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An Introduction to Appreciative Inquiry

An Introduction to Appreciative Inquiry. Dr John Peters Academic Development and Practice Unit October 2008. A word to describe working at UW. Demanding Frustrating Challenging Soul destroying. unfolding Exciting Weaving Exciting empowering New. Learning Outcomes.

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An Introduction to Appreciative Inquiry

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  1. An Introduction to Appreciative Inquiry Dr John Peters Academic Development and Practice Unit October 2008

  2. A word to describe working at UW • Demanding • Frustrating • Challenging • Soul destroying • unfolding • Exciting • Weaving • Exciting • empowering • New

  3. Learning Outcomes • Set Appreciative Inquiry in the context of other applied research methods • Explain the key features of Appreciative Inquiry methodology • Make an informed judgement about whether to use this method for: • Research • Change Management • Implement a piece of Appreciative Inquiry

  4. Plan • Explain the emergence of Appreciative Inquiry as a method • Introduce the AI framework • Do a small piece of AI • Discuss other applications

  5. Appreciative Inquiry • 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 honouring. • In-quire’ (kwir), v., 1. the act of exploration and discovery. 2. To ask questions; to be open to seeing new potentials and possibilities. Synonyms: discovery, search, and systematic exploration, study.

  6. What is it? • A reaction against problem-focused action research • Shifts focus to strengths and positives, to the ‘positive core’ of a situation or organisation • Focus on social construction & collective strengths • ‘A cooperative, coevolutionary search for the best in people, their organizations, and the world around them.’ • [Cooperrider & Whitney 2005]

  7. The Key Question in AI • The ‘unconditional positive question’ • The systematic discovery of what gives “life” to a living system when it is most alive, most effective, and most constructively capable in economic, ecological, and human terms. • What gives life here?

  8. The 4-D cycle • Discovery Phase • Sharing the positives • Dream Phase • Sharing a vision • Design Phase • Sharing what should be • Destiny Phase • Sharing a commitment to change

  9. 1. Discovery Phase • What gives life here? • Making explicit and appreciating the best of what is • What most enthuses you about …? • Tell the story about a situation when you have felt most alive, engaged, valued, etc. • Mobilising the community and sharing findings through ‘propositional statements’

  10. Things that give life at UW 1 • The people: they encourage you and help you innovate and do things • If you have an idea you are encouraged to develop it • I have the opportunity to work in line with my core values and beliefs • I have the opportunity to be creative and discover new things

  11. Things that give life at UW 2 • The students: their enthusiasm, challenge and contribution • Opportunity to develop personally and own learning with students and colleagues • The opportunity to make narratives from disparate sources • Being part of a community that caters for personal and professional development

  12. Propositional statements • I feel life in working at Worcester when: • There are opportunities for personal development • There is freedom and flexibility to develop ideas • There is encouragement and support • I can work pro-actively with students • My work is in line with my core motivational drivers, values and beliefs

  13. 2. Dream Phase • Envisioning what might be • So what is at our heart? • What should be the ideal? • What have we always wanted to be? • What is the world calling us to become? • Picturing a future: drawing a vision

  14. Visions of the University of Worcester • Constant circulation of positive energy • Nourishing • Open • Growing, organic – no ceiling or limit • Connected • Community and participatory • Inclusive and non-hierarchical

  15. 3. Design Phase • Co-constructing • What should we be? • Possibility propositions and new organising principles • What would this organisation be like if it were designed to maximise the positive core and accelerate the achievement of our dream?

  16. 4. Destiny Phase • Not the action plan! • ‘An inspired movement not a packaged product’ • ‘Positive protest’ • Realising the dream • An appreciative organisation

  17. Can we use this? • As an evaluation process • As an annual cycle • Constant renewal • Still issues about • action planning: how does it get changed? • So what about the negatives? • As a marketing device!

  18. References • Cooperrider, D & Whitney, D 2005 Appreciative Inquiry: a positive revolution in change, San Francisco • Ludema, J. Whitney, D. Mohr, B. & Griffin, T. 2003 The Appreciative Inquiry Summit, San Fancisco • Ludema, J. Cooperrider, D & Barrett, F. 2001 ‘Appreciative Inquiry: the power of the unconditional positive’ in Reason, P. & Bradbury, H. Handbook of Action Research • http://ai.cwru.edu

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