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Syslog Abstract - (Lunchtime conference no. 409935)
The “Art of Hosting”, known at the Commission under the name “Art of Participatory Leadership”, is a different way to look at interactions between people, a way to have conversations that matter. It encompasses several techniques to inform collective decision-making.
One of these techniques is called “Appreciative Inquiry”. Appreciative Inquiry is a collective coaching workshop method opposing problem-solving approach, as the latter is often considered too reactive and defensive. By a precise methodology, Appreciative Inquiry starts by taking stock of the causes of one's success, to embrace and build for change based on one's excellence rather than on one's failures. The project ideas that emerge to consolidate one's position on the market are therefore more likely to be followed through successfully.
The Appreciative Inquiry method is best adapted for redefining an organisation's mission and vision for the future, as it builds the participants' creativity and innovation, motivation and enthusiasm, but can be scaled down to one-off questions.
AoH/AoPL: Appreciative Inquiry
Appreciative Inquiry
•Appreciation?
Ap-pre’ci-ate, v.
1. valuing; the act of recognizing the best in people or the world around us; affirming past and present strengths, successes, and potentials; to perceive those things that give life (health, vitality, excellence) to living systems
2. to increase in value, e.g. the economy has appreciated in value.
Synonyms: VALUING, PRIZING, ESTEEMING, and HONORING.
Appreciative Inquiry
• Inquiry?
In-quire’ , v.
1. The act of exploration and discovery.
2. To ask questions; to be open to seeing new potentials and possibilities.
Synonyms: DISCOVERY, SEARCH, SYSTEMATIC EXPLORATION, STUDY.
5 PRINCIPLES OF APPRECIATIVE INQUIRYConstructionist principle:
The way we know is fateful
Principle of simultaneity:
Change begins at the moment you ask the question
Poetic principle:
Organizations are an open book
Anticipatory principle:
Deep change = Change in active images of the future
Positive principle:
The more positive the question, the greater and longer-lasting the change
Problem Solving versus Appreciative Inquiry
Reactive Proactive
Negation, criticism, spiralling diagnosis
Discovery, Dream, Design
Arduous task of intervention Speed of imagination and innovation
Survey low-morale Learn from moment of highest enthusiasm
ORGANIZATIONS GROW IN THE DIRECTION OF WHAT THEY STUDY
–> E.g., Objectives not met
WORDS ARE TOOLS (and to a hammer everything is a nail)
Problem Solving versus Appreciative Inquiry- The power of metaphors -
Organizations are problems to be solved
Organizations are a solution / mystery to be embraced
AI links the energy of the + CORE to an agenda for change=> changes never thought possible are suddenly and democratically mobilized
Problem Solving versus Appreciative Inquiry
- The art of the question -
What is the biggest problem here? What possibilities exist that we have not yet thought about?
Why did I have to be assigned here?
What is the smallest change that could make the biggest impact?
Why do you fail so often? What solutions would have us both win?
Why do we still have those problems?
What makes my questions inspiring, energizing, and mobilizing?
Appreciative Inquiry
How does it work?
STEP 1: The group is asked to tap into its “positive change core”, taking stock of its:
achievements, assets, unexplored potentials, innovations, strengths, elevated thoughts, opportunities, benchmarks, high point moments, lived values, traditions, strategic competencies, stories, expressions of wisdom, insights into the deeper corporate spirit or soul
STEP 2: The participants outline visions of valued and possible futures.
STEP 3: The group must define some concrete next steps to take.
Appreciative Inquiry
4 Ds:
DiscoveryDreamDesignDo it
3 roles: Interviewer IntervieweeScribe
What are we doing right? What could be?
SUMMARY: MODUS OPERANDI OF APPRECIATIVE INQUIRY INTERVIEW (15-20 min each way – in pairs)Spirit of discovery
High point story Valuing self and work Continuity search: the 3 best things about us now:
qualities, competitive advantages, practices, core capabilities, which I want to keep, even as we change in the future?
The most powerful macro-trends and most exciting opportunities
Positive images of the future – the organization you want in … (year)
Take notes (hence role of scribe)Summary and thanksReturn
Appreciative Inquiry - “Famous quotes”
The real voyage of discovery lies not in seeking new landscapes but in seeing with new eyes." Marcel Proust
Conscious evolution: Inquiry and change are not truly separate moments, but
are simultaneous. Inquiry is intervention. The seeds of change are implicit in the very first questions we ask. http://appreciativeinquiry.case.edu
More ? – References and Online resources David L. Cooperrider, Diana Whitney, Appreciative Inquiry, BK, 1999
David L. Cooperrider, Diana Whitney, Jacqueline M. Stravos, Appreciative Inquiry Handbook, Lakeshore Publishers, 2003
David L. Cooperrider, Peter F. Sorensen JR, Therese F. Yaeger, Diana Whitney, (eds.), Appreciative Inquiry. An emerging direction for organization development, Stipes Publishing L.L.C, 2001
Diana Whitney & Amanda Trosten-Bloom, The Power of Appreciative Inquiry, BK, 2003
Jane Magruder Watkins & Bernard J. Mohr, Appreciative Inquiry, Josey-Bass, 2001
Diana Whitney, Amanda Trosten-Bloom, Jay Cherney, Ron Fry, Appreciative Team Building: Positive Questions to Bring Out the Best in Your Team, Universe inc., 2004
James D. Ludema, Diana Whitney, Bernard J. Mohr, Thoman J. Griffin, The Appreciative Inquiry Summit: A Practitioner's Guide for Leading Large-Group Change, BK, 2003
Hallie Preskill, Anne T. Coghlan (eds.), Using Appreciative Inquiry in Evaluation, Jossey-Bass, 2003
Charles Elliott, Locating the energy for change, IISD, 1999
http://appreciativeinquiry.cwru.edu (Case Western Reserve University. D. L. Cooperrider)
http://www.taosinstitute.net (Taos Institute, Taos, New Mexico, USA)
http://www.thinbook.com (Sue Hammond)
http://www.imaginechicago.org (Imagine Chicago Project)
http://www.appreciative-inquiry.org (Jim Lord, Philanthropic Quest International, Cleveland, USA)
http://ai.cwru.edu/intro/bookReviewDetail.cfm?coid=6800
http://ifai-appreciativeinquiry.com/appreciative-inquiry.html (Institut français d'appreciative inquiry)
http://www.scoop.it/t/art-of-hosting?tag=AppreciativeInquiry (François Thunus) *** + -> Next AoPL training – check Syslog!
