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Appreciative Inquiry cycle
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Building our identity
David Cooperrider
“It could be argued that all leadership is
appreciative leadership. It’s the capacity
to see the most creative and improbably
opportunities. It’s the capacity to see with
an appreciative eye the true and the
good, the better and the possible.”
Agenda
What Appreciative Inquiry is
How it was developed at 4D in 2006
Where we are now
A new future to craft
a philosophy of knowing
a methodology for managing change
an approach to leadership
a tool for human development
What’s Appreciative Inquiry?
It is the study and exploration of what gives life to human systems when they are at their best.
It is an organization development methodology based on the assumption that inquiry into and dialogue about strengths, successes, values, hopes and dreams is in itself transformational.
8 Assumptions of AI In every human situation something works
What we focus on becomes our reality
Reality is created in the moment and there are multiple realities
The language we use shapes our reality
The act of asking questions influences the outcome in some way
People have more confidence going into the future (unknown)
when they carry forward parts of the present (known)
If we carry parts of the past into the future, they should be what
are best about the past
It is important to value differences
Appreciate & Inquire
to recognize the best in people and the world around us;
to perceive those things which give life, health, vitality and
excellence to living human systems;
to affirm past and present strengths, successes, assets
and potentials;
to increase in value (e.g., the investment has appreciated
in value).
to ask questions;
to study;
to search, explore, delve into or investigate.
5 principles of Appreciative Inquiry
Constructionist Principle
5 principles of Appreciative Inquiry
Principle of Simultaneity
These become the stories out of which the future is conceived, discussed, and constructed.
5 principles of Appreciative Inquiry
Poetic Principle
Human organizations are
an open book
An organization’s story is constantly being co-authored.
The organization’s past, present and future are endless sources of learning,
inspiration, and interpretation
5 principles of Appreciative Inquiry
Anticipatory Principle
Collective imagination and discourse about the future are the most important resource for generating constructive
organizational change or improvement
5 principles of Appreciative Inquiry
Positive Principle
When we feel good we can think more strategically, absorb information quicker, we are more creative, we reach decisions faster, we recover more quickly from setbacks, and even our
health improves
How it works
Organizations move in the direction of what they study.
It focuses the attention on an organization’s most positive
potential - its positive core.
The positive core is the essential nature of the organization
at its best – people’s collective wisdom about the
organization’s tangible and intangible strengths,
capabilities, resources, potentials and assets.
The Appreciative Inquiry 4-D cycle unleashes the energy of
the positive core for transformation and sustainable
success.
The 4D Cycle
Discovery
“What gives life?”
(The best of what is)
Appreciating
Dream
“What might be?”
(What is the world calling for)
Envisioning Results
Design
“What should be--the ideal?”
Co-constructing
Destiny
“How to empower, learn,
and adjust/improvise?”
Sustaining
Affirmative Topic Choice
DISCOVERY
It is an extensive search to understand the "best of what is"
and "what has been."
It begins with the collaborative act of crafting appreciative
interview questions and constructing an appreciative
interview guide.
These questions are written as affirmative probes into an
organization’s positive core, in the topic areas selected.
They are written to generate stories, to enrich the images
and inner dialogue within the organization, and to bring the
positive core more fully into focus.
4D DISCOVERY A complete interview guide includes:
A formal introduction to explain the project and the purpose of the interview.
The questions: Opening questions
Questions on the affirmative topic or topics selected
Concluding questions – generally about future
A summary report sheet
DISCOVERY Summary Report
A Team-Based organization
Teamwork was essential for starting 4D and this mindset has become a critical success
factor in carrying out new projects and developing new ideas.
This is not just cosmetic, when working at our best we eliminate unnecessary division
and we are all engaged as partners creating person-to-person networks,
project and study groups, and the like.
DISCOVERY Summary Report
believe in what we are doing and work together towards an aim efficiently organized and everybody wants to help
share material and knowledge everybody has to feel comfortable
commitment encourage people
devote personal time to benefit everybody know each other
share the same goals be willing to work
respect each other division of tasks
complement each other; one has an idea, another one organizes it, another one suggests how to implement it, etc.
good communication
share common values
DISCOVERY Summary Report
A Learning Organization We are always evolving as human beings, as
professionals. We are always in need of a fresh impetus to encourage ourselves and to go on learning. “…learning to
become more effective by exploiting the learning opportunities that lie just below the surface of everything
you do already.” Adrian Underhill
In a “learning organization” people are continuously challenging themselves to move out of their comfort
zones, think in new ways, acquire new knowledge and skills, and experiment with new methods. Learning is an aware and active use of the experiential learning cycle in one’s life and work. Learning is a belief that creativity,
understanding, experience and character continue growing throughout one’s life.
DISCOVERY Summary Report
learn from every situation share teaching experiences get support
be creative and innovative help others to learn share ideas openly
pursue ideas explore, experiment learn more about language
support by reaffirming what you do right work together in different projects prepare for international examinations
learn with everything you do what you know, you have to share it mistakes are a way of learning
learn as a life-long experience challenges make you learn people make you become aware of things
learn as a way of feeling alive and fresh walk your talk help people grow
the human side of the business *** people: as colleagues, as students ** share the same goal ** true commitment *** share knowledge, material, experiences ** learn and improve *** keep on moving ** a sense of belonging ** become better people and professionals be respected respect for each other a comfortable atmosphere feel supported devote time to other people’s benefit
DREAM Discovery
Dream
Design
Destiny
Affirmative
Topic
Dream
“What might be?”
(What is the world calling for)
Envisioning Results
challenge the status quo
working relationships
create synergy
think out of the box
create excitement
what people are doing working in groups, in teams working more effectively working on improving content courses training new teachers doing things that are necessary working on areas of interest working happily
how we look like innovators of change bigger but maintaining the advantages of being small recognized as an institute that does things differently a “we care” company excellent, everybody looking towards the same goal everybody works toward the same more professional and more clients more roles to perform as a consulting institution on education
how we are working with technology, taking advantage of it working with people from different parts of the world in teams doing research developing programs helping people gaining expertise on areas of interest training other teachers
the key to our success
renewing educational tools but not core values hard work open and effective communication deep commitment constant renewal not getting stuck great leaders our willingness our values professionalism
how we got there
by doing what we are doing now by working hard with commitment perseverance believing in ourselves constantly overcoming situations working convinced of what we are doing developing together professionalism
DESIGN Discovery
Dream
Design
Destiny
Affirmative
Topic
Design
“What should be--the ideal?”
Co-constructing
“Organizational transformation is much more than the critical mass of personal transformation. It requires macro level changes in the very fabric of organizing, the social architecture.” Diane Whitney
The Requests, Offers and Commitments
approach
The Whole System Design approach
VALUES Unity of purpose Commitment to each other - team spirit Professionalism - embedded knowledge Dignity, diversity and respect Social & human capital Adventurous & pioneering Joy and fulfillment
IDEAS ABOUT THE FUTURE
We want to be the most knowledgeable team of teachers since we want to be the pioneers in the field. To achieve this we need training and time that will result in excellence due to our research in different aspects of the profession.
IDEAS ABOUT THE FUTURE Networking
–within 4D –within our community –within the international community
Specialization –researcher –communicator –translator –material developer –course designer –foreign link
IDEAS ABOUT OUR MISSION
Create opportunities for people –
all our stakeholders – to develop in a confident, supportive and empowering atmosphere
We will be working on two Approaches to the Design Phase
II. The Requests, Offers and Commitments Approach. Each participant is given
the opportunity to publicly state a simple commitment, make an offer or articulate a request. Simple Commitments describes actions that can be easily taken, typically
within one to two weeks and are within the existing authority and resources available to the person making the commitment. Offers may be made in response to a request for collaboration. Offers
can come in any shape or form - specific is better. Requests are the other side of offers - but focused on what one
person or group needs from another person or group.
I. The Framework Approach We will be working on the strategic design on the following topics:
Talent development and retention Alliances and Partnerships Organizational Structure
We will be working on the operational design on the following topics: Business Processes Policies Communication Technology
DESTINY Discovery
Dream
Design
Destiny
Affirmative
Topic
Destiny
“How to empower, learn,
and adjust/improvise?”
Sustaining
ongoing learning and innovation
focuses specifically on personal and organizational
commitments and paths forward
the processes, structures, and relationships from the design phase are put into
action.
look for ways to improve and expand the AI process
Appreciative Inquiry Handbook – David L. Cooperride, Diana
Whitney, Jacqueline Stavros (2003) Lakeshore Publishers
What Great Managers Do – Marcus Buckingham (2005) Harvard
Business Review
Appreciative Inquiry: A Positive Approach to Building Cooperative
Capacity – Frank Barret & Ronald Fry (2005) Tao Institute
No+Pálidas: Cuatro Actitudes para el Éxito. Enrique Baliño con
Carlos Pacheco (2011) Xn Publishing
Appreciative Inquiry: Change at the Speed of Imagination -
Magruder Watkins,Bernard J. Mohr (2001) Jossey-Bass/Pfeiffer
El cambio del Comportamiento en el trabajo – Santiago Lazzati
(2008) Granica
REFERENCES