Appreciative Inquiry The 4-D Process - PowerPoint PPT Presentation

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Appreciative Inquiry The 4-D Process

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Title: Appreciative Inquiry The 4-D Process Author: user Last modified by: user Created Date: 8/16/2005 11:42:27 AM Document presentation format: On-screen Show – PowerPoint PPT presentation

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Title: Appreciative Inquiry The 4-D Process


1
Appreciative InquiryThe 4-D Process
  • COS 4850
  • From Whitney Trosten-Bloom (2003)
  • The Power of Appreciative Inquiry
  • Berrett-Koehler

2
(No Transcript)
3
Topic Choice
  • The choice of topic for the 4-D process
  • The questions we create, or co-create, will
    change our perspective, relationships, values,
    and our world. Genius is in creating the
    question.

What would the universe look like if I were
riding on the end of a light beam at the speed of
light? Albert Einstein
4
Topic Choice
  • Topic choice is critical to success.
  • Remember, we will become what we choose to study!

5
Topic Choice
  • Enhanced Profitability
  • Discovering new business
  • Customer retention
  • Customer Service
  • going above and beyond
  • delighting the customer

6
Topic Choice
  • Strategic advantage
  • Being the best
  • Creative growth potential
  • Employee retention
  • Happiness at work
  • On-the job learning

7
Topic Choice
  • Educational excellence
  • Moments of inspiration

8
Topic Choice
  • Who selects the topic?
  • What topics will we study?

9
Topic Choice
  • Topics are positive
  • Topics are desirable
  • Topics stimulate learning
  • Topics stimulate discussion about desired futures

10
Topic Choice
  • Core questions
  • Tell me about a high point in your professional
    life when you felt most alive, most engaged, and
    really proud of yourself and your work.
  • Without being humble, what do you value most
    about yourself, your work, your career, your
    team, your organization?

11
Topic Choice
  • What are the things that give life to this
    organization when it is at its very best?
  • If you woke up tomorrow morning and this
    organization was vital and healthy what would it
    be like?

12
Topic Choice
  • A process for selecting topics
  • Provide overview of AI
  • Identify themes
  • Share stories
  • Discuss potential topics
  • Cluster and select topics

13
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14
Discovery
  • Who will craft the questions and guide?
  • Who will we interview?
  • Who will conduct the interviews?
  • What training will the interviewers need?
  • Who will make meaning of the data?
  • How will we communicate stories and best
    practices?

15
Discovery
  • Craft appreciative interview questions
  • Develop an interview guide
  • Create an interview plan
  • Communicate the strategy
  • Train interviewers
  • Conduct interviews
  • Disseminate stories and best practices
  • Map the positive core

16
Discovery
  • Good interviews flow naturally and have a
    conversational quality.
  • They invite stories.
  • They touch peoples heart and soul.
  • They draw on experiences in life and work.
  • The focus us on a series of powerfully positive
    experiences.

17
Discovery
  • They give people room to explore.
  • Invite an inner journey.
  • Paint positive pictures.
  • Have a logical flow to them.
  • Give free reign to imagination.
  • Suggest action.

18
Discovery
  • Interview guides
  • Overview
  • This is how we will proceed and how the
    information will be used.
  • Set the stage
  • Tell me about your beginnings with the
    organization. What do you value most about your
    association with.

19
Discovery
  • Interview Guides
  • Topic questions
  • Reflect the affirmative topics selected
  • Concluding questions
  • What are the core factors that give life to
    _____?
  • Five years from now this organization is being
    recognized for excellence, why?

20
Discovery
  • Summary Sheets
  • Record stories and information
  • Quick Action Sheets
  • Items for immediate attention

21
Discovery
  • Stories are powerful. Our organizations and
    culture rely on stories to communicate
    conventions and meaning.

22
(No Transcript)
23
Dream
  • Whom should we involve?
  • What experiential activity will reveal our images
    of the future?
  • What will be the outcome of our dream?

24
Dream
  • Get the voices in the room!

25
Dream
  • Activities
  • Guided imagery
  • Reflection
  • Drawing
  • Mind-mapping
  • Painting
  • Acting
  • Singing

26
(No Transcript)
27
Dream
  • Reflect on a focal question
  • Imagine we are 10 years in the future. We are
    where we want to be. What does it look like? How
    do people act, how do they live, what do they
    value?

28
Dream
  • Engage in a dream dialog
  • Sharing the dreams that emerge
  • Clarify the collective dream
  • What have you heard others share?
  • What does it look like?

29
Dream
  • Creatively Enact the Dream
  • Skits, stories, songs, poems
  • Determine Common Themes
  • Identify threads and similar visions
  • Create an Organization Dream Map
  • A mural, a book, an archive of the collective
    dream

30
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31
Design
  • Give form to the the expression of human
    creativity and enable the realization of
    aspirations.

32
Design
  • What are we designing?
  • Who needs to be involved?
  • How do we describe our ideal organization?

33
Design
  • Organizational design
  • Work processes
  • Partnerships or relationships
  • Principles of leadership, service, satisfaction
  • Values

34
Design
  • A statement or picture of the ideal organization
  • Narrative statements proposing an ideal
  • Stretch the organization
  • Use vivid positive imagery
  • Statements of belief that constitute the ideal
    organization

35
Design
  • Everyone who touches this organization feels
    welcome and valued. We honor and cherish the
    diversity of our clients, co-workers, partners,
    and our community. When we become involved in
    someones life, opportunities are realized,
    dreams become reality, and healthy, fulfilling
    lives are the result.

36
(No Transcript)
37
Destiny
  • How will we learn about the gains we have already
    made?
  • How will we celebrate?
  • What are the parameters of self-organized action?
  • How shall we self organize?
  • How will we support success?

38
Destiny
  • Review, communicate, and celebrate
    accomplishments
  • Generate a list of potential actions
  • Self-organize for inspired action projects
  • Support the success of projects
  • Systematic application of appreciative inquiry

39
Destiny
  • Celebrate Along the Way
  • Tell me about the good things that have happened
    since we began this process
  • Ideas for Action
  • Tangible, exciting opportunities

40
Destiny
  • Expand the application of appreciative inquiry
  • Self-organize for action
  • New teams, processes, ways of working
  • Establish a Supporting Infrastructure
  • Advisory Teams
  • Team Leaders

41
Summary
  • By liberating peoples power appreciative inquiry
    enhances an organizations capacity for positive
    change.
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