE STATE • YUNIVESITHI YA FREISTATA
Tel (051) 401 3000 • E-mail: info@ufs.ac.za • www.ufs.ac.za

Agenda
Agenda
Introduction and background

Definition of a Leadership Learning community
Methodology
Part 1: The Authentic Leadership Journey:

Diversity
Inner core
Overcoming fear
 Establishing support networks

Findings


Agenda
Agenda

PART 2

•Theoretical Foundations of AI

•The 4- D Cycle

•Overall Results of the AI Process

•Practical Application


Background and history of the University of
the Free State
1945 – 1980
28 January 1904 1950: University of the 1999
GREY University College Orange Free State Growth Period
7 Faculties

2009 M I
2001 STUDENT SUCCESS RATE:
STUDENT HEAD COUNT 71 %
Name Change to University 2009 27241
of the Free State GRADUATES: 5379
PERMANENT STAFF: 2055

UFS VISION
EXCELLENCE
EQUITABLE
INNOVATIVE

Introduction and Background of the
Leadership Learning Community
PURPOSE:

Improvement of employees research outputs and service delivery

•MAIN OBJECTIVES:

•Utilise Training and Development to develop academic /non academic staff
•Improvement in Research Outputs and Service Delivery


Definition of a Leadership
Learning Community
Six to twenty members year
long program
Leadership , AI, Community
Building


Methodology

Phase 1 Jan – June
RETREAT 1 (2days)
3 x 4 hour meetings
Part one: Examine your own leadership journey
Part two: Discover you authentic leadership
Part three: Put your authentic leadership into action (Bill
George).
Phase 2 July – Nov
RETREAT 2 (2 days) Appreciative Inquiry
3x 4 hour meetings: Appreciative Inquiry - research articles
(David Cooperrider).
QUESTIONNAIRES: Questionnaires were distributed after
each phase


Diversity: The Transformation from “I” to “We”

Appearance / Body
Language

Strengths and
Weaknesses

Values/
Motivation
Understanding life
story/ Shadow
sides and
vulnerabilities

Authentic Self


“JUMPING MOUSE”

“• Allegory to apply Theory on Leadership
styles and Power
• Advantages and disadvantages of
Leadership Styles
• The type of Power used has an influence
on people and how they react


The Leadership Journey supervisor

cleaner

Bloemfontein
university

unemployed

Domestic
work
restaurant
baby

0-13


Findings: Phase 1
A Summary of the factors which influenced participants to develop as authentic
leaders on a 4 point Likert scale
BILL GEORGE (2007) Leadership Frequency distribution

Largely: % Completely: % Total: %
Q5: Impact Of Intrinsic motivators 25 75 100

Q21:Passionate about Purpose 33.33 66.67 100

Q7: Support from others 25 75 100
Q13:Identification of Purpose 41.67 58.33 100

Q4:Influence of Extrinsic motivators 25 66.67 92
Q12: Reflect on passion as a person 25 66.67 92

Q18: Influence of others on personal 41.67 58.33 100
development
Q 19:Importance of Honesty 8.33 75 83


leaders on a 4 point Likert scale (continue)


Q2: Defining own values 33.33 58.33 92
Q1:Lead with my heart 41.67 50 92
Q3:Acknowledge weaknesses 50 41.67 92
Q10: Importance of Professional 25 50 75
support network
Q15: Apply different leadership styles 33.33 50 83

Q8: Balanced life 16.67 58.33 75
Q20:Purpose as a leader 33.33 50 83
Q23: Acknowledge strengths 33.33 50 83
Q17:Link between leadership style 75 16.67 92
and power


leaders on a 4 point Likert scale (continue)



Q6: Utilisation of capabilities 58.33 16.67 75

Q11: Develop relationships 41.67 25 67

Q14:Empower other to fulfil purpose 41.67 25 67

Q22:Compassion with myself 33.33 33.33 66

Q16: Followers’ reaction to power 33.33 8.33 42


PHASE 2: Theoretical foundations of
Appreciative Inquiry
•
“ Principles of AI: 3 Schools
1) Social constructivism
2) Image Theory
3) Grounded Research
• AI takes this frame work and sets it in a positive frame of reference:
“AI views organisations as centers of Human Relatedness where
people control their destiny by envisaging what they want and
develop actions to move toward it”(Cooperrider, Whitney & Stavros,2003)


AI: 4-D Cycle
discovery
'what gives
life'

dream
destiny
'what might
'what will be'
be'

design
'how it can
be'


FINDING AND ANALYSIS

• DISCOVERY
• A deeper understanding of exceptional professional experiences.
• The identification of a core life-giving factor for each participant; and
• Wishes for improved performance with regard to research outputs or
service delivery projects

• DREAM
• Expression was given to dreams by means of drawings; and
• 5 life-giving themes were identified and prioritised.


Dreaming…


Design

• Provocative propositions for each individual;
• There was an overwhelming sense of excitement that each individual was in
a position to link their passion and purpose as individuals to their present
work related roles;

• Ascribing of actual behaviours to the five main themes namely;
– Every person can be a leader in his own field
– Person centred approach
– Appreciating innovation in scholarly field
– Passion
– Positive Attitude.

• .

Design
• Identification of a new set of behaviours:
– Each person creates a visual image of this behaviour
Now each person has a positive image image of the past and
the future
Facilitator asked:
“How can the research that you need to undertake for the LLC
help you to achieve the identified behaviour?”
• Participants reflected on the implementation of the authentic
leadership principles and their unique capabilities in the context of
their own academic or non-academic work environment

• Participants defined their topics and identified resources needed to
write their articles/implement projects
.

Destiny

• Research topics and service delivery projects defined;
• Strategies formulated to:
• Write describe research design, project outcomes,
population and samples, etc.; and
• Where participants were unsure, others provided
assistance/advice.


RESULTS OF THE LEADERSHIP LEARNING
COMMUNITY PROJECT

ACADEMIC STAFF
7 Published Articles
National and International Conferences

SUPPORT STAFF
4 projects implemented
2 National Conferences
1 Invitation to present project Internationally


Appreciating : HR
• INTERVIEW PROTOCOL
• Appreciate the Past

• 1. Tell me about one peak experience as a HR practitioner that you will always cherish.
What made this so special?
• Appreciate the Present

• 2. What do you value most about HR as a discipline?

• Appreciate the Future

• 3. Imagine you have a magic wand and you would have any three wishes granted what
would your dreams for HR as a discipline be? What do you think future people in the
HR discipline should do?


Conclusion
 Appreciative inquiry can successfully be applied to improve performance in
a Higher Education context, for both academic and non-academic staff.

• The Appreciative Inquiry Process is inclusive, consultative, generative and
energizing.

 AI, as a philosophy and process that is based on what is positive and that is
applied through collaboration, may provide a paradigmatically different point
of departure to ensure improved performance


Thank
you!
FINISHED
WITH THE
FIMISH


ACU 2010 Conference

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