Workshop introducing appreciative inquiry using Positive Matrix, a collaborative software tool that energizes people and their enterprise to bring about positive change.
Appreciative Inquiry, an organizational development method, is the study and exploration of what gives life to human systems when they function at their best.
Slides from the Peer Academy class on Appreciative Inquiry hosted by Max Hardy. All rights are reserved by Max Hardy as the creator of this presentation.
Workshop introducing appreciative inquiry using Positive Matrix, a collaborative software tool that energizes people and their enterprise to bring about positive change.
Appreciative Inquiry, an organizational development method, is the study and exploration of what gives life to human systems when they function at their best.
Slides from the Peer Academy class on Appreciative Inquiry hosted by Max Hardy. All rights are reserved by Max Hardy as the creator of this presentation.
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.
“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.
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.
Appreciative Inquiry For Strategic Planning Avi Z Liran
Snap Preview of Appreciative Inquiry (AI) for Strategic Planning and the differences between SWOT and SOAR models as well as the benefits of AI Vs. Problem Solving.
The Power of Appreciative Inquiry - a talk delivered at the University of C...John Mauremootoo
Excerpt from the PowerPoint presentation given by John Mauremootoo at a workshop to introduce Appreciative Inquiry to the Centre for Pollination studies for them to assess its value as an organisational development paradigm.
I am an avid promoter and a professor of the method of Appreciative Inquiry. No, sorry, I live and believe in the way of life as inspired by Appreciative Inquiry.
Using Appreciative Inquiry I can create change interventions, build teams, drive change of culture, coach, consult, teach, train, facilitate and even sell.
This is the short presentation I use for conducting workshops in India and the Philippines
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.
“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.
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.
Appreciative Inquiry For Strategic Planning Avi Z Liran
Snap Preview of Appreciative Inquiry (AI) for Strategic Planning and the differences between SWOT and SOAR models as well as the benefits of AI Vs. Problem Solving.
The Power of Appreciative Inquiry - a talk delivered at the University of C...John Mauremootoo
Excerpt from the PowerPoint presentation given by John Mauremootoo at a workshop to introduce Appreciative Inquiry to the Centre for Pollination studies for them to assess its value as an organisational development paradigm.
I am an avid promoter and a professor of the method of Appreciative Inquiry. No, sorry, I live and believe in the way of life as inspired by Appreciative Inquiry.
Using Appreciative Inquiry I can create change interventions, build teams, drive change of culture, coach, consult, teach, train, facilitate and even sell.
This is the short presentation I use for conducting workshops in India and the Philippines
Intentional Change: A Strengths-Based Perspective to Move Your School to the ...Paul Thallner
Your school is perfectly designed to get the results it’s getting right now. So, expecting different results by doing what you are currently doing isn’t likely to work. This session, designed for school leaders, explores a strength-based approach to analyzing and transforming your school and its culture. Whether you are implementing a new assessment system, revamping your recruitment and selection process, or simply need to get the 'mojo' back, we know school leaders struggle with implementing changes in their school community. Participants at this presentation -- delivered at the 16th annual Colorado Charter Schools Conference -- left with a better understanding of a process that supports intentional change to get clear results while building a stronger culture among the adults.
Quick Guide to Keeping Track of Your Work AccomplishmentsIdealist Careers
You want to change the world...but are you keeping track of all of the great work you do? Doing so will make it easier for you to find a job, advance your career, and see the impact of your work. Here are a few ideas on how you can start keeping track of your accomplishments today.
Understanding Our Immunity to Change, DRS Faculty Presentation, September 2008dovemerson
Presentation on the work of Dr. Robert Kegan, by Rabbi Dov Emerson (@dovemerson) and Rabbi Elly Storch (@estorch) to the faculty of the DRS HALB Yeshiva High School for Boys, faculty in-service, September 2008.
Drawing from her extensive experience managing both high-growth start-ups and urgent business turnarounds, Tracy Streckenbach describes important strategies executive leaders should employ as companies enter a phase of constrained growth following a hyper-growth economy. These techniques, says Streckenbach, can be instructive for both start-up and turnaround environments which, as she sees it, are simply two sides of the same coin.
Presented at the Idean UX Summit Austin, May 2014. My colleagues and I are integrating approaches for creating with social complexity, and this talk provides an overview of our work in progress.
It outlines the nature of social complexity, and surveys three approaches appropriate for the challenge: Positive Deviance, Theory U & Social Labs, and the work of Dave Snowden and Cognitive Edge.
Consider this a case of "showing my mess." Future installments will reflect more synthesis, tell more stories, and better describe the emerging practice of managing emergence.
Building Creative, Collaborative CulturesAdam Connor
Organizations can struggle to make use of its employee's talent and creativity. The culture of an organization acts as a lens through which we can examine whether an organization is set up support or hinder innovation, creativity, and collaboration.
Design for Social Innovation: Redesigning at the Intersection of Business, Co...Sustainable Brands
A new field of practice is emerging at the intersection of design, management, complex systems theory, facilitation, and social change. This practice, sometimes called Design for Social Innovation, is giving birth to approaches for creating with social complexity from the inside. It offers "managing emergence" as a complement to traditional management. And it treats culture as a working material rather than a mysterious and difficult barrier to change. This workshop will provide a survey of Design for Social Innovation: key approaches and practices, case studies, and opportunities they present to the Sustainable Brands community.
The Third Shift: Women Physicians on OverloadiAttain
The unusual stresses of clinical care, administrative tasks and personal life combine to increase burnout among women physicians. There are numerous contextual and personal factors that must be understood to lighten the load and increase their retention in healthcare.
The factors that distinguish highly effective healthcare organizations are discovered through generative internal investigation via Appreciative Inquiry. When the cross section of internal members of the organization are invited to express what happens when extraordinary care is provided, the key strengths are revealed.
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
"Impact of front-end architecture on development cost", Viktor TurskyiFwdays
I have heard many times that architecture is not important for the front-end. Also, many times I have seen how developers implement features on the front-end just following the standard rules for a framework and think that this is enough to successfully launch the project, and then the project fails. How to prevent this and what approach to choose? I have launched dozens of complex projects and during the talk we will analyze which approaches have worked for me and which have not.
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf91mobiles
91mobiles recently conducted a Smart TV Buyer Insights Survey in which we asked over 3,000 respondents about the TV they own, aspects they look at on a new TV, and their TV buying preferences.
Dev Dives: Train smarter, not harder – active learning and UiPath LLMs for do...UiPathCommunity
💥 Speed, accuracy, and scaling – discover the superpowers of GenAI in action with UiPath Document Understanding and Communications Mining™:
See how to accelerate model training and optimize model performance with active learning
Learn about the latest enhancements to out-of-the-box document processing – with little to no training required
Get an exclusive demo of the new family of UiPath LLMs – GenAI models specialized for processing different types of documents and messages
This is a hands-on session specifically designed for automation developers and AI enthusiasts seeking to enhance their knowledge in leveraging the latest intelligent document processing capabilities offered by UiPath.
Speakers:
👨🏫 Andras Palfi, Senior Product Manager, UiPath
👩🏫 Lenka Dulovicova, Product Program Manager, UiPath
Connector Corner: Automate dynamic content and events by pushing a buttonDianaGray10
Here is something new! In our next Connector Corner webinar, we will demonstrate how you can use a single workflow to:
Create a campaign using Mailchimp with merge tags/fields
Send an interactive Slack channel message (using buttons)
Have the message received by managers and peers along with a test email for review
But there’s more:
In a second workflow supporting the same use case, you’ll see:
Your campaign sent to target colleagues for approval
If the “Approve” button is clicked, a Jira/Zendesk ticket is created for the marketing design team
But—if the “Reject” button is pushed, colleagues will be alerted via Slack message
Join us to learn more about this new, human-in-the-loop capability, brought to you by Integration Service connectors.
And...
Speakers:
Akshay Agnihotri, Product Manager
Charlie Greenberg, Host
Slack (or Teams) Automation for Bonterra Impact Management (fka Social Soluti...Jeffrey Haguewood
Sidekick Solutions uses Bonterra Impact Management (fka Social Solutions Apricot) and automation solutions to integrate data for business workflows.
We believe integration and automation are essential to user experience and the promise of efficient work through technology. Automation is the critical ingredient to realizing that full vision. We develop integration products and services for Bonterra Case Management software to support the deployment of automations for a variety of use cases.
This video focuses on the notifications, alerts, and approval requests using Slack for Bonterra Impact Management. The solutions covered in this webinar can also be deployed for Microsoft Teams.
Interested in deploying notification automations for Bonterra Impact Management? Contact us at sales@sidekicksolutionsllc.com to discuss next steps.
De-mystifying Zero to One: Design Informed Techniques for Greenfield Innovati...
Appreciative Inquiry: Big Picture, Big Passion, Exceptional Achievement
1. Big Picture, Big Passion: Exceptional Achievement Appreciative Inquiry Loretta L. Donovan President [email_address]
2. It is a time for re-thinking human organization and change. Deficit based modalities are increasingly falling short. And cynicism, about the very idea of planned change, is rampant. David Cooperrider
11. “ We inhabit a world that is always subjective and shaped by our interactions with it. Our world is impossible to pin down, constantly changing and infinitely more interesting than we ever imagined.” - Margaret Wheatley Leadership and the New Science
14. Evidence When organizations or groups capture positive imagery internally and make it visible, it starts to drive change in an individualistic, self-directed way. It creates a sense of focus. Our image of the future drives our ACTION! Placebo Effect Help someone construct an image of how something might happen, and it drives behavior which creates a change in that direction Pygmalion Effect Change a teacher’s image of a student, and their behavior changes toward the student, improving student performance Sociology The study of problems creates an increase in number & severity of problems. But opposite also occurs. Internal Conversations Studies of pre and post operative patients. Difference in recovery between positive and negative imagery. Sports Vivid visualization of one’s performance guides physical performance. Speed of learning when only correct images are reviewed.
17. An Open Moment We Are “In It” Now We are at the very point in time when a 400-year old age is dying and another is struggling to be born, a shifting of culture, science, society, and institutions enormously greater than the world has ever experienced. Ahead, the possibility of the regeneration of relationships, liberty, community, and ethics such as the world has never known, and a harmony with nature, with one another, and with the divine intelligence such as the world has never dreamed. -- Dee Hock, Founder & CEO, Visa
18. High-Potential Design Possibilities Job descriptions Work flows Information flows Job design Business processes Education, training, and leadership development process Policies on social responsibility Compensation & incentive systems Key organizational strategies Planning processes Communication systems Technology systems Decision-making approaches Measurement systems Performance review process Competencies Organizational structures Planning processes Communication systems Technology systems Decision-making approaches Organization, departmental and individual goals Measurement systems Performance review process Strategies for attracting and retaining talent Mission, vision and values
23. "If one is unafraid of change, insatiable in intellectual curiosity, interested in big things, and happy in small ways, one can remain alive long past the usual date of disintegration." ~Edith Wharton
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28. "You can't depend on your eyes when your imagination is out of focus." -- Mark Twain