ai An Approach to ^ Change appreciative inquiry ACCELERATED How many have heard of Ai? Or used it? It is essentially an approach to accelerated change and it’s fair to say that Appreciative Inquiry is applied in many different ways. Our focus today is on whole system change, following the Summit methodology. For LSI/ individual focus, think of the individual as a whole system…… But first, a bit of an intro and background: At it’s very core Ai requires us to inquire into the times when we, or our organisations, are at our best (most energised, most effective) and apply what we learn to the change we are trying to create. I always come back to the fundamental question of ”‘what makes you come alive?” ‘Appreciative Inquiry: Change at the Speed of the Imagination’ – Watkins & Mohr, 2001

PROBLEM ANALYTIC CHANGE VS. APPRECIATVE INQUIRY This is the slide you find in the texts to answer the ‘so how is it different’ question Problem solving (deficit based change) Appreciative inquiry (strength based innovation) “Felt Need” Identify problem “Valuing the best of what is” Appreciate Conduct root cause analysis Imagine (What might be) Analyze Possible Solutions (Dialogue and design What should be) Create (What will be) Develop action plan (Treatment) Basic assumption: “mystery” organization is a web of strengths linked to infinite capacity, infinite imagination… alive Basic assumption: “problem-to-be solved”

Change - Traditional approach vs Ai The burning platform / what is wrong? Executive/ Senior leaders agree the solution (define the new beginning/vision); workshop the strategy (over a period of time) Project team formed to implement and lead the change Communication Plan & campaign developed to engage all stakeholders and drive desired responses/ behaviours Measurement The business opportunity/what do we want to create? The whole system is invited to co-create the future – full voice and personal investment The change begins ‘in the moment’ and continues as an integrated strategy Follow-up in the form of progress checks, and support, where required Measurement This one is based on my expereince in organisations and the work I have traditionally done in OD and employee communications roles In my experience, it is the most powerful and sustainable way to affect a whole system shift. We all bring different experiences and beliefs. I’m not here to convince you, simply to introduce you, spark some interest so we can explore together. Ai is a way of working that supports collaboration and really does bring out the best in people and systems…….

1. valuing; the act of recognising 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 appreciate synonyms: esteeming, valuing, honouring 1. the act of exploration and discovery 2. to ask questions; to be open to seeing new potentials and possibilities inquire synonyms: discovery, search, study, systematic exploration If we look at the root of the words…

want to take with us/ what Transition model ‘Managing Transitions’ – William Bridges Endings Letting go: what do we want to take with us/ what will serve us? Confusion Creativity Neutral Zone New Beginnings The change/future we envision Bridges explains that Change is situational/ external Transition is the pschycological process/ the internal – the way that people come to terms with the change that is occurring New beginnings - Typically in organisations we go straight to the new beginnings Explain the rest of the model………. The Point? In my experience the Ai Summit process provides a mechanism for a painless way to do the endings: “what do we want to take with us?” The process takes people through the creative phase. Confusion still occurs, but it is a lot less, it is accelerated and the letting go happens before your eyes.

“Ai is the cooperative search for the best in people, their organisations, and the world around them. It involves systematic discovery of what gives a system “life” when it is most effective and capable in economic, ecological, and human terms.” David Cooperrider was the originator of Ai as an approach to org Change & development – it came out of an experiment he conducted when he was a PhD student working with a team responsible for Org Change in a hospital in the States. This is how he defines Ai David Cooperrider Case Western Reserve University

vocabularies of human deficit are the opiates of the masses “I’m not good enough” “They are to blame” “We have lost” “I am depressed” “The organization is hopeless” ”My family is dysfunctional” “What is your problem?” “It’s your fault” “I am a bad person” “You are wrong!” “I will never be able to” “That was a mistake” “It is a disaster!” “I don’t have enough” “You are a failure” “There is a lack of ……..” David Cooperrider is one of the founders of Appreciative Inquiry A take on karl marx’s claim that religion is the opiate of the masses (1843 work translated from German) Cooperrider himself is very spiritual and is a Brahma Kumaris – a spiritual organisation committed to self transformation through meditation and positive thinking

Assumptions of Ai In every organisation/ situation – something works What we focus on, and the language we use, becomes our reality Sustainable action is more likely from a place of positivity The act of asking questions begins the change Moving forward is easier when we bring forward the best parts of the past – when we pay attention to the positive core

ai The 5-D Cycle DESTINY Innovation Improvisation and Inquiry. Expand all learning Competencies DESIGN Invent the initiatives and the social architecture which will make your dreams inevitable DREAM Envision the impact & internal functioning as if those insights and the Positive Core were fully alive DISCOVER Conduct the inquiry, share insights and capture the Positive Core DEFINE Decide what to learn about, how and who to involve in each phase The methodology of Ai (as opposed to the philosophy)

ai summit DVD Show you what a summit can look like. This one is perhaps ‘high-end’: nice venue, balloons, video, etc. but they don’t have to be such an event – many are incredibly simple and modest Watch out for the 4 D’s (not define) so you can get a feel for what happens in each phase.

ai The 5-D Cycle DESTINY Innovation Improvisation and Inquiry. Expand all learning Competencies DESIGN Invent the initiatives and the social architecture which will make your dreams inevitable DREAM Envision the impact & internal functioning as if those insights and the Positive Core were fully alive DISCOVER Conduct the inquiry, share insights and capture the Positive Core DEFINE Decide what to learn about, how and who to involve in each phase The methodology of Ai (as opposed to the philosophy)

ai summit Interview Show you what a summit can look like. This one is perhaps ‘high-end’: nice venue, balloons, video, etc. but they don’t have to be such an event – many are incredibly simple and modest Watch out for the 4 D’s (not define) so you can get a feel for what happens in each phase.

Transformative topics “If you find and inquire into the most powerful topics, you will find the system’s wisdom written on the wall”. Sallie Lee The key is to find the topic that has the potential to transform…… when you get it right, the system does the rest….. OCI will give you a lot of insight into this and highlight areas on which to focus. But it’s also important to follow your intuition as a good consultant….. “what are you most curious about?” “what do you most want to see more of?”

positive core It is the collective wisdom, knowledge, strategies, attitudes, skills and capabilities of the organization at its best. Often undiscussed, an organization's positive core is a source of life-giving potential, consisting of all its creative, life-affirming qualities, capabilities, and resources. It is the essence of the organization at its best: its remembered past, its enacted present, and its imagined future. Diana Whitney Corporation for Positive Change The positive core comes from the discovery phase and is what underpins the foundations of the change – it is the essence

Some organisations using ai ANZ Boeing British Petroleum RAC US National Intelligence Community Allstate Smith Kline Beecham Walmart The Inspire Foundation Nextel Green Mountain Coffee Roaster British Airways Roadway Express American Red Cross Newark Beth Israel Medical Center Georgia Pacific British Gas World Vision Some organisations using ai

Positive Image Positive Action What we ask determines what we find What we find determines how we talk How we talk determines how we imagine together How we imagine determines what we achieve together A nice overview that captures the intention and purpose of Ai

5 Principles Social Constructionism: Human systems are made and imagined by those who live and work in them. Our reality and meaning are socially created Simultaneity: Change begins the moment we ask questions Poetic: (poets are not constrained) We have no boundaries on what we can inquire and learn from. Everything is open to reinterpretation Anticipatory: Our behavior in the present is influenced by the future we anticipate Positive: The more positive the question and conversation, the longer-lasting the change These are theoretical principles in which Ai is grounded The critical ones – are Social Constructionism and Positivity. “Our organizations evolve in the direction of the images we create based on the questions we ask as we strive to understand the systems at work.”

Appreciative Intelligence See the positive in a given situation Reframe a given situation Act now – seeing how the future unfolds from the present “Seeing the mighty oak in the acorn” – Tojo Thatchenkery & Carol Metzker The notion of Appreciative Intelligence has been coined – in the vein of Emotional Intelligence, Social Intelligence

Outputs from the Summit process Tangible Whole system shift in the one direction Clear, shared direction A new story for the organisation (re-story) A re-focus/ concentration of effort Action Plans (short term & long term) New ideas New energy and enthusiasm Current activities & processes enhanced ‘Double-up’ dramatically reduced - streamlined Collaboration Accountability Individuals invested in what the business does Ownership of actions & outcomes at all levels Self-organised workgroups Designed for s Less tangible/ emergent Networks developed Informal relationships formed Individuals feel acknowledged Sense of belonging Individual confidence = more robust system Sense of achievement Self-awareness in a group Emergence of strengths Participants understand their role in the big picture Mutual appreciation & respect Sense of purpose & connection Strategic thinking at all levels A more positive outlook A desire (&ability) to find the possibilities in a situation Appreciation for the power of inquiry & genuine curiosity Innovation

Case study - SBB Sales Staff retention (Belonging and Balance) Passion Question: What do you want more of? Answer: Growth Sales Staff retention (Belonging and Balance) Passion This team were leaders in the segment – Rob’s team were beginning to be poached, grass is greener…..; fear of burn out Not wanting to be complacent Wanting growth and ensuring market leadership Inquiry into: passion; superior customer service; work-life balance

“I am convinced that AI enabled us to significantly increase our sales figures the following year and caused a real and strong sense of oneness despite the geographical spread of our staff.” When I sat down with Rob 6 months later……. Sales have doubled; people have stayed; we will have gone from 180 to 280 people (in one year!) and I put that down to the Summit; accommodating the rapid expansion When I asked him to go on record to promote the workshops we are running…….. Rob Goudswaard, Managing Director ANZ Regional, Rural & Small Business Banking

References Recommended texts Ludema, Whitney, Mohr & Griffin (2003). The appreciative Inquiry summit – a practitioners guide for leading large-group change. Berrett-Koehler Publishers, Inc. Watkins & Mohr (2001). Appreciative Inquiry. Change at the speed of the imagination. Jossey-Bass/Pfeiffer Thatchenkery & Metzker (2006). Appreciative Intelligence. Seeing the mighty oak in the acorn. Berrett-Koehler Publishers, Inc. There are loads of Ai texts. These ones are specific to understanding what Ai is and how to run a Summit Recommended websites Ai commons: http://ai.cwru.edu Ai Practitioner: www.aipractitioner.com