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Appreciative Inquiry and Organisational change

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That grew out of a dissatisfaction with Action Research ... The poetic principle. The anticipatory principle. The positive principle. The four D model ... – PowerPoint PPT presentation

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Title: Appreciative Inquiry and Organisational change


1
Appreciative Inquiry and Organisational change
  • Sarah Lewis

2
Appreciative Inquiry
  • What is it and whats new about it?
  • How does it work?
  • How do you do it?
  • What are the implications for practice?

3
What is it?
  • Theory of organisational change
  • That grew out of a dissatisfaction with Action
    Research
  • Post modern in its ontological and
    epistemological base
  • David Cooperrider, Suresh Srivastva

4
So whats new in appreciative inquiry?
  • Organisations as the triumph of the human
    imagination
  • Organisations as products of human interaction
    and mind
  • Not how things go wrong - isnt it amazing they
    work at all
  • The move from deficit language to life centric
    approaches
  • From vocabularies of human deficit to
    vocabularies of hope
  • Organisations dont need fixing, need constant
    re-affirmation

5
Appreciative Inquiry Problem Solving
  • Problem solving
  • Felt need identification of problem
  • Analysis of causes
  • Analysis of possible solutions
  • Action planning (treatment)
  • Basic assumption organisation is a problem to be
    solved
  • Appreciative inquiry
  • Appreciating and valuing the best of what is
  • Envisioning what might be
  • Dialoguing what should be
  • Innovating what will be
  • Basic assumption organisation is a mystery to be
    embraced.

Hammond 1996
6
Appreciative inquiry principles
  • The constructionist principle
  • The simultaneity principle
  • The poetic principle
  • The anticipatory principle
  • The positive principle

7
The four D model
  • Identify those peak times when everything
    operated perfectly
  • What factors were behind the peak experiences
  • What intervention will make the peak experience
    the norm?
  • Affirmative topics, always homegrown, can be on
    anything the people in the organisation feel
    gives life to the system

8
The four D model
  • Discovery Discover and disclose positive
    capacity
  • Dreaming A sense of how things could be
  • Design Creation of the ideal organisation
  • Destiny An inspired movement

9
Appreciative Inquiry
Discover and Value the best of what is
Affirmative Topic Choice
Destiny (co-construct the future) What will be
Dreaming (envisioning the future) What might be
Design through Dialogue What should be
10
Role of consultant
  • Explorers not mechanics
  • Active agent not impartial bystander
  • Wordsmith
  • Collaborator
  • Generous, curious, appreciative, systemic

11
Implications for managers and leaders
  • The main task of management is meaning making and
    creating possibilities to go on
  • Organisations are networks of conversation in
    which accounts are created
  • More than one account can exist, none is the
    truth, all may be true
  • Conversation/communication contains moral order
  • Affect action through communication

12
Sarah Lewis Jemstone Consultancy 020 8293
0017 sarahlewis_at_jemstoneconsultancy.co.uk www.jems
toneconsultancy.co.uk
Thank you
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