Ai Certificate 2008 Longboat Key Cooperrider

Appreciative InquiryA Positive Revolution in Change

Longboat Key, FloridaDecember 2008

Phase One AI Certificate Program

With

David CooperriderWeatherhead Executive EducationCase Western Reserve UniversityMore slides and tools AI Commons AI Commons http://ai.cwru.edu

http://ai.cwru.edu/

A Special Time in Our Field: A Special Time in Our Field: Re-thinking Human Organization and ChangeRe-thinking Human Organization and Change

Insights from Big ChangeInsights from Big Change Anticipatory Images—collective Anticipatory Images—collective

picture of the futurepicture of the future Power of Engagement: Simple Power of Engagement: Simple

Face-to-Face Human ConversationFace-to-Face Human Conversation No Limits to CooperationNo Limits to Cooperation

The Strengths Revolution & The Strengths Revolution & Positive Positive Change ResearchChange Research—”what good are positive —”what good are positive emotions?” “Changing under emotions?” “Changing under conditions of success?”conditions of success?”

““Whole System” Whole System” Excellence—Excellence—agility, speed, value innovation, agility, speed, value innovation, execution and follow through; execution and follow through; alignment;alignment; the the question ofquestion of SCALESCALE

Our Newest Major Work With AIOur Newest Major Work With AI

Business as an Agent of World Business as an Agent of World BenefitBenefit

“Awe is What Moves Us Forward”“Awe is What Moves Us Forward”

Larger Context Larger Context (continued)(continued)The Most Exciting Project I Have The Most Exciting Project I Have Ever Worked OnEver Worked On

Peter Drucker…an interview I Peter Drucker…an interview I did with him on “The Next did with him on “The Next Society”Society”

““The task of The task of leadership is to leadership is to create an alignment create an alignment of strengths…of strengths…making a system’s making a system’s weaknesses weaknesses irrelevant”.irrelevant”.

Could it Be…Could it Be…Leading Change Might Be Leading Change Might Be All All About Strengths? About Strengths?

• Why would strength connected to strength…Why would strength connected to strength…create change?create change?

Its often been said that strengths perform, but Its often been said that strengths perform, but how about the idea that…. how about the idea that…. strengths do more strengths do more than perform, they than perform, they transformtransform??

What would it mean to create What would it mean to create an an entireentire change change theorytheory around strengths? around strengths?

Two IdeasTwo Ideas

1. Strength-Based 1. Strength-Based ChangeChange

& & 2. Engagement of the 2. Engagement of the

WholeWhole

Everyone’s Part of the Everyone’s Part of the

Inner Circle of Inner Circle of StrategyStrategy

Principles of “AI”Principles of “AI”

Constructionist PrincipleConstructionist Principle Principle of SimultaneityPrinciple of Simultaneity

Open Book “Poetic Principle”Open Book “Poetic Principle” Anticipatory PrincipleAnticipatory Principle

Positive PrinciplePositive Principle

Opening InquiryOpening Inquiry Three Questions for ReflectionThree Questions for Reflection

About you and your About you and your background.background.

A. What draws or attracts you here and A. What draws or attracts you here and to this work with appreciative inquiry?to this work with appreciative inquiry?

B. Your sense of work and life purpose:B. Your sense of work and life purpose:

A. Moments of clarity? What are some A. Moments of clarity? What are some of the special experiences informing of the special experiences informing your sense of purpose?your sense of purpose?

B. Images of your future …what do B. Images of your future …what do you sense is next as you look forward you sense is next as you look forward into to the future?into to the future?

1.1. A “highpoint moment” A “highpoint moment” in leading positive in leading positive

change or collaborative change or collaborative innovation?innovation?

a.a. Share the story: the most Share the story: the most memorable parts of the memorable parts of the initiative, including challenges, initiative, including challenges, innovations, and insights?innovations, and insights?

b.b. Reflect on: “root causes of Reflect on: “root causes of success”success”

c.c. You…what are you're 3 best You…what are you're 3 best qualities or special strengths?qualities or special strengths?

2. When Do People in Your 2. When Do People in Your Organization Feel Most Organization Feel Most Engaged and Passionate? Engaged and Passionate?

A. Your observations of_______A. Your observations of_______

When do people feel most passionate and connected at When do people feel most passionate and connected at ____? Can you share an example: “a hot team”; great ____? Can you share an example: “a hot team”; great innovation; high engagement and performance?innovation; high engagement and performance?

B. Your Organization’s Signature Strengths B. Your Organization’s Signature Strengths (continuity question):(continuity question): assuming ________ will assuming ________ will change in the future, change in the future, what are those best qualities–what are those best qualities–signature strengths, and managerial assets, etc --signature strengths, and managerial assets, etc --that you would want to keep or build upon, even as that you would want to keep or build upon, even as _______ moves into a new and changing future? _______ moves into a new and changing future?

An example of those strengths in action?An example of those strengths in action?

3. Images of the Future3. Images of the Future(Your Organization in 2020)(Your Organization in 2020)

We wake up…it is 2020…what do you We wake up…it is 2020…what do you see that is new, different, changed, see that is new, different, changed,

better?better?

I will be most proud of ________ in 2020 I will be most proud of ________ in 2020 when…?when…?

Opening InterviewOpening Interview (Ai conversation in pairs)(Ai conversation in pairs)

A-->B (20 min)A-->B (20 min) B-->A (20 minB-->A (20 min))

Spirit of discovery— strengths, Spirit of discovery— strengths, aspirations, opportunities, resultsaspirations, opportunities, results

Take brief notes Take brief notes At the end.. At the end.. summary & thanks summary & thanks Return @ 10:30Return @ 10:30

Pioneering Pioneering ResearchResearch

Across Many Across Many FieldsFields

An Emerging An Emerging

Vocabulary of “Positive Change”Vocabulary of “Positive Change”

• Images of future —research positive health, placebo• Positive perception—pygmalian research• Language and words—inner dialogue research• Positive emotions—hope, inspiration, joy• Power of stories—studies on rise and fall of cultures• Positive relationships—high quality connections• Affirmative basis of leading—science of human strengths;

positive self-monitoring

See Cooperrider article: “Positive Image, Positive Action” in Appreciative Inquiry Handbook section on readings

Many Many DisciplineDiscipliness

The New The New Model of Model of Strength-Strength-based based ChangeChange

Empirical Support for “Broaden and Empirical Support for “Broaden and Build” Theory of Positive EmotionsBuild” Theory of Positive Emotions

Three “Revolutionary” Three “Revolutionary”

Findings:Findings:

1. Broaden Attention and

Thinking

(Fredrickson & Branigan, 2002;

Waugh & Fredrickson, in 2007)

2. Undo Lingering Negative

Emotional Arousal (Fredrickson &

Levenson, 1998; Fredrickson,

Mancuso, Branigan & Tugade,

2000)

3. Fuels Resiliency

(Fredrickson, Tugade, Waugh &

Larkin, 2002; Tugade &

Fredrickson, 2002)

From Individual Emotions and Neural Brain From Individual Emotions and Neural Brain Patterns to High Quality Connections in Patterns to High Quality Connections in OrganizationsOrganizations

Positive Energy and Leadership (Wayne Baker Positive Energy and Leadership (Wayne Baker

2004 in 2004 in Positive Organizational Scholarship)Positive Organizational Scholarship)

Quick conversationsQuick conversations

What areas—placebo and positive What areas—placebo and positive health, pygmalion, inner dialogue, health, pygmalion, inner dialogue, “what good are positive emotions”, “what good are positive emotions”, positive energy networks, rise and fall positive energy networks, rise and fall of cultures, affirmative capability—are of cultures, affirmative capability—are most interesting to you?most interesting to you?

Other research? An experience from Other research? An experience from your life? Your organization? your life? Your organization?

Losada’s New Research on Losada’s New Research on High Performing Business High Performing Business TeamsTeams

HIGH PERFORMINGHIGH PERFORMING

+ 6:1 ratio of positive– + 6:1 ratio of positive– (strength-based and (strength-based and opportunity) focused opportunity) focused dialogue to negative dialogue to negative (deficiency focus) (deficiency focus) dialogue.dialogue.

+2:1 ratio of +2:1 ratio of inquiryinquiry (learning focused (learning focused questions) versus questions) versus advocacyadvocacy (closed (closed positions) type positions) type conversation. conversation.

LOW PERFOMINGLOW PERFOMING

1:3 ratio: one positive 1:3 ratio: one positive statement in the team statement in the team for every three for every three deficiency focused deficiency focused statements.statements.

1:20 ratio: one inquiry 1:20 ratio: one inquiry (open-learning type (open-learning type questions) for every questions) for every twenty remarks based twenty remarks based on advocacy.on advocacy.

Deficit Theory of Deficit Theory of ChangeChange

Identify problemIdentify problem Conduct root cause Conduct root cause

analysisanalysis Brainstorm Brainstorm

and analyze and analyze possibilitiespossibilities

Action plansAction plans

most schools, most schools, companies, families and companies, families and organizations function organizations function on an unwritten rule…on an unwritten rule…

““Let’s fix what’s wrong Let’s fix what’s wrong and let the strengths and let the strengths take care of take care of themselves” themselves”

--Gallop Poll--Gallop PollMetaphor: Organizations

are problems to be solved

Unintended Consequences Unintended Consequences of Chronic Deficit Discourseof Chronic Deficit Discourse

FragmentationFragmentation Few New Images of Possibility Few New Images of Possibility Sisyphus Syndrome—Exhaustion Sisyphus Syndrome—Exhaustion ““The Experts Must Know”: Increases in The Experts Must Know”: Increases in

HierarchyHierarchy Spirals in Deficit Language… Burning Platforms Spirals in Deficit Language… Burning Platforms

Lose Their Power of Motivate and Inspire Lose Their Power of Motivate and Inspire Breakdown in Relations/Closed Door Breakdown in Relations/Closed Door

Meetings/FearMeetings/Fear

• Appreciate “Best of what is”• Imagine “What might be”• Design “What should be”

• Create “What will be”

• Identify problem• Conduct root cause analysis• Brainstorm solutions & analyze

• Develop treatment - action plans or interventions

(deficit based change) (strengths-focused innovation)Deficit Management Appreciative Inquiry

Problem Metaphor:Organizations are machines

“problems to be solved”

Mystery Metaphor:Living systems; webs of relatedness

“worlds of infinite strengths”

Strength to StrengthStrength to StrengthWhat Would We Call It?What Would We Call It?

What about the kind of change that is not What about the kind of change that is not just about moving from a -2 back to a just about moving from a -2 back to a

“0”?“0”?

What about the kind of change that moves What about the kind of change that moves from a +2 to a + 20?from a +2 to a + 20?

How?How?

Hunter Douglas CaseHunter Douglas Case

Appreciative Inquiry is a ShiftAppreciative Inquiry is a Shift

““No problem can be solved from the same level No problem can be solved from the same level of consciousness that created it. We must learn of consciousness that created it. We must learn to see the world anew.”to see the world anew.”

““There are only two ways to live your life. One is There are only two ways to live your life. One is as though nothing is a miracle. The other is as as though nothing is a miracle. The other is as though everything is a miracle.”though everything is a miracle.”

– – Albert EinsteinAlbert Einstein

Form GroupsForm Groups2+2+2+2=82+2+2+2=8

Introduce your partners vis-à-vis your Introduce your partners vis-à-vis your interviews—share highlights….interviews—share highlights….

Everyone listen for patterns/insights in Everyone listen for patterns/insights in three areas:three areas:

1.1. High Point Stories High Point Stories : And Analysis : And Analysis Root Root Causes of SuccessCauses of Success??

2.2. Continuity themesContinuity themes : : Things Best, To Things Best, To Keep , Signature StrengthsKeep , Signature Strengths

3.3. Images of the FutureImages of the Future: Key Visions : Key Visions 20202020

1. HIGH 1. HIGH POINTSPOINTS

Patterns & Patterns & ThemesThemes

Be ready to Be ready to share one or share one or two best two best stories from stories from groupgroup

2. WHEN ARE 2. WHEN ARE PEOPLE MOST PEOPLE MOST PASSIONATE?PASSIONATE?

CONTINUITY: CONTINUITY: THINGS TO THINGS TO KEEP EVEN AS KEEP EVEN AS WE CHANGE:WE CHANGE:

3. IMAGES OF 3. IMAGES OF THE FUTURE THE FUTURE WE WANT—WE WANT—WHAT IT WHAT IT LOOKS LIKE IN LOOKS LIKE IN 20202020

Ap-pre’ci-ate, v.,Ap-pre’ci-ate, v.,

1.1. Valuing … Valuing …– The act of recognizing the best in people The act of recognizing the best in people

and the world around us; and the world around us; – Affirming past and present strengths, Affirming past and present strengths,

successes, and potentials; successes, and potentials; – To perceive those things that give life To perceive those things that give life

(health, vitality, and excellence) to living (health, vitality, and excellence) to living systems. systems.

2.2. To increase in value, e.g. the economy To increase in value, e.g. the economy has appreciated in value. has appreciated in value. – Synonyms: Synonyms: valuing, prizing, esteeming,valuing, prizing, esteeming,

and honoring. and honoring.

In-quire’ (kwir), v.,In-quire’ (kwir), v.,

1.1. The act of exploration and discovery. The act of exploration and discovery.

2.2. To ask questions; to be open to seeing To ask questions; to be open to seeing new potentials and possibilities.new potentials and possibilities.– Synonyms: Synonyms: discovery, search, studydiscovery, search, study

and systematic exploration. and systematic exploration.

What Would You Call It?(All These Things Taken Together)

• Achievements• Strategic opportunities• Technical assets• Innovations• Elevated Thoughts• Best Practices• Positive Emotions• Financial Assets• Tacit Wisdom• Brand Value

• Core Competency• Visions of Opportunity • Vital traditions• Positive macro-trends• Blue Ocean Markets• Natural Capital• Strengths of the Business

ecosystem e.g. value chain -- suppliers, partners, customers

The Positive Core

The AI 4-D Model of Positive The AI 4-D Model of Positive ChangeChange

DiscoveryDiscovery““What gives life?”What gives life?”

The best of what is.The best of what is.AppreciatingAppreciating



DreamDream““What might be?”What might be?”

EnvisioningEnvisioningResults/ImpactResults/Impact



DesignDesign““What should be – What should be –

the ideal?”the ideal?”Co-constructingCo-constructing



DestinyDestiny““How to empower, How to empower,

learn, and improvise?”learn, and improvise?”SustainingSustaining



AffirmativeAffirmativeTopicTopic

Most “AI” Type Most “AI” Type Organizational Studies Organizational Studies Have 3-5 TopicsHave 3-5 Topics

Principle of SimultaneityPrinciple of Simultaneity

Art of Framing and Re-framingArt of Framing and Re-framing

““seeing the mighty oak in the acorn”seeing the mighty oak in the acorn”

--Tojo Thachenkery--Tojo Thachenkery

Best Way to Build High Best Way to Build High Engagement and Enthusiasm?Engagement and Enthusiasm?

Do an organization Do an organization survey of survey of low low moralemorale??

Magnify and learn Magnify and learn from moments of from moments of highesthighest engagement & engagement & commitment?commitment?

Topic Choice: ExamplesMagnetic Work Environments

Revolutionary Customer Responsiveness

Liberating Collaboration

Mergers as “A Symphony of Strengths”

Outstanding Arrival Experiences

Instinctive Execution

Game Changing Innovation

Optimizing Margins

Pervasive Leadership

“Lightning Fast Consensus”

“High Purpose Profit Opportunities”

Do we really ??? want to do Do we really ??? want to do one more study of…one more study of…

Low moraleLow morale

High turnoverHigh turnover

Excessive baggage lossExcessive baggage loss

Lack of follow-through Lack of follow-through and executionand execution

Customer complaintsCustomer complaints

resistance; the things resistance; the things getting in the waygetting in the way

Or…a “high commitment Or…a “high commitment sense of shared sense of shared ownership”ownership”

Or….”magnetic work Or….”magnetic work environment”environment”

Or… “outstanding arrival Or… “outstanding arrival experiences”experiences”

Or…’instinctive execution”Or…’instinctive execution”

Or…”revolutionary Or…”revolutionary customer experiences”customer experiences”

Or… moments of Or… moments of ”unstoppable confidence” ”unstoppable confidence”

Topic Re-framing Can Lead Topic Re-framing Can Lead to Exciting Breakthrough to Exciting Breakthrough ResultsResults

Is environmental regulation or “social responsibility” Is environmental regulation or “social responsibility” a a burden burden oror a huge breakthrough business a huge breakthrough business opportunityopportunity??

Is the topic how to reduce harm? Or Is the topic how to reduce harm? Or ““Unleashing Eco-imagination”Unleashing Eco-imagination”

Faimount Sales & EBITDA History (For Recurring Operations)

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Images of the Images of the Sustainable Design AI SummitSustainable Design AI Summit

Topic Choice is a Process ofTopic Choice is a Process of Framing & Re-framing Framing & Re-framing

Exercise : Exercise : Reflect on existing “problem” or “opportunity”Reflect on existing “problem” or “opportunity”

How might it usefully be RE-FRAMED?How might it usefully be RE-FRAMED?Example business problem: “breakdowns in strategy Example business problem: “breakdowns in strategy

implementation” implementation” to a study of elements of aligned culture of to a study of elements of aligned culture of

““instinctive implementation” instinctive implementation”

Characteristics of Good Topics:Characteristics of Good Topics: -something we want -something we want

-provides a lens to discover strengths & positive deviations from the -provides a lens to discover strengths & positive deviations from the norm norm

-an opportunity focused energizing frame for discovery -an opportunity focused energizing frame for discovery -uses creative combinations of seed words such as: -uses creative combinations of seed words such as:

““magnetic work environment” or “revolutionary customer magnetic work environment” or “revolutionary customer responsiveness” responsiveness”

TodayToday

Transformational Topic FramingTransformational Topic Framing The Art of the QuestionThe Art of the Question What Matters Most in the Discovery What Matters Most in the Discovery

PhasePhase The Appreciative Inquiry Summit The Appreciative Inquiry Summit

MethodMethod

Stories: Imagine Chicago, Parker Stories: Imagine Chicago, Parker Hannifin, Yellow Roadway, United Hannifin, Yellow Roadway, United Religions Initiative, Nutrimental Foods. Religions Initiative, Nutrimental Foods.

Where Do Good Topics Come From? How to “home-grow” from the 3 generic AI questions

TOPICcreation

Most “AI” Type Most “AI” Type Organizational Studies Organizational Studies Have 3-5 TopicsHave 3-5 Topics

Principle of SimultaneityPrinciple of Simultaneity

Art of Framing and Re-framingArt of Framing and Re-framing

More seminal than technological—human systems More seminal than technological—human systems “grow” in the direction of our topics“grow” in the direction of our topics

Topics Can Have Human Focus, Technical, Topics Can Have Human Focus, Technical, Economic, Customer Focus…Anything!Economic, Customer Focus…Anything!

““seeing the mighty oak in the acorn”seeing the mighty oak in the acorn”

--Tojo Thachenkery--Tojo Thachenkery

Topic ChoiceTopic Choice(creating transformative topics)

What you study, GROWSWhat you study, GROWSFraming and re-framingFraming and re-framing

conversation in groups : conversation in groups : 1.1. Imagine we want to create a set of Topics to be Imagine we want to create a set of Topics to be

used in every organization…things that will used in every organization…things that will build thriving organizations—ideal for the future build thriving organizations—ideal for the future

2.2. As a group create 3 topics that have high As a group create 3 topics that have high transformational potentialtransformational potential

3.3. Remember: words create worldsRemember: words create worlds4.4. Good topics: bold, desired, energizing words, Good topics: bold, desired, energizing words,

inspired, elevatinginspired, elevating

For example the topics: “magnetic work environment” or For example the topics: “magnetic work environment” or “Outstanding arrival experience”; “Unleashing Eco-imagination”“Outstanding arrival experience”; “Unleashing Eco-imagination”

Genius is CreatingGenius is Creatingthe Questionthe Question

““What would the universe look like if I What would the universe look like if I were riding on the end of a light beam were riding on the end of a light beam at the speed of light?”at the speed of light?”

– – Albert EinsteinAlbert Einstein

The Art of the Question in The Art of the Question in Leadership and ChangeLeadership and Change

What’s the biggest What’s the biggest problem here?problem here?

Why did I have to Why did I have to be born in such a be born in such a troubled family?troubled family?

Why do you blow it Why do you blow it so often?so often?

What troubles you What troubles you most—what keeps most—what keeps you up at night?you up at night?

What possibilities What possibilities exist that we have exist that we have not yet considered?not yet considered?

What’s the smallest What’s the smallest change that could change that could make the biggest make the biggest impact?impact?

I will be most proud I will be most proud of this corporation of this corporation in 2020 when…? in 2020 when…?

The Encyclopedia The Encyclopedia ofof

Positive QuestionsPositive Questions

The Encyclopedia The Encyclopedia ofof

Positive QuestionsPositive Questions

A Craft That Can Change EverythingA Craft That Can Change Everything

3 Types of Questions3 Types of Questions

1.1. Diagnostic—deficit-basedDiagnostic—deficit-based

2.2. Neutral—is there really neutral?Neutral—is there really neutral?

3.3. Strength-based — questions that Strength-based — questions that S.O.A.R S.O.A.R ((sstrengths, trengths, oopportunities, pportunities, aaspirations, spirations, rresults)esults)

What New What New Questions?Questions?

From a Study Customer From a Study Customer Dissatisfaction and Complaints Dissatisfaction and Complaints

Preface:Preface:

In the physical world, all matter is held together by In the physical world, all matter is held together by the pull between opposite electric charges. the pull between opposite electric charges. Likewise, successful companies are magnetic-- Likewise, successful companies are magnetic-- people connect in new and innovative ways; people connect in new and innovative ways; suppliers and customers are pulled together and suppliers and customers are pulled together and become seamless edge-to-edge organizations. become seamless edge-to-edge organizations. Communities of interest form and are pulled Communities of interest form and are pulled together by shared values. Knowledge networks together by shared values. Knowledge networks form as catalysts for innovation and creativity. form as catalysts for innovation and creativity.

Magnetic ConnectionsMagnetic Connections

Magnetic Connections Magnetic Connections (continued)(continued)

A. A. Think of a time when you felt “magnetically” Think of a time when you felt “magnetically” connected to your client, your colleagues, connected to your client, your colleagues, and your community … connected in a way and your community … connected in a way that the force was so strong that it could that the force was so strong that it could not be broken. What was that experience? not be broken. What was that experience? What did it feel like?What did it feel like?

B. As you look into the future, describe how you B. As you look into the future, describe how you see us connected to our customers and our see us connected to our customers and our colleagues — in ways that are so strong colleagues — in ways that are so strong that we are seen as inseparable business that we are seen as inseparable business partners?partners?

Allstate InsuranceAllstate Insurance

Revolutionary PartnershipsRevolutionary Partnerships The mark of a revolutionary partnership is doing things radically different The mark of a revolutionary partnership is doing things radically different

together. Not only different, but quicker, with a common focus, leveraging together. Not only different, but quicker, with a common focus, leveraging each other’s diverse strength. Also, establishing new ways of doing each other’s diverse strength. Also, establishing new ways of doing business that are based on trust, mutual respect and a shared vision. business that are based on trust, mutual respect and a shared vision.

Think of a time when you were part of a revolutionary partnership, Think of a time when you were part of a revolutionary partnership, a time in your life – at work, or in your personal or community life, a time in your life – at work, or in your personal or community life, when you not only met the other person(s) half way, but met and when you not only met the other person(s) half way, but met and exceeded needs on both sides. Describe the situation in detail. exceeded needs on both sides. Describe the situation in detail.

– What made it feel radically different? What made it feel radically different?

– Who was involved? Who was involved?

– How did you interact differently?How did you interact differently?

– What were the outcomes and benefits you experienced?What were the outcomes and benefits you experienced?

INSTINCTIVE EXECUTIONINSTINCTIVE EXECUTION

Obviously we have all seen or experienced moments of Obviously we have all seen or experienced moments of instinctive or almost unconscious execution—for instinctive or almost unconscious execution—for example the kind of natural, instinctive response you example the kind of natural, instinctive response you would see in a driver or a fighter pilot would see in a driver or a fighter pilot

A. Please think of a time when you or your team indeed A. Please think of a time when you or your team indeed delivered against an objective in an instinctive way, delivered against an objective in an instinctive way, i.e., to a high quality standard, in a timely fashion, i.e., to a high quality standard, in a timely fashion, consistently, in a manner that flowed naturally, consistently, in a manner that flowed naturally, leveraging all resources around you.leveraging all resources around you.

• Share the details of that story: who, when …Share the details of that story: who, when …• What part did you play?What part did you play?• How did it feel in the moment?How did it feel in the moment?• What were the conditions for success?What were the conditions for success?• What made this time meaningful for you?What made this time meaningful for you?

B. B. Let’s put yourself into the future, where it is Let’s put yourself into the future, where it is 2010.You are now COO of the company and 2010.You are now COO of the company and it is known worldwide for instinctive it is known worldwide for instinctive execution. How would you describe to a execution. How would you describe to a new recruit:new recruit:

• The way we do things around here The way we do things around here and why?and why?

• The secrets of our success?The secrets of our success?• As an employee, what are the benefits As an employee, what are the benefits

of working in this environment where of working in this environment where exceptional execution exceptional execution is pervasiveis pervasive and and instinctiveinstinctive? ?

The Surprise of Friendship!The Surprise of Friendship!

One could say a key task in life is One could say a key task in life is to discover and define our life to discover and define our life purpose, and then accomplish it purpose, and then accomplish it to the best of our abilityto the best of our ability. .

A.A. Can you share a story of a moment, Can you share a story of a moment, or the period of time, where or the period of time, where clarity clarity about life purposeabout life purpose emerged for emerged for you. For example, a moment where you. For example, a moment where your calling happened, where there your calling happened, where there was an important awakening or was an important awakening or teaching, where there was a special teaching, where there was a special experience or event, or where you experience or event, or where you received some guiding vision?received some guiding vision?

B.B. Now, what do you sense you are Now, what do you sense you are supposed to do…rest of your life?supposed to do…rest of your life?

We Live in the Worlds Our We Live in the Worlds Our Questions CreateQuestions Create

Be patient … and try to love the Be patient … and try to love the questions themselves. Live the questions themselves. Live the questions now. Perhaps you will then questions now. Perhaps you will then gradually, without noticing it, live gradually, without noticing it, live along some distant day into the along some distant day into the answer.answer.

– – Rainer Maria RilkeRainer Maria Rilke

Engagement and Positive EnergyEngagement and Positive EnergyEngagement and Positive EnergyEngagement and Positive Energy

Preface Preface

Organizations work best when they are vibrant, Organizations work best when they are vibrant, alive and fun. You know, when the "joint is alive and fun. You know, when the "joint is jumping!" You can sense that the spirit of the jumping!" You can sense that the spirit of the organization is vital and healthy and that people organization is vital and healthy and that people feel pride in their work. Everyone builds on each feel pride in their work. Everyone builds on each other's successes, a positive can do attitude is other's successes, a positive can do attitude is infectious and the glow of success is shared. infectious and the glow of success is shared. What's more, this positive energy is appreciated What's more, this positive energy is appreciated and celebrated so it deepens and lasts.and celebrated so it deepens and lasts.

Engagement & EnergyEngagement & Energy

A. A. Tell me about a time when you experienced Tell me about a time when you experienced positive energy that was infectious. What positive energy that was infectious. What was the situation? What created the positive was the situation? What created the positive energy? How did it feel to be a part of it? energy? How did it feel to be a part of it? What did you learn?What did you learn?

B. B. If positive energy were the flame of the If positive energy were the flame of the organization, how would you spark it? How organization, how would you spark it? How would you fuel it to keep it burning bright?would you fuel it to keep it burning bright?

Groups Crafting the Unconditional Positive Questionreturn 1:30

Choose one of your Topics and craft the Choose one of your Topics and craft the

Ai questions: 3 PARTSAi questions: 3 PARTS

I. Positive Preface—it is a topic intro. I. Positive Preface—it is a topic intro.

A.A. A question to A question to evoke a storyevoke a story from from persons history persons history

B.B. A question to evoke/help give voice to A question to evoke/help give voice to their best their best images of futureimages of future

What Matters Most in Doing What Matters Most in Doing Appreciative Inquiry InterviewsAppreciative Inquiry Interviews

The IMAGINE CHICAGO StoryThe IMAGINE CHICAGO Story



















Introduction to the Introduction to the Appreciative InquiryAppreciative Inquiry Summit Method

Magnifying Whole System Magnifying Whole System Strengths Using Large Group Strengths Using Large Group

MethodsMethods

5 Common 5 Common Approaches to ChangeApproaches to Change

Top Down StrategiesTop Down Strategies Bottom Up StrategiesBottom Up Strategies

Representative Cross-Section Representative Cross-Section StrategiesStrategies

Pilot StrategiesPilot Strategies Back RoomBack Room

Typical ResultsTypical Results

Less Informed and Ultimately Less Less Informed and Ultimately Less Effective Change EffortsEffective Change Efforts

A Few Try to Convince Many That A Few Try to Convince Many That Change is NeededChange is Needed

Partial Responsibility MindsetPartial Responsibility Mindset Change Occurs SequentiallyChange Occurs Sequentially Change is Perceived as a Disruption of Change is Perceived as a Disruption of

“Real Work”“Real Work”

Typical Results (cont)Typical Results (cont)

Pace of Change is Too SlowPace of Change is Too Slow Substantial Change in Part or Modest Substantial Change in Part or Modest

Change in an Entire OrganizationChange in an Entire Organization Breakdown at ImplementationBreakdown at Implementation

The AI SummitSuccess Factors

“Whole System” in the Room Task is Clear

Future Focus & Continuity Search Self-Management and Dialogue

Narrative Rich & Intergenerational Appreciative Inquiry “4-D” Cycle

From Common Ground to Inspired Action 2-3 Day Event With100 to 1000 Participants

Uncommon Action/Follow-through Face-to-Face and Virtual

Nutrimental FoodsNutrimental FoodsThe Results One Year LaterThe Results One Year Later

Rodrigo Loures, CEORodrigo Loures, CEO 300 % Increase in Profit300 % Increase in Profit

75 % Decrease in Absenteeism75 % Decrease in Absenteeism Appointment to President Lula’s Appointment to President Lula’s

Economic and Social CouncilEconomic and Social Council World Business Academy AwardWorld Business Academy Award

Rise to Best 100 Companies in the Rise to Best 100 Companies in the NationNation

Why Does Experience of Why Does Experience of Wholeness…Wholeness…

Bring out the best in human beings?Bring out the best in human beings?

Propel innovation?Propel innovation?

New life?New life?

Eclipse old patterns?Eclipse old patterns?

So easy?So easy?

AI Summits: AI Summits: Three Ways to Three Ways to Understand Positive ChangeUnderstand Positive Change

Why Does Experience of Why Does Experience of Wholeness…Wholeness…

Bring out the best in human beings?Bring out the best in human beings?

Propel innovation?Propel innovation?

New life?New life?

Eclipse old patterns?Eclipse old patterns?

So easy?So easy?

TodayToday

Designing an AI Summit—pre summit, Designing an AI Summit—pre summit, summit, post summitsummit, post summit

Generative Metaphor Intervention— Ai Generative Metaphor Intervention— Ai Under Conditions of Debilitating Under Conditions of Debilitating ConflictConflict

The Exciting Next Horizons in Whole The Exciting Next Horizons in Whole System AI With Collaborative Webs—System AI With Collaborative Webs—The ASAE Story (with Pascal Kaplan)The ASAE Story (with Pascal Kaplan)

Gallop Study: 1.7 Million Gallop Study: 1.7 Million EmployeesEmployees

“ “I have the opportunity to do what I do best”I have the opportunity to do what I do best”

What percentage of people do you think - 1.7 million What percentage of people do you think - 1.7 million people from 101 companies - strongly agreed that people from 101 companies - strongly agreed that they are empowered to do what they do best in their they are empowered to do what they do best in their work and company?work and company?

Hint: The wealth of unrealized capacity in enormous - Hint: The wealth of unrealized capacity in enormous - people are dying to be tapped on the shoulder and people are dying to be tapped on the shoulder and asked for more engagement in the strategic issues of asked for more engagement in the strategic issues of the the day - like the Navy example.day - like the Navy example.

Roadway Express : Roadway Express : 65 Ai Summits: Energized, 65 Ai Summits: Energized, UnifiedUnified

Featured in Fast Company and Forbes.Featured in Fast Company and Forbes. Stock Prices rise--$14 to $41 per shareStock Prices rise--$14 to $41 per share From 300 to Zero Grievances, e.g. Akron From 300 to Zero Grievances, e.g. Akron

TerminalTerminal Product Innovations, e.g. Manhattan ProjectProduct Innovations, e.g. Manhattan Project New Culture of Leadership New Culture of Leadership Powerful Learning Partnerships: Alcoa, Boeing, Powerful Learning Partnerships: Alcoa, Boeing,

Cisco, Harley-Davidson, US Navy. Cisco, Harley-Davidson, US Navy.

Roadway Has Done Roadway Has Done 6565 Appreciative Inquiry Appreciative Inquiry Summits Summits

10,000 People Engaged10,000 People Engaged

High Engagement Organization

Traditional Command & Control

1stLevel

2ndLevel

LOWInfluence

HIGHInfluence

Top Levels

Experience of Authority & Experience of Authority & InfluenceInfluence

The Clock The Clock TickingTicking—speed obviously —speed obviously matters in business. The AI Summit…it is fast. matters in business. The AI Summit…it is fast.

““In order for GE to succeed with In order for GE to succeed with speed, the company needs to create speed, the company needs to create a culture that breeds an endless a culture that breeds an endless search for ideas that stand or fall on search for ideas that stand or fall on their merits rather than the rank of their merits rather than the rank of

their originator, their originator, a culture that a culture that brings every mind into brings every mind into the game.”the game.”

- Jack Welch’s final letter to - Jack Welch’s final letter to shareholdersshareholders

Why High Engagement?Why High Engagement?

The Business CaseThe Business Case

Approaches to competitive advantage:Approaches to competitive advantage:

– Low price – less than 60 daysLow price – less than 60 days

– Operational/technical expertise – less than Operational/technical expertise – less than 3 years3 years

– Fully engaged employeesFully engaged employees(people think and act like owners) – (people think and act like owners) – more thanmore than 7 years7 years

Corporate Merger of Strength with Appreciative InquiryScenes From a $8 Billion Dollar Merger Integration Summit

ResultsResultsPost Merger IntegrationPost Merger Integration“A Merger of Strengths”“A Merger of Strengths”

$ 300 million in synergy: done rapidly$ 300 million in synergy: done rapidly

Mobilization of 300 merger Mobilization of 300 merger “entrepreneurs”“entrepreneurs”

Tremendous acceleration of trustTremendous acceleration of trust

Identification of game changing Identification of game changing opportunityopportunity

Speed, scale, strengthSpeed, scale, strength

““Let us choose to unite the Let us choose to unite the strengths markets with the power strengths markets with the power

of universal ideals”of universal ideals”--UN Secretary General Kofi Annan--UN Secretary General Kofi Annan

Appreciative Inquiry Summit MethodAppreciative Inquiry Summit Method at the at the UN Global CompactUN Global Compact With 500 CEOs With 500 CEOs

and Civil Society Leadersand Civil Society Leaders

AI at the UN World Summit With AI at the UN World Summit With Business and Industry CEOs and Civil Business and Industry CEOs and Civil Society LeadersSociety Leaders

Results: Results: Vision of 100,000 CompaniesVision of 100,000 Companies

Goldman Sachs and 20 major financial companies pledged: Goldman Sachs and 20 major financial companies pledged: integrating social, environmental and governance issues into integrating social, environmental and governance issues into investment analysis -- representing $6 trillion in assets investment analysis -- representing $6 trillion in assets

10 stock exchanges pledged that they will embark on a Global 10 stock exchanges pledged that they will embark on a Global Compact awareness--raising campaign with their listed Compact awareness--raising campaign with their listed companies.companies.

Integration of triple bottom line principles: operations, Integration of triple bottom line principles: operations, strategies, cultures, supply chains, products and services—strategies, cultures, supply chains, products and services—whole new field for OD!!!!!whole new field for OD!!!!!

43 local networks—corporate social responsibility is going to 43 local networks—corporate social responsibility is going to grow and grow and growgrow and grow and grow

Our next AI Summit with UN and Academy of ManagementOur next AI Summit with UN and Academy of Management






DreamDream““What might be?”What might be?”EnvisioningEnvisioning

Results/ImpactResults/Impact












AI Summit Designing AI Summit Designing

Forming summit planning/design team(s)Forming summit planning/design team(s) Defining summit task and sub-topicsDefining summit task and sub-topics Mapping summit stakeholdersMapping summit stakeholders Managing the summit venue & logisticsManaging the summit venue & logistics Creating the summit design & manualCreating the summit design & manual Preparing the opening AI questionsPreparing the opening AI questions Preparing pre-summit momentum building & Preparing pre-summit momentum building &

communication strategycommunication strategy Envisioning post-summit structures and Envisioning post-summit structures and

energyenergy

Questions to consider Questions to consider when creating the summit when creating the summit agendaagenda

Day 1: DiscoveryDay 1: DiscoveryPre-work for primary and secondary research; AI questions; Pre-work for primary and secondary research; AI questions;

continuity scan; opportunities to engage the wider continuity scan; opportunities to engage the wider environment; and mapping the key stakeholders?environment; and mapping the key stakeholders?

Day 2: DreamDay 2: Dream & Images of Desired Future & Images of Desired FutureHow far into future; type of group activity; how to summarize How far into future; type of group activity; how to summarize

visions; discovery of higher common ground; differences?visions; discovery of higher common ground; differences?

Day 3: Designing—Day 3: Designing— org “possibility propositions” of ideal org “possibility propositions” of ideal (what are key organizational elements?); moving from (what are key organizational elements?); moving from propositions to deeper principles; moving from deeper propositions to deeper principles; moving from deeper principles to actual prototyping? principles to actual prototyping?

Day 4: Destiny: Day 4: Destiny: open space; work groups or whole system open space; work groups or whole system action; convergent smaller projects, individual line of site.action; convergent smaller projects, individual line of site.

The AI Summit Can Be The AI Summit Can Be Adapted in Many WaysAdapted in Many Ways

Web casts and video conferencingWeb casts and video conferencing Small “rapid design” summits—like kaiezen events for Small “rapid design” summits—like kaiezen events for

small wins, project launches, alliance formationsmall wins, project launches, alliance formation OvationNet AI Summit Collaboration SoftwareOvationNet AI Summit Collaboration Software

It is Easy When You Combine:It is Easy When You Combine: Right Task— Right Task— powerful framingpowerful framing

++ Right PeopleRight People —multi-stakeholder configuration of the —multi-stakeholder configuration of the

wholewhole

++ Right QuestionsRight Questions — appreciative inquiry into the — appreciative inquiry into the

positive corepositive core

Leveraging the Power of Leveraging the Power of Associations Associations for a New Magnitude of for a New Magnitude of Socially Responsible Leadership Socially Responsible Leadership

Leveraging the Power of Leveraging the Power of Associations Associations for a New Magnitude of for a New Magnitude of Socially Responsible Leadership Socially Responsible Leadership

What OvationNet’s Technology Made Possible

The Summit Design Team Website

Designing the SummitDesigning the Summit

The Pre-Summit Website

Preparing for the SummitPreparing for the Summit

Welcome to the Gaylord!

Technology…Behind the Scenes

Streaming video presentations helpdissolve the boundaries of location

David Cooperrider

Streaming LiveTo Virtual Participants

At the Gaylord

Jeffrey Sachs

Streaming LiveTo Virtual Participants

At the Gaylord

Defining Our Vision

Virtual Roundtables

Presenting Our Projects

Austin, Chicago & Washington DC: Working Together

Delayed Time Participation: International Locations Dubai

Brussels

Shanghai

Committing Ourselves

And Moving Forward…

Project Workspaces

Join us for the Follow-up Summit!Join us for the Follow-up Summit!

October 14, 15 & 16October 14, 15 & 16

How AI Addresses the Three How AI Addresses the Three Essentials of Change Essentials of Change ManagementManagementSuresh Srivastva and others Suresh Srivastva and others Executive Continuity.Executive Continuity.

Research on the Functions of Research on the Functions of Good “Continuity Good “Continuity Management”Management”

• For Individuals: Pride, confidence to act, ethical Pride, confidence to act, ethical guidance connection to others, guidance connection to others, freedomfreedom

• For the Organization: Strengthened commitment; better Strengthened commitment; better decision making; decentralized control; decision making; decentralized control; mission stability; accelerated organizational mission stability; accelerated organizational learning; more long-term thinking; learning; more long-term thinking; customized change; more effective inter-customized change; more effective inter-organizational partnerships and alliancesorganizational partnerships and alliances

Power of StoriesPower of Stories

• Stories stick like glue…great leaders know itStories stick like glue…great leaders know it• Why? They make information easier to Why? They make information easier to

remember: ”Whole brain”remember: ”Whole brain”• Stories make information more Stories make information more believablebelievable than than

statisticsstatistics• Narratives create the basis for identity formation Narratives create the basis for identity formation

and they foster high quality relationshipsand they foster high quality relationships• Story-telling is the most powerful human Story-telling is the most powerful human

medium for conveying values and visionsmedium for conveying values and visions• Stories paint pictures in the mindStories paint pictures in the mind• Organizations vary: narrative rich to narrative Organizations vary: narrative rich to narrative

thin thin

Social ContructionismSocial Contructionism

• Assumption of impermanenceAssumption of impermanence• No “laws”…social realities not fixedNo “laws”…social realities not fixed• Terms not derived from “what is there”Terms not derived from “what is there”• No such thing as “immaculate perception”… No such thing as “immaculate perception”…

all knowing is saturated in values, all knowing is saturated in values, conventions, theories, time and placeconventions, theories, time and place

• Modes of explanation: are derived in Modes of explanation: are derived in relationshiprelationship

• Words create worlds, they are not mirrorsWords create worlds, they are not mirrors• All social action open to multiple meaningsAll social action open to multiple meanings• Theory is language & the double hermenueticTheory is language & the double hermenuetic• Alterations in linguistic practice are powerfulAlterations in linguistic practice are powerful

How About Appreciative Inquiry How About Appreciative Inquiry Under Conditions of Crisis and Under Conditions of Crisis and Conflict?Conflict?

Hotel Story.Hotel Story.

The Crisis Boils.The Crisis Boils.

The Jr. Consultant Looses All Composure…The Jr. Consultant Looses All Composure…Storms Out. Senior Consultant Hates Storms Out. Senior Consultant Hates Conflict! Conflict!

What Would You Do?What Would You Do?

Principles of MetaphorPrinciples of Metaphor

Metaphor: An Invitation to See the World Metaphor: An Invitation to See the World AnewAnew

Subtle Transaction Across ContextsSubtle Transaction Across Contexts Facilitates Learning New KnowledgeFacilitates Learning New Knowledge Overcomes Defenses That Constrict UsOvercomes Defenses That Constrict Us Challenges Traditional Change Norms…Is Challenges Traditional Change Norms…Is

More Subtle, Indirect, Constructionist, More Subtle, Indirect, Constructionist, and non-deficit in Theory of Changeand non-deficit in Theory of Change

Generative Metaphor Generative Metaphor Intervention/EnhancementIntervention/Enhancement

The whole story.The whole story.

What we did and why.What we did and why.

Carl Jung’s wonderful clue.Carl Jung’s wonderful clue.

The results: relationships; bottom line; The results: relationships; bottom line; and breakthrough performance to Five and breakthrough performance to Five Star hotelStar hotel

The AI 4-D ModelThe AI 4-D Model


















What is Design?What is Design?

““Designing renders Designing renders visible our hopes visible our hopes and dreams, it is and dreams, it is the first signal of the first signal of human human intentions.”intentions.”

--William McDonough--William McDonough

Does Design Matter?Does Design Matter?

““First we shape our structures and then First we shape our structures and then our structures shape us. ”our structures shape us. ”

– – Winston ChurchillWinston Churchill

Starting Assumptions About Designing

The more a design framework is collectively The more a design framework is collectively home-grown, the more power it will have to home-grown, the more power it will have to actualize our dreams--the results we want.actualize our dreams--the results we want.

Designing the organizational elements—the Designing the organizational elements—the social architecture—is a form of legacy social architecture—is a form of legacy leadership.leadership.

All organizations are perfectly designed to achieve the results they are currently achieving.

Discovery•Opportunity & Call

•Positive Core•History

Discovery•Opportunity & Call

•Positive Core•History

Dream•Purpose•Vision

Dream•Purpose•Vision

Design•Possibility Propositions

Ideal Organizational Designs

Design•Possibility Propositions

Ideal Organizational Designs

Destiny•Self-initiated Actions•Collective Programs •Innovation Structures

Destiny•Self-initiated Actions•Collective Programs •Innovation Structures

AI “4-D” Cycle

Igniting Leadership at All Levels:

Navy Summit

A Possibility Proposition is...

A statement describing your ideal organization.

It is a bridge from the “positive core” of past and present to the desired and new future.

Its like being an architect…a social architect.

Example Proposition:Example Proposition:Designing for “Full Voice”Designing for “Full Voice”

Fairmont Minerals Fairmont Minerals isis an organization that an organization that is alive is alive with learningwith learning where everyone is part of an online where everyone is part of an online positive change learning network, constantly positive change learning network, constantly searching for and spreading stories of innovation, searching for and spreading stories of innovation, achievement, and generosity. Our online positive achievement, and generosity. Our online positive change web is alive with sharing because every year change web is alive with sharing because every year we bring together all stakeholders in a person we bring together all stakeholders in a person summit to do the annual planning for the future. summit to do the annual planning for the future. Through this process we have created a climate of Through this process we have created a climate of participation where the organization is in “full voice” participation where the organization is in “full voice” and everyone feel part of one seamless and integral and everyone feel part of one seamless and integral whole.whole.

Organizational Design Circle

Our Dream(topics)

Key Relationships/Partnerships(Internal and External)

Choices/Elements in the Formal Organization

Our Our DreaDrea

mm

An Endless Universe An Endless Universe Of Possibilities!Of Possibilities!

Formal OrganizationFormal Organization Ways we move, assign and develop Ways we move, assign and develop

peoplepeople The tasks we give peopleThe tasks we give people Recruitment/Retention strategiesRecruitment/Retention strategies Who makes what decisionsWho makes what decisions Reward/recognition practicesReward/recognition practices Physical layoutPhysical layout Our Goals and MeasuresOur Goals and Measures Our Tools and EquipmentOur Tools and Equipment Our Evaluation processesOur Evaluation processes Mechanisms we use within to stay Mechanisms we use within to stay

linkedlinked How people are grouped togetherHow people are grouped together Processes for understanding the Processes for understanding the

business context and setting business context and setting prioritiespriorities

Key Relationships/PartnershipsKey Relationships/Partnerships External Suppliers/organization External Suppliers/organization

relationshiprelationship Employee/management relationshipEmployee/management relationship Client/provider relationshipClient/provider relationship Relations with regulatory agenciesRelations with regulatory agencies

Cultural/Conversational ArenaCultural/Conversational Arena Conversations we holdConversations we hold Assumptions we carry Assumptions we carry Stories we live and tellStories we live and tell Language we use Language we use Our behavioral messagesOur behavioral messages Embedded invitationsEmbedded invitations

Example of a Homegrown Organizational Design Circle—Labeling the Key Elements

The Dream

Key Relationships/Partnerships(Internal and External)

Choices/Elements in the Formal Organization

Ways we move, assign and develop people

RecruitmentRetention strategies

How We Makewhat decisions

Reward/recognitionpractices

Tools and Equipment

Our practices for challenging ourselves. renewing ourselves And continuously improving /learning

Structures: How people are grouped together

Ways of connecting with the BU’s

Processes for understanding the business context and setting priorities

Systems we usewithin to stay

linked and in sync

Engagement of People

Scorecard for measurement

Physical layout And location

Who has whatInformation and how?

Professional Bodies

Universities

External Suppliers

Technical VP’s

Bus. UnitLeaders

Gov't andRegulatory agencies

Our StaffCustomers

Organizational DesigningOrganizational DesigningIts like being an architect— a social Its like being an architect— a social

architectarchitect

1. Begin—as a group-- by articulating the key elements in the organizational design circle.

2. These form the basis for crafting “possibility propositions”— statements providing a vivid description of your ideal—for each element.

3. Good propositions are bold and provocative; they are a bridge from the positive core of the past to the desired future; they elevate and challenge the status quo; they are affirmative and written in the present tense as if happening right now.

Possibility Propositions An Example from North America Steel on the “Engagement of People”

North American Steel North American Steel isis an organization where an organization where everyone experiences themselves as owners of the everyone experiences themselves as owners of the business. North America recognizes there is a big business. North America recognizes there is a big difference between owners versus hired hands. difference between owners versus hired hands. Ownership, at North America, happens in three Ownership, at North America, happens in three ways: (1) on an economic level where everyone is a ways: (1) on an economic level where everyone is a shareholder and shares in the profit, (2) on a shareholder and shares in the profit, (2) on a psychological level it happens because people are psychological level it happens because people are authentically involved, and (3) on a business level authentically involved, and (3) on a business level when the “big picture” business strategy is created when the “big picture” business strategy is created through the engagement of associates from all through the engagement of associates from all levels at the annual AI Summit.levels at the annual AI Summit.

Possibility PropositionPossibility PropositionExample on the org. element “Decision Making”

Decisions North America Steel are Decisions North America Steel are made by all relevant and affected made by all relevant and affected parties and they are made at the most parties and they are made at the most local level possible, by those closest to local level possible, by those closest to the task.the task.

Note: this is an example where “possibility Note: this is an example where “possibility propositions” can be refined to become an propositions” can be refined to become an organization’s guiding organization’s guiding principlesprinciples. .

Our Work With IDEOOur Work With IDEO World Class Designing in ActionWorld Class Designing in Action

1.1. Provides a new, optional way to do Provides a new, optional way to do the Design Phase the Design Phase

2.2. Great choice when you wish to design Great choice when you wish to design products, new customer experiences, products, new customer experiences, and initiatives that are more tangible and initiatives that are more tangible and focused.and focused.

3.3. Instead of “propositions” or principles Instead of “propositions” or principles we are designing we are designing prototypes—prototypes—actual three dimensional models actual three dimensional models or mock-ups of the concepts.or mock-ups of the concepts.

Fast Company said…“IDEO is the world's most celebrated design firm"

The Wall Street Journal dubbed IDEO's offices "Imagination's Playground"

Fortune titled its visit to IDEO "A Day at Innovation U"

Every spring, Business Week includes a cumulative tally of firms who have won the most Industrial Design Excellence Awards.

IDEO has topped that list for ten years running.

The Perfect BrainstormerThe Perfect Brainstormer“The best way to get a good idea is “The best way to get a good idea is to generate lots of ideas”to generate lots of ideas”--Linus Pauling--Linus Pauling

Defer Judgment: Don’t Dismiss Any Defer Judgment: Don’t Dismiss Any IdeasIdeas

Encourage Wild IdeasEncourage Wild Ideas Build and Jump: No “Buts” Only “Ands”Build and Jump: No “Buts” Only “Ands” Go For Quantity Go For Quantity Be VisualBe Visual One Contribution At A TimeOne Contribution At A Time

Rapid PrototypingRapid Prototyping“All Life is an Experiment. The More Experiments You Make the Better”“All Life is an Experiment. The More Experiments You Make the Better” –Ralph Waldo Emerson –Ralph Waldo Emerson

Design a new experienceDesign a new experience Mock up everything: products, services, Mock up everything: products, services,

spaces, customer experiences, etc.spaces, customer experiences, etc. Go fast: build fast and cheaplyGo fast: build fast and cheaply Avoid paralysis.Avoid paralysis. No frills: make prototypes that demonstrate No frills: make prototypes that demonstrate

and make visual a design idea without and make visual a design idea without sweating looks or details.sweating looks or details.

Create scenariosCreate scenarios Bodystorm: act out customers, roles.Bodystorm: act out customers, roles.

Destiny as ImprovisationDestiny as Improvisation

Jazz MetaphorJazz Metaphor Self organizing--most alive on the edge of chaos and orderSelf organizing--most alive on the edge of chaos and order Small, positive actions have large consequencesSmall, positive actions have large consequences Create incremental disruptions that Create incremental disruptions that

dislodge habit— ”amplify positive deviations”dislodge habit— ”amplify positive deviations”

Accelerating Strengths Networks (ASN)Accelerating Strengths Networks (ASN) Create a network and cadre of positive change leadersCreate a network and cadre of positive change leaders The network speeds the spread of every innovation, every The network speeds the spread of every innovation, every

positive opportunity, every story of strengths in action.positive opportunity, every story of strengths in action. Minimal structure, maximum freedomMinimal structure, maximum freedom Put people on center stage—soloing and supportingPut people on center stage—soloing and supporting

Are Ai Summits Too Small, Are Ai Summits Too Small, Too Limited?Too Limited?

What happens after a company has What happens after a company has done over 50 Ai Summits?done over 50 Ai Summits?

This is exactly the opportunity Roadway This is exactly the opportunity Roadway Express faced a couple of years ago.Express faced a couple of years ago.

The Destiny Phase of AIThe Destiny Phase of AI& The Age of the Network& The Age of the Network

Small Groups Hierarchy Bureaucracy Networks

Nomadic Agricultural Industrial Information

160,000 BCE. 10,000 BCE 18th century... 20th century...

+ + +

Over time

OnlineOffline

Over time

OnlineOffline

Accelerating Strengths Accelerating Strengths NetworkNetwork

Example at RoadwayExample at RoadwayThe “94 Now Network”The “94 Now Network”

Our purpose is to create a positive Our purpose is to create a positive revolution in our capacity for change-- revolution in our capacity for change-- to accelerate the speed of realizing to accelerate the speed of realizing our company goal of 94 Now through our company goal of 94 Now through rapid and effective Roadway-wide rapid and effective Roadway-wide sharing of all innovation and best sharing of all innovation and best practice knowledge.practice knowledge.

One facility One facility 671 added one more shipment on every outbound load. 671 added one more shipment on every outbound load. +$429,000 Profit after taxes+$429,000 Profit after taxes

Transfer to Company Transfer to Company What if we had 1 more shipment on every linehaul trip?What if we had 1 more shipment on every linehaul trip? + $13 million Profit after taxes+ $13 million Profit after taxes

It is happening! Recent $10 million Savings—Operating It is happening! Recent $10 million Savings—Operating Ratio…Winston Salem Story…2000 people on last call Ratio…Winston Salem Story…2000 people on last call

Examples how the network has benefited the company

TodayToday

Many Applications of Appreciative Many Applications of Appreciative InquiryInquiry

Incubating Projects and Initiatives— Incubating Projects and Initiatives— Imagining and Designing PossibilitiesImagining and Designing Possibilities

Destiny Phase and the ASNDestiny Phase and the ASN You Have a Two-Hour Opportunity To You Have a Two-Hour Opportunity To

Introduce AI To A Senior Team—How Introduce AI To A Senior Team—How Might You Approach It?Might You Approach It?

The Power of AppreciationThe Power of Appreciation ClosingClosing

Box Lunch DiscussionBox Lunch Discussion

Next Two Phases of the CertificateNext Two Phases of the Certificate Linkage to the Center For Business as Linkage to the Center For Business as

an Agent of World Benefitan Agent of World Benefit Prep work for Collective Conference Prep work for Collective Conference

Calls and Next Face to Face Session in Calls and Next Face to Face Session in AugustAugust

Business as an Agent of World Business as an Agent of World BenefitBenefit

--More Than 2,000 Interviews--More Than 2,000 Interviews--100s of Published Profiles--100s of Published Profiles

--s--see ee www.worldinquiry.org

“Awe is What Moves Us Forward”“Awe is What Moves Us Forward”

http://www.worldinquiry.org/

• World-wide search new ways for business to live in mutual benefit with the earth’s ecosystems and the world’s societies

• Public trust of best business innovations for sustainable future

• Global dialogue about the role and the future of business in society•The Club of Rome Challenge

Exciting Application ArenasExciting Application Arenas Appreciative Inquiry & Strength-based ApproachesAppreciative Inquiry & Strength-based Approaches

Exciting Application ArenasExciting Application Arenas Appreciative Inquiry & Strength-based ApproachesAppreciative Inquiry & Strength-based Approaches

“AI” Organization Summits—unlimited applications Strategy Analysis

Design Creativity and Customer Innovation Lean Operations and Supply Chain Effectiveness

“AI” Knowledge Webs and Virtual Team Tools Sustainable Enterprise and Corporate Citizenship

Measurement Scorecards Dynamic Project Management

Alliances, Mergers, Multi-Stakeholder Partnerships Internal and External Branding

Leadership Learning, Coaching, Mentoring Strengths-based/ High Engagement Organization

Lets Imagine Projects:Lets Imagine Projects:Where Might an AI Approach Create Value in My Where Might an AI Approach Create Value in My Work, or Community, or World?Work, or Community, or World?

If anything imaginable were possible—assuming there If anything imaginable were possible—assuming there are no constraints whatsoever—what kind of “AI” are no constraints whatsoever—what kind of “AI” initiative, project, or experiment might I want to initiative, project, or experiment might I want to launch?launch?

Name the possibility or possibilities—and begin the Name the possibility or possibilities—and begin the conversation with your original interview partner…conversation with your original interview partner…what/where/why/who?what/where/why/who?

What is one small initiative or possibility?What is one small initiative or possibility?

What is one big possibility—something that would be a What is one big possibility—something that would be a real stretch? real stretch?

Advancing Our AI Advancing Our AI ApplicationsApplications

WORKING IN GROUPS: HOW MIGHT WE?WORKING IN GROUPS: HOW MIGHT WE? Describe the Special Opportunity and ContextDescribe the Special Opportunity and Context Help Envision All the Options and PossibilitiesHelp Envision All the Options and Possibilities From Topic Choice to Each the 4-D’sFrom Topic Choice to Each the 4-D’s What Does Success Look Like In Each Phase—What Does Success Look Like In Each Phase—

Startup, Pre-work, Defining It, Doing the AI, Startup, Pre-work, Defining It, Doing the AI, Follow-Up?Follow-Up?

What Challenges? How to Transform or Re-What Challenges? How to Transform or Re-Frame? Frame?

What Assets, Strengths etc Do You Have That Will What Assets, Strengths etc Do You Have That Will Help You Succeed? Other Support Possibilities?Help You Succeed? Other Support Possibilities?

The The AppreciableAppreciable World is So World is So Much Larger Than Our Much Larger Than Our Normal, Everyday Normal, Everyday Appreciative Knowing Appreciative Knowing Capacity…Capacity…

"If we did all the things we are capable "If we did all the things we are capable of doing, we would literally astound of doing, we would literally astound ourselves." ourselves."

--Thomas Edison--Thomas Edison

Figure 1:Figure 1: Three Circles for Understanding Three Circles for Understanding the Strengths Revolution and the Design of the Strengths Revolution and the Design of Strengths-based OrganizationsStrengths-based Organizations

The Spirit ofAppreciative

Inquiry

We Are Born To Appreciate: We Are Born To Appreciate: Three Facts About All Human BeingsThree Facts About All Human Beings

ExceptionalityExceptionality EssentialityEssentiality

Equality/Voice and VisionEquality/Voice and Vision

Closing Closing Reflections/InsightsReflections/Insights

Key Insight/key learnings for you?Key Insight/key learnings for you?

Feelings? Feelings?

Hopes Going Forward/project Hopes Going Forward/project possibilitypossibility

Knowledge Resources Knowledge Resources Appreciative Inquiry Cases and Appreciative Inquiry Cases and

ToolsTools

AI Commons AI Commons http://ai.cwru.edu

Business as Agent of World Benefit Business as Agent of World Benefit www.bawbglobalforum.org

www.worldinquiry.org

The #1 Top Ranked OB Department & Masters Degree in The #1 Top Ranked OB Department & Masters Degree in PositivePositive Organization Development Organization Developmenthttp://weatherhead.case.edu/mpod/

AI Certificate Program in Positive Business and Society ChangeAI Certificate Program in Positive Business and Society Changewww.aicertificate.com

[email protected]

http://ai.cwru.edu/

http://www.bawbglobalforum.org/

http://www.worldinquiry.org/

http://weatherhead.case.edu/mpod/

http://www.aicertificate.com/

mailto:[email protected]