Building Cooperative Capacity for an Economic

Development Project

Ohio Economic Development AssociationAnnual Summit

Friday, October 13, 2006

High Point Experience

High Point Experience Pair up with someone from your

table that you don’t know. Tell your story about an exceptional

workplace experience when you felt most motivated/energized and you performed your best.

Each person will have 2 minutes to tell his/her story.

High Point Experience - Sharing Stories

Appreciative Inquiry

Appreciative Inquiry Is a Shift “No problem can be solved from the

same level of consciousness that created it. We must learn to see the world anew.”“There are only two ways to live your life. One is as though nothing is a miracle. The other is as though everything is a miracle.”

Albert Einstein

What is Appreciative Inquiry?

What is Appreciative Inquiry?

Developed in the late 1980s at Case Western Reserve University, Cleveland, Ohio as a major organizational change methodology

AI It is the discovery of the best in

people, their organizations, and the relevant world around them.

AI It is an art and practice of asking

unconditional positive questions that strengthen a system’s capacity to apprehend, anticipate and heighten positive potential.

AI It is an art and practice of asking

unconditional positive questions that strengthen a system’s capacity to apprehend, anticipate and heighten positive potential.

TRANSLATION: Focus on what is positive and good about the organization.

The Art of the Question What’s the biggest

problem here? Why do we still have

those problems? What is wrong with

this department? What are the most

frequent complaints?

What possibilities exist that we have not thought about yet?

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

What solutions would have us both win?

What makes questions inspiring, energizing, and mobilizing?

Positive Image

Positive Action

Where Do Positive Images and Stories Come From?

Your Vision Of a Better World

ProblemSolving

Identify problem Conduct root cause

analysis Brainstorm solutions

and analyze Develop action plans Metaphor:

Organizations are problems to be solved

Appreciate “What is” (“What gives us life?)

Imagine “What might be”

Determine “What should be”

Create “What will be” Metaphor:

Organizations are a solution/mystery to be embraced

AI

AI Instead of negativity and criticism,

there is discovery, dream, design and destiny.

Appreciative Inquiry: The “4-D” Cycle

Discovery“What gives life?”

(The best of what is)Appreciating

Discovery“What gives life?”

(The best of what is)Appreciating

Dream“What might be?”

(What is the world calling for)

Envisioning Results

Dream“What might be?”

(What is the world calling for)

Envisioning Results

Design“What should be--the ideal?”

Co-constructing

Design“What should be--the ideal?”

Co-constructing

Destiny“How to empower, learn,and adjust/improvise?”

Sustaining

Destiny“How to empower, learn,and adjust/improvise?”

Sustaining

AffirmativeTopic Choice

Destiny--What Will Be?

“Allow yourself to dream and you will discover that destiny is yours to design.”

Dr. Jacqueline Stavros

AIAI links the energy of the positive core directly to any change agenda, and changes never thought possible are suddenly and democratically mobilized.

The Positive

Core

The Positive Core Best business

practices Core competencies Values Product strengths Visions of possibility Vital traditions Technical assets Innovations Relational resources

Strengths of partners Financial assets Achievements Wisdom/knowledge Positive emotions Social capital Strategic opportunities Positive trends

Phoenix Development Project:Introduction [2 minutes]

Identify the participant at each table whose birthday is closest to October 13th

“Birthday” participant opens the white envelope marked “Phoenix Development Project” and reads to the other participants the story of the Phoenix Development Project

Phoenix Development Project:Discovery Phase [20 minutes]

Each participant takes a Questionnaire page from the envelope marked “DISCOVERY”

At the top of each Questionnaire is the character that you will assume for today’s “introduction to AI” project

Read and complete the Discovery Questionnaire for your character

Share with table participants your responses to the Discovery Questionnaire

Discovery Phase:Themes You Discovered

“Discovery” De-briefing

Developer

Renter

Homeowner

Councilperson

Mayor

DevelopmentDirector

Discoverythemes

Phoenix Development Project:Dream Phase [20 minutes]

Find the “Dream Questionnaire” for your character in the envelope marked “DREAM”

Read and complete your Dream Questionnaire

Share with table participants your responses to the Dream Questionnaire

Dream Phase:Themes You Discovered

“Dream” De - briefing

Developer

Renter

Homeowner

Councilperson

Mayor

DevelopmentDirector

Dreamthemes

Wrap-Up

“APPRECIATIVE INQUIRY” APPLICATIONS

• Mission Statement/Vision Development• Strategic Planning• Organizational Mergers• Organizational/System Design and Redesign• Process and Service Enhancement• Quality Improvement Initiatives• Group Culture Change• Civic/Community Development• Umbrella for Multiple Change Initiatives

in a System• Appraisals and Performance Management• Leadership Development• Conflict Resolution• Organizational Ownership

APPRECIATIVE INQUIRY

CONSULTANT CONTACT INFORMATION

Christine ZustPresidentZust & CompanyChristine@zustco.com(440) 777-7383

Robert P. Rink, Esq.AI+ Consulting, LLCr_rink@sbcglobal.net(216) 382-8560

Thank you

“AI” BIBLIOGRAPHY

Barrett, Frank J. & Fry, Ronald E. (2005). Appreciative Inquiry: A Positive Approach to Building Cooperative Capacity. Chagrin Falls, Ohio: Taos Institute Publications

Cooperrider, David L. & Srivastva, Suresh (1987). "Appreciative Inquiry in Organizational

Life." In Pasmore,W. & Woodman, R. (Eds.), Research in Organizational Change and

Development, Vol. 1, p. 129-169. Greenwich, CT: JAI Press.Cooperrider, David L. & Whitney, Diana (1999). Appreciative

Inquiry. In Holman, P.& Devane, T. (Eds.), Collaborating for Change. San Francisco, CA: Berrett-Koehler Publishers, Inc.

Hammond, Sue Annis (1998, 2nd edition). The Thin Book of Appreciative Inquiry. Plano, TX: The Thin Book Publishing Co.

Holman, Peggy & Devane, Tom (Eds., 1999). The Change Handbook - Group Methods for Shaping the Future. San Francisco, CA: Berrett-Koehler Publishers, Inc.

Kelm, Jackie (1998). "Introducing the AI Philosophy." from Hammond, Sue Annis & Royal, Cathy (Eds., 1998). Lessons From the Field: Applying Appreciative Inquiry. (p. 161-172). Plano, TX: Practical Press Inc.

Pinto, Michael and Curran, Mary. (1998) "Laguna Beach Education Foundation, Schoolpower." from Hammond, Sue Annis & Royal, Cathy (Eds., 1998). Lessons From the Field: Applying Appreciative Inquiry. (p. 16 -47). Plano, TX: Practical Press Inc.

Whitney, Diana & Cooperrider, David L. (Summer, 1998). "The Appreciative Inquiry Summit: Overview and Applications." Employment Relations Today, p. 17-28.