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Appreciative inquiry

Appreciative inquiry
According to Gervase R. Bushe[1] (2013) "Appreciative Inquiry (AI) is a method for studying and changing social systems (groups, organizations, communities) that advocates collective inquiry into the best of what is in order to imagine what could be, followed by collective design of a desired future state that is compelling and thus, does not require the use of incentives, coercion or persuasion for planned change to occur." Developed and extended since the mid 1980s primarily by students and faculty of the Department of Organizational Behavior at Case Western Reserve University, AI revolutionized the field of organization development and was a precursor to the rise of positive organization studies and the strengths based movement in American management." Basis and Principles[edit] The Appreciative Inquiry model is based on the assumption that the questions we ask will tend to focus our attention in a particular direction. Instead of asking “What’s the problem?” Implementing AI[edit]

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Appreciative Inquiry What is Appreciative Inquiry? by Joe Hall and Sue Hammond also offers a reasonably brief and readable introduction to the principles and practice of AI. Richard Seel: "We use AI principles quite a lot in our work – for instance, when a team I was working with suddenly had the plug pulled on their project they were very angry and depressed. I encouraged them to undertake a brief appreciative inquiry into the times when they had worked really well as a team. The results were extremely positive. Center for Positive Organizational Scholarship Le coaching autrement Après une carrière qui m’a souvent amené à accompagner des gouvernants ou des institutions de gouvernance dans leur positionnement, j’ai décidé de mettre ma capacité à accompagner la gouvernance au service de celles et ceux qui décident, entreprises ou particuliers, de se repositionner pour s’auto-gouverner avec leurs propres valeurs. Cet accompagnement prend deux formes : séances de coaching professionnel et accompagnements à la mise en place des outils de communication permettant de poser son identité professionnelle. J’ai une spécialité d’accompagnant dans le positionnement professionnel et je la concrétise avec des outils de communication numérique. Je porte en moi l’énergie de la remise en question et de l’intégrité qui me rend apte à accompagner les personnes qui veulent se rebâtir en élevant le niveau de leur valeur dans le travail. Le travail d’accompagnement que je fais dépasse souvent le cadre de la vie professionnelle.

Appreciative Inquiry - Problem Solving from MindTools Solving Problems by Looking at What's Going Right © iStockphoto/Yuri_Accurs Imagine that your organization's order book is full, and you're desperate to expand your business – but you just can't find the staff you need. What's worse, cash is tight, your recruitment budget is stretched to breaking point, and you strongly suspect that some of the approaches you're using just aren't working. One approach here is to focus on the things that aren't working, and think about how you can fix them. This is the conventional approach to problem-solving. The 4-D Cycle How does the 4-D process work? An Appreciative Inquiry typically goes through the following four stages: Discover - Appreciating and valuing the best of What Is.

Appreciative Inquiry and Community Development L’appreciative inquiry une approche structurée et positive pour bâtir sur vos forces, imaginer l'avenir, innover et construire, concrétiser et agir Change Management Blog: Change Model 1: The 4D Model (Appreciative Inquiry) Background: The 4-D Model is based on Appreciative Inquiry (AI) which is a larger framework for human or organizational change. Like AI itself, it is based on a shift in paradigms on human interaction. The core can be captured in the idea that we create the world as we describe it.

International jornal of Appreciative Inquiry Home Génération Présence est une association pour la promotion des technologies contemporaines de développement du leadership