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