Appreciative Inquiry, an organizational development method, is the study and exploration of what gives life to human systems when they function at their best.
“Appreciative Inquiry is the cooperative search for the best in people, their organizations, and the world around them. It involves systematic discover of what gives a system ‘life’ when it is most effective and capable in economic, ecological, and human terms.” Cooperrider, D.L. & Whitney, D
It is a methodology aimed at the development of the organization based on the assumption that inquiry into and dialogue about strengths, successes, values, hopes and dreams is in itself transformational.
The process used to generate the power of Appreciative Inquiry is the 4-D Cycle:
Discovery - Dream - Design - Destiny
Discovery: The Discovery phase is a diligent and extensive search to understand the "best of what is" and "the best of what has been."
Dream: The Dream phase is an energizing exploration of "what might be:"
Design: The Design phase involves making choices about "what should be" within an organization or system.
Destiny: The Destiny phase initiates a series of inspired actions that support ongoing learning and innovation - or "what will be."
School leaders and teachers are searching for a purpose and a sense of identity. We want more than just pay; we want a ‘sense of mission’. When you believe in a professional way of doing your job you have to be able to transmit this to all the people involved in teaching/learning process.
The Appreciative Inquiry methodology helps to create our identity and to transmit our values and beliefs. Educational institutions need to be knowledge rich, adaptable and permanently changing. We need to be able to design curricula according to our student’s individual needs.
Program presented an overview of appreciative inquiry, the study and exploration of what gives life to human systems when they function at their best. This approach to organizational change is based on the assumption that questions and dialogue about strengths, successes, values, hopes and dreams are themselves transformational. It offers a positive way to engage library staff in assessment. Although this method had its inception in the health care industry, this program will demonstrate its relevance to continuous improvement in libraries. Presenters included Maureen Sullivan and Gene Spencer.
Workshop introducing appreciative inquiry using Positive Matrix, a collaborative software tool that energizes people and their enterprise to bring about positive change.
Succession planning process - Step by step GuideKeka HR
Do you know that only 1% of the companies admit that their succession planning process is outstanding? And more than 60% of the companies bluntly admit that their succession planning process is fair or even worse.
“Appreciative Inquiry is the cooperative search for the best in people, their organizations, and the world around them. It involves systematic discover of what gives a system ‘life’ when it is most effective and capable in economic, ecological, and human terms.” Cooperrider, D.L. & Whitney, D
It is a methodology aimed at the development of the organization based on the assumption that inquiry into and dialogue about strengths, successes, values, hopes and dreams is in itself transformational.
The process used to generate the power of Appreciative Inquiry is the 4-D Cycle:
Discovery - Dream - Design - Destiny
Discovery: The Discovery phase is a diligent and extensive search to understand the "best of what is" and "the best of what has been."
Dream: The Dream phase is an energizing exploration of "what might be:"
Design: The Design phase involves making choices about "what should be" within an organization or system.
Destiny: The Destiny phase initiates a series of inspired actions that support ongoing learning and innovation - or "what will be."
School leaders and teachers are searching for a purpose and a sense of identity. We want more than just pay; we want a ‘sense of mission’. When you believe in a professional way of doing your job you have to be able to transmit this to all the people involved in teaching/learning process.
The Appreciative Inquiry methodology helps to create our identity and to transmit our values and beliefs. Educational institutions need to be knowledge rich, adaptable and permanently changing. We need to be able to design curricula according to our student’s individual needs.
Program presented an overview of appreciative inquiry, the study and exploration of what gives life to human systems when they function at their best. This approach to organizational change is based on the assumption that questions and dialogue about strengths, successes, values, hopes and dreams are themselves transformational. It offers a positive way to engage library staff in assessment. Although this method had its inception in the health care industry, this program will demonstrate its relevance to continuous improvement in libraries. Presenters included Maureen Sullivan and Gene Spencer.
Workshop introducing appreciative inquiry using Positive Matrix, a collaborative software tool that energizes people and their enterprise to bring about positive change.
Succession planning process - Step by step GuideKeka HR
Do you know that only 1% of the companies admit that their succession planning process is outstanding? And more than 60% of the companies bluntly admit that their succession planning process is fair or even worse.
Appreciative Inquiry & Change ManagementBrent Jones
This talk starts with a general overview of developments in the field of Change Management, and goes on to explore the hot new field of Appreciative Inquiry (AI). AI has received much attention in organizational development (OD) circles, and has been successfully used in a wide range of change management initiatives around the world. However, there are still relatively few published reports related to AI initiatives in Japan. The presenter will argue for an approach to Change Management that focuses on peak experiences, individual and institutional strengths, and increased human potential and empowerment. Participants will be introduced to the 4D cycle (Discovery-Dream-Design-Destiny) developed by David L. Cooperrider and his colleagues at Case Western Reserve University, and shown how professional development activities have been developed for each of these phases. Together with other findings in the field of positive psychology, this 4D AI cycle should be a welcome addition to the manager's toolbox.
What is Team Building?
Teamwork and Team-Building - What's the Difference?
Concept of Team Building
Tuckman's Stages
Purpose of Team building
Group vs. Team
What Makes a Team Effective
Why Invest in Team Building
How to build STRONG EFFECTIVE Team.
Suggested Audience: Leaders and team members.
Regular team building is crucially important if an organisation wants to succeed. If your team are united, have a clear vision and are willing to go above and beyond for each other, the business and your clients then you are destined to succeed.
Presentation and live webinar hosted by California Community Foundation for donors interested in assisting their favorite nonprofits in capacity building.
You can also view the webinar at our YouTube page www.youtube.com/CalfundTV!
The GRPI (Goals, Roles, Plans, Interpersonal Norms) worksheet developed by GE for use in its change acceleration process. A great tool for leaders to diagnose the key factors in building and leveraging a team.
Leadershiip start by leading yourself first. This presentation attempts 3 things.
1. Demystify Personal Leadership
2. Outlines the 6 Characteristics of Authentic Leaders
3. Empowers you on How to acheive Self Mastery
Personal Leadership is all about achieving OUTWARD impact through INNER Mastery.
Search Inside Yourself (Mindfulness Based Emotional Intelligence)Vasco Gaspar
Search Inside Yourself is a Leadership and Emotional Intelligence Program, based on Mindfulness and Neurosciences, that was developed and tested at GOOGLE to increase organizational performance and wellbeing, as well as to enhance the conditions for world peace, by inspiring leaders worldwide to become more wise and compassionate.
Appreciation Inspiration: Tips, Quotes, and Insights for Celebrating Employee...O.C. Tanner
This Employee Appreciation Day, inspire greatness in your employees with these tips, quotes and insights on recognition, appreciation and employee engagement.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Appreciative Inquiry for Organizational Change Amy Lewis
Appreciative Inquiry (AI) is a positive approach to change management that focuses on the strengths of the organization rather than the weaknesses. This model is utilized for large scale change management that will ignite engagement and inspiration into a diverse workforce.
Appreciative Inquiry & Change ManagementBrent Jones
This talk starts with a general overview of developments in the field of Change Management, and goes on to explore the hot new field of Appreciative Inquiry (AI). AI has received much attention in organizational development (OD) circles, and has been successfully used in a wide range of change management initiatives around the world. However, there are still relatively few published reports related to AI initiatives in Japan. The presenter will argue for an approach to Change Management that focuses on peak experiences, individual and institutional strengths, and increased human potential and empowerment. Participants will be introduced to the 4D cycle (Discovery-Dream-Design-Destiny) developed by David L. Cooperrider and his colleagues at Case Western Reserve University, and shown how professional development activities have been developed for each of these phases. Together with other findings in the field of positive psychology, this 4D AI cycle should be a welcome addition to the manager's toolbox.
What is Team Building?
Teamwork and Team-Building - What's the Difference?
Concept of Team Building
Tuckman's Stages
Purpose of Team building
Group vs. Team
What Makes a Team Effective
Why Invest in Team Building
How to build STRONG EFFECTIVE Team.
Suggested Audience: Leaders and team members.
Regular team building is crucially important if an organisation wants to succeed. If your team are united, have a clear vision and are willing to go above and beyond for each other, the business and your clients then you are destined to succeed.
Presentation and live webinar hosted by California Community Foundation for donors interested in assisting their favorite nonprofits in capacity building.
You can also view the webinar at our YouTube page www.youtube.com/CalfundTV!
The GRPI (Goals, Roles, Plans, Interpersonal Norms) worksheet developed by GE for use in its change acceleration process. A great tool for leaders to diagnose the key factors in building and leveraging a team.
Leadershiip start by leading yourself first. This presentation attempts 3 things.
1. Demystify Personal Leadership
2. Outlines the 6 Characteristics of Authentic Leaders
3. Empowers you on How to acheive Self Mastery
Personal Leadership is all about achieving OUTWARD impact through INNER Mastery.
Search Inside Yourself (Mindfulness Based Emotional Intelligence)Vasco Gaspar
Search Inside Yourself is a Leadership and Emotional Intelligence Program, based on Mindfulness and Neurosciences, that was developed and tested at GOOGLE to increase organizational performance and wellbeing, as well as to enhance the conditions for world peace, by inspiring leaders worldwide to become more wise and compassionate.
Appreciation Inspiration: Tips, Quotes, and Insights for Celebrating Employee...O.C. Tanner
This Employee Appreciation Day, inspire greatness in your employees with these tips, quotes and insights on recognition, appreciation and employee engagement.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Appreciative Inquiry for Organizational Change Amy Lewis
Appreciative Inquiry (AI) is a positive approach to change management that focuses on the strengths of the organization rather than the weaknesses. This model is utilized for large scale change management that will ignite engagement and inspiration into a diverse workforce.
Ai Workshop Slides Used By John Loty In 2008.John Loty
These slides together with a workbook were used in a 2 day Introductory Workshop on Appreciative Inquiry and how AI is being used for change management and organisational development.
Sara Lewis, the Managing Director of Appreciating Change was interviewed on the Business901 podcast, Mastering Positive Change. This is a transcription of the podcast.
APM Event hosted by the East of England Branch on 26 April2023.
Speaker: Jo Twiselton
Back in February 2021, Jo Twiselton delivered a talk to the APM East of England branch on the subject of wellbeing and change and with relevance to project management. This event was held on 26 April 2023.
Since then, the wider conversation around change has progressed with hybrid working and the challenges that’s bringing on top of business-as-usual projects, alongside more personal impacts like a cost-of-living crisis, the climate and most recently, the death of the Queen. The pace of change hasn’t slowed and is unlikely to in the near future either.
This undercurrent of uncertainty can impact individuals and teams and having ways to both recognise and manage this, can be helpful.
Recognising that some of these challenges still remain for many but also, that we are all at different points in the change journey, the proposal is that this talk explores some of the topics from workshop 1 and expands further, bringing things up to date.
So, in this session, we explored:
Change and uncertainty – why they spark the reactions they do
What does this mean for project management?
Wellbeing, resilience and mindset – practical approaches to take
Integrating wellbeing and resilience in practice
https://www.apm.org.uk/news/talking-about-wellbeing-and-change/
Successful people think differently. They have the ability to bounce back, persevere, and make things happen even in the face of adversity. In this innovative learning laboratory, we’ll be exposed to the burgeoning research in Positive Psychology, the science of success and happiness. We will discover how we’re genetically predisposed to negativity, and how switching this habit of thinking to something more positive takes intention, attention and effort. Come learn some scientifically informed strategies for how to build psychosocial muscle and in turn, get SO’MO of what you want in life (at home, work, and every place in between).
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
15. Appreciate:
valuing;
the art of recognizing the best in
people or the world around us;
affirming past and present
strengths, successes, and
potentials;
to perceive those things that
give life (health, vitality,
excellence) to living systems.
Inquiry:
the act of exploration
and discovery.
to ask questions;
to be open to seeing new
potentials and
possibilities.
Appreciate + Inquiry
“is the study and exploration of
what gives life to human
systems when they function at
their best.
16. Appreciative Inquiry
It is an organizational development method that seeks to
engage all levels of an organization (and often its
customers and suppliers) in its renewal, change and
improved performance.
AI implies a particular way of asking questions in the way
for enhancing the capacity for collaboration and change
of people.
It focuses
on strengths,
on good practices
on possibilities instead of problems or risks.
17. Appreciative Inquiry- organizational
development method
This approach to personal change and
organization change is based on the assumption
that questions and dialogue about strengths,
successes, values, hopes, and dreams are
themselves transformational.
18. AI- “asset- based” or “strength-based”
approach
Salutogenesis:
salus (=health) and genesis (= origin),
means the origin of health.
The salutogenic approach focuses on resources for
health than on risks for diseases. It is the opposite of
the pathogenic concept where the focus is on the
obstacles and deficits.
Salutogenesis is a way of thinking, being, acting
and meeting people in a health promotion
manner
19. Comparing- ethos
Problem solving focus Asset or strength focus
Negative event directed Positive research directed
Deficit methods Positivist methods-story sharing
Problem finding Build on successes or experiences
of success
Focused on dysfunction (social or
intra-psychic)
Rebuild relationships, create a
collaborative vision and tap into
passion and generative core
20. PROBLEM SOLVING VS. ASSET FOCUS
Problem solving
(deficit based change)
“Felt Need”
Identify problem
Conduct root cause analysis
Analyze Possible Solutions
Develop action plan (Treatment)
Basic assumption:
An Organization is a
“problem-to-be solved”
Appreciative inquiry
(strength based
innovation)
“Valuing the best of what is”
Appreciate
Imagine (What might be)
Dialogue and design
(What should be)
Create (What will be)
Basic assumption:
“An organization is a
mystery to be embraced”
Basic
Assumptions
What we focus on
becomes our reality
Reality is created in the
moment, and there are
multiple realities
In every ongoing
team/group/
organisation . . . Some-thing(
s) work
People have
more confidence and comfort
to journey to the future (the
unknown) when they carry
forward parts of the past (the
known)
The mode and
language of inquiry
effects the org. being
observed
Comparing- ethos
28. Underlying theories & Research
Effects of both positive and negative
thinking on the outcomes of
surgery: patients with Appreciate more + positive
Inquiry
thoughts recovered at a much faster
rate
29. Underlying theories & Research
The Pygmalion Effect (Self-fulfilling
prophecy) - what we expect to
happen will happen when Appreciate we
+ Inquiry
project certain expectations on
another
30. Underlying theories & Research
The Placebo Effect - people
experience what they expect to
experience
Appreciate + Inquiry
Beliefs are powerful factors in
what we can achieve
31. Underlying theories & Research
Neuroplasticity (brain can be
rewired); intentional work on
feeling optimistic Appreciate strengthens
+ Inquiry
neural connections creating
“muscles of optimism”
Memory and future thought are
highly interrelated; Our
memories are essential in
helping see ourselves in the
future
32. Underlying theories & Research
Psychoneuroimmunology
How stressors, and the negative
emotions they generate, are
translated into physical changes
Appreciate + Inquiry
33. Six Aspects of Change and Development of
which to be Aware
Knowledge of the community is critical to determining its
destiny.
The seeds of change are implicit in the first questions we
ask.
A critical resource we have for creating positive change
in our communities is our imagination and the capacity to
free the imagination and the mind of groups.
Our imagination and mind are constrained by bad habits,
limited styles of thinking, underlying assumptions and
traditional rules of organizing.
34. Six Aspects of Change and Development of
which to be Aware
Our styles of thinking rarely match the increasingly
complex worlds in which we work… We need to discover
more creative and fruitful ways of knowing.
All systems (organizations and communities), as living
constructions, are largely affirmative and respond to
positive thought and positive knowledge.
35. Understanding
Appreciative Inquiry
A major assumption of AI is that in every
community something works. Change can
be managed through the identification of
what works, and focus on how to build on
it.
40. Constructionist Principle
Social Constructionism argues that
the language and metaphors we use
don't just describe reality (the
world), they actually create 'our'
reality (the world).
The way we know (think/feel),
influences our attitude and
response
We make meaning out of our lives
and our experiences in
conversation with others. The
language we use to describe things
actually shapes how we see them.
People can go through exactly the same challenging or
negative experience – but use very different language and
tell very different stories about that experience.
Some people focus on being a victim – and this becomes their reality.
Others focus on their stories of survival and
how they overcame the challenge,
creating a very different reality for themselves
41. In an organisation same thing can happen-organisations
are made up of social constructs
If the stories being told
around the lunch table or
over the coffee breaks are
all about how terrible the
boss is and how
overworked people are,
then those stories will
shape their reality. And
that’s going to be the kind
of place they will build –
an unhappy place that will
probably never reach its
full potential.
But if the stories people
tell are about how good it
is to work there, and the
language they use about
each other and their boss
is mostly positive – then
they are going to see a
different reality. And this
will in turn affect the
kind of workplace it
becomes - a happier and
more productive
environment
42. IMPLICATIONS
If social reality is shaped by how we talk about it, it
makes sense to talk about what is working, what we
are proud of, what gives life to the organisation, and
what we want.
What changes could you make to what you talk about,
or the way you talk about it, to get the best from your
team, your colleagues, or your boss?
What specific changes will you try out in: the
questions you ask; the stories you tell?
44. Poetic Principle
The organization can be seen as an open book—an
incomplete story that is continually being co-authored
by group members over time.
It is open to interpretation, we are free to study
virtually any topic related to the group, its members
and their experiences.
We can look for what is going wrong or what is going
right and the greater gains are made when the means
and ends of inquiry are aligned.
If we seek to increase employee retention
we should inquire into why people stay in our organization
rather than focus on employee turnover.
Appreciative inquiry chooses to focus on
the positive and lifegiving forces
46. The principle of simultaneity
Inquiry and change are not separate. Change
begins with the first questions we ask and the
questions we ask determine what we find. So, the
act of inquiring is a intervention
AI questions do not seek ‘‘right’’ answers, but
rather they generate conversations that seek out
the ‘‘essential goodness’’ of the system as a
platform for creating an even ‘‘better’’ system.
48. The anticipatory Principle
An anticipatory view of organizational life posits that the image
of the future is a guiding force in organizational life.
Our greatest resource for generating constructive organizational
change is our collective imagination and discourse about the
future.
AI opens up our creative minds to think about new ideas and
ways of thinking about “old topics”. We can look into the future
and see the possibilities because our mind is not focused on
fixing the current problem or the problems of the past. We can
anticipate a different future than we had in the past.
50. The positive principle
Building momentum for change requires hope, inspiration and
sheer joy in creating with one another.
Just as plants turn towards sunlight, human systems tend to turn
towards positive images and those things that give them energy
and nourish their sense of joy and happiness.
The human spirit is lifted when we talk about possibilities,
hopefulness, joy, and positive images of our future. This energy
will allow our minds to create images that we haven’t imaged
before.
The more positive the questions that are asked, the more people
are captivated by the inquiry process and the longer the benefits
are sustained.
53. DISCOVERY STAGE
The task in this phase is to inquire into and discover the positive
capacity of the organization or community through carefully
crafted appreciative questions.
the questions are designed to engage participants in the telling
of stories to one another about what gives energy and vitality to
the system.
people seek to explore their strengths, assets, peak experiences,
‘‘What’s and successes going and right
to understand the unique conditions that
and made how their do moments we get of more excellence of it?’’
possible.
In contrast to methods which search for the root causes of
problems, it is a method that searches for the root causes of
success.
54. Creativity starts with
an'appreciative' eye.
DISCOVERY STAGE
The point of the appreciative protocol is not to
dismiss problems
but
to offer a broader lens through which people can cast
an Appreciative eye on their system.
55. Formulating the Discovery Questions
Frame questions in an affirmative way that implies
respect for group members;
Ask open-ended questions that invite stories and
embellishments rather than yes/no responses;
Build affinity among participants by framing questions
such as “tell us a story about a time when members of
this group played an important role helping you to
realize a dream or overcome a challenge”;
Add additional questions to determine the necessary
details (the who, what, when, where and how of the
event); and
Seek stories of personal experiences from participants
rather than accounts of others.
56. Project of a two-and-a-half-year partnership between Canada’s International
Institute for Sustainable Development (IISD) and MYRADA, a south Indian
development organization. Funding was provided by the United Kingdom’s
Department for International Development.
57. The goal of the IISD/ MYRADA appreciative inquiry
project was 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.
59. GROUP CAPACITY BUILDING
Consider periods when the group was working at its
best
Stories will relate to internal processes such as
decisionmaking, leadership, financial management
and reporting; and core values such as
transparency, participation and equity.
The visions and action plans that emerge will
address how those internal processes could be
strengthened.
60. COMMUNITY DEVELOPMENT
Stories might relate to building a road, reducing
illiteracy in the family or eliminating gambling in
the village.
The visions that follow will address the group’s
role within the large community. They might
relate to immunizing local children, undertaking
a watershed development project, empowering
women through literacy training or starting new
self-help groups.
61. Story Analysis
The facilitator helps the group draw common
themes from the stories and to understand more
completely the conditions that made the peak
experiences possible.
What are the strengths that made the
achievement possible?
What individual and group values are reflected in
the story?
What external conditions existed that contributed
to the peak experience?
62. EVALUATION OF THE DISCOVERY STAGE
Stories were factual
Stories were inspiring and energizing
Affinity among participants was enhanced
Stories and enabling factors were
adequately documented
New strengths were revealed
There was an adequate understanding of
Discovery process
64. themes and patterns
emerge that inspire
hope and possibility.
‘‘What is the world
calling us to
become?’’
Dream Stage
a time for
passionate
thinking
‘‘What might we become
if our exceptional moments
were the norm?’
It is a time to
imagine
an ideal future
-Because it is a dream that is grounded in people’s
The objective of the Dream Stage is to enable participants
to evolve real quality experiences visions based it is on more their believable strengths and and
values.
more achievable.
65. In the Dream Stage, local people discuss how they can
build on their strengths to better their group and their
community.
What would the group
be in five years?
What would be its
greatest achievement?
What role would the group
members play in the
development of their village?
Three women discussing their vision of the future
66.
67. Recording the output – Provocative Propositions
“A provocative proposition is a statement that
stretch the system from where it is to where it wants
to be”
It is provocative- stretches and challenges the
group
It is grounded.
It is desired.
It is highly participative.
It stimulates organizational learning.
It addresses multiple aspects of the group’s structure and
activities-leadership,
societal purpose, communication, staff,
structures, practices, community relations, etc.
It balances existing activities with future goals
68. Characteristics Of Good Visions
Holistic
Challenging
Achievable/ Realistic
Shared
Documented and institutionalized
Evolving
Internalized
Reinforces existing strengths
Not heavily dependent on outside agencies:
70. Design Stage
The Design Stage is intended to bring together
participants in a dialogue about creating their
desired future
The objective of this phase is to create /design
principles that will inform the system’s structures
and policies that can move them toward the
realization of their dream.
71. Design Stage Exercises
Setting short term & long term goals
Prioritizing the dreams- Group Discussion
Which of the goals is most important to the group?
What would you like to start working on right
away?
Which aspects of the group would you like to
strengthen first?
Developing action plans
Planning can be seen as analogous to architecture
in which the various systems within a building
complement each other to produce a structure with
certain characteristics.
75. Delivery/ Destiny Stage
The system moves to fulfill its destiny.
People begin to read the organization or community
in a new way—a way that invites possibility, forges
new networks of relationships, acquire new skills
and ultimately effects the direction and meaning of
one’s actions.
time for unleashing the creative energy of the system
to undertake individual and collective action.
76. Effective Delivery emphasizes:
Innovation
Continuous learning
Nurturing an appreciative eye
Institutionalizing the appreciative inquiry
process
Self-reliance
Monitoring
Participation
Transparency
78. Appreciative inquiry should be seen as part of a
larger development strategy
establishing an inspiring group vision
articulating shared values
developing strategies
Can be a useful feedback tool
Appreciative inquiry creates a sense of ownership in
new initiatives
80. Creating Sustainable Change in the
Interprofessional Academic Primary Care
Setting: An Appreciative Inquiry Approach
Intervention- Appreciative Inquiry (AI)
approach to advance teamwork in
one family health team in Ontario
Aim- the aim was to understand when,
how, and why interprofessional
communication and collaboration
were facilitated or impeded in
practice.
81.
82. Findings-
Improved patient-centredness
Formalized interprofessional meetings
Bi- monthly interfrofessional case
conference
Clinic huddle- first five minutes of both
morning and afternoon clinics
83. The patient voice: Appreciative inquiry into
participants’ stories about living well with
diabetes
Research question: to learn from the patient’s
experience of diabetes self management
Sample: A convenience sample of 13
participants Diabetic or being at risk.
Method: Thematic analysis was used to examine
the positive stories elicited. Interviews were
coded, themes were identified and reflective
documents were produced for each interview.
84. Interpersonal
Results: Participants who self report living well with diabetes
Support
simultaneously embrace their condition and embrace life. They
do so through the complex interaction of experiential
knowledge, interpersonal support, and personal qualities
e.g. family, friends,
diabetes peers,
colleagues and
healthcare team
Experiential
Knowledge
e.g. understanding and
managing individualized
responses to food, exercise
and stress
Simultaneously
Embracing
Diabetes and
Embracing Life
Personal
Qualities
e.g. balance, compassion,
confidence, honesty, hope,
humour, optimism,
persistence, respect
85. Recommendations
Consider use of an appreciative inquiry
design in asset focused investigations of
patient experiential knowledge of self
management.
Assess how consideration of patient
experiential knowledge, interpersonal
support and personal qualities is
integrated into patient centered care