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Appreciative Inquiry & Organizational Development

Appreciative Inquiry & Organizational Development. Presented by: Kelly O’Malley HRE 472 - CC. Agenda. Appreciative Inquiry in Organizational Development History Model Theory Process Practice.

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Appreciative Inquiry & Organizational Development

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  1. Appreciative Inquiry & Organizational Development Presented by: Kelly O’Malley HRE 472 - CC

  2. Agenda • Appreciative Inquiry in Organizational Development • History • Model • Theory • Process • Practice

  3. “Appreciative Inquiry (AI) is an approach … based on strengths rather than weaknesses, on a vision of what is possible rather than an analysis of what is not.” --David Cooperrider Appreciative Inquiry Henry, 2003

  4. History of Appreciative Inquiry • Developed by David Cooperrider at Case Western Reserve University • Founded in the 1980s • Began as an organizational development intervention

  5. Organizational Development Models • Deficit Model (Problem-Solving) versus • Constructionist Model (Appreciative Inquiry)

  6. Identify problem Analyze root cause Brainstorm solutions Develop action plan Problem-Solving Model Cooperrider & Whitney, 1999

  7. Appreciate what is Imagine what might be Determine what should be Create what will be Appreciative Inquiry Model Cooperrider & Whitney, 1999

  8. Appreciative Inquiry… • is both a theory of positive change and a process for implementing positive change • involves focusing and building upon positive elements that already exist • suggests that resistance to change occurs because of how change is implemented, not because of the particular change itself Stetson, 2002

  9. Appreciative Inquiry … • is a way of being and seeing • is a process for facilitating positive change in organizations • is an assumption that every human system has something that works right http://centerforappreciativeinquiry.net

  10. Process – Seven Steps of AI • Choose a positive topic as the focus of inquiry • Create questions to explore the topic • Use those questions to conduct interviews/story-telling sessions • Locate themes that appear in their stories • Create shared images for a preferred future • Find ways to create that future • Guide organizational behavior Miller & Stetson, 2002

  11. Practice - Successful Uses of AI • Improving morale • Conflict resolution and mediation • Leadership and management development • Vision, mission, values and goal development • Organizational culture change and transformation • Team development • Work process redesign http://centerforappreciativeinquiry.net

  12. Practice – AI Success Stories • AACC • Ben & Jerry's • British Airways • Front Range Community College • Save the Children • Sinclair Community College • United States Navy http://centerforappreciativeinquiry.net

  13. AI Testimonial • “George Boggs, President and Chief Executive Officer of the American Association of Community Colleges in Washington, D.C., reports, ‘We recently used AI at a variety of meetings, including a Board retreat, a staff retreat, meetings of our AACC Commissions and Council Chairs, and a design team made up of past Board Chairs. AI helped us to accept all ideas as valid, kept everyone focused, and improved the creative thinking of each of the groups, resulting in inspiring new mission and vision statements for the association. Feedback from the field allowed us to identify AACC's positive core, that is, what the members valued the most. From this feedback, we were able to draft and approve a statement of core values, a vision statement, and six new strategic action areas that will guide the future activities of AACC. Our new mission statement is Building a Nation of Learners by Advancing America's Community Colleges.’” Stetson, 2002

  14. Practical Applications for OD • Institutional Technology Plans • Specialized Technology Programs • Curricular Innovations • Student Support Services • Community Engagement

  15. Consider… • What makes you successful? • What makes your stakeholders successful? • What makes an organization successful?

  16. Web Resources • http://centerforappreciativeinquiry.net • http://appreciativeinquiry.cwru.edu

  17. Activity • Describe your technology plan using a problem-solving approach. • Now, describe your technology plan from a constructivist (AI) perspective. • How were your responses similar? • How were your responses different? • Which approach would you use when you return to your college?

  18. Questions… ? ? ? ? ?

  19. References Cooperrider, D., Whitney, D. (1999). A Positive Revolution in Change: Appreciative Inquiry. Taos, NM: Corporation for Positive Change. Cooperrider, D. L., Whitney, D. (1999). Appreciative Inquiry: A positive revolution in change. In Holman, P., Devane, T. (Eds.), The Change Handbook: Group Methods for Shaping the Future. San Francisco, CA: Berrett-Koehler Publishers, Inc. Henry, R. (2003) Leadership at Every Level” Appreciative Inquiry in Education. New Horizons for Learning, August 2003. Miller, C. and Stetson, N. (2002) Leading Change without Resistance. National Council for Staff, Program, and Organizational Development, an Affiliate Council of the American Association of Community Colleges, October 2002. Stetson, N. (2002) Creating New Energy for Change, Leadership Abstract, League for Innovation in the Community College, Phoenix, AZ, July 2002.

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