ai slide presentation
DESCRIPTION
TRANSCRIPT
- 1. Understanding Appreciative Inquiry Learning to work, think and be in an appreciative framing Helene C. Sugarman
- 2. What is AI? Dynamic Communication 2006
- 3. What is AI? AI involves the systematic discovery of what gives life to a system when it is most effective and capable !
- 4. AI:
- Search for the BEST in:
- people ,
- organizations and
- environments
- 5.
- Assumes every person and human system contains untapped, rich, inspiring Core Values!
- 6. We discover these core values through a process of carefully designed questions : Inquiry Dynamic Communication 2006
- 7. Appreciative!
- What We Do Well We identify our strength
- 8. We ask questions to discover our strengths, and what we are doing well! (called) Appreciative Inquiry ! Dynamic Communication 2006
- 9. Social Construction ( Theory - Ken Gergen )
- We create those social and human connections necessary for us to fulfill our human needs
- We create the necessary connections for us to become high performing employees and organizations .
- 10. AI is a Shift
- No problem can be solved from the same level of consciousness that created it. We must see the world anew.
- There are only two ways to live your life. One is as though nothing is a miracle. The other is as though everything is a miracle.
- Albert Einstein
- 11. Current Changes :
- Impact of Globalization
- Values now placed on partnerships, collaboration, shared values and participatory planning
- Impact on technology on us communicating
- Organizations cultures are shifting - from hierarchical command and control to self managed teams
- 12. We need a better way to engage everyones Intelligence
- Organizations do not need to be fixed
- Organizations are made and imagined
- 13. Cultural Consequences of Deficit Thinking and Acting: Note:
for more information see Ken Gergen, Realities and Relationships,
Harvard University Press .
- Fragmentation - break into parts, groups
- The Experts Must Know =
-
- Dependence
-
- Hierarchy
- Spirals in Deficit vocabularies
- Closed door Planning
- Breakdown in relationships
- 14. Weisbord: Get Everyone involved in improving the Whole System Dynamic Communication 2006
- 15. Change is happening!(Research) Positive Image = Positive
Action
- Positive Health Studies
- Pygmalion in Education
- Words Create Worlds:
- Inner Dialogue Research
- Affirmative Capacity and leadership
- Positive Emotions
- Broaden-and Build Theory
- The Emotion of Elevation
- 16. HOW do we use AI?
- By Linking your Core Values to your organizational strategy or change agenda, you create your desired future!
- 17. How? (The Process) Moving Forward Together!
- We tap into this collective energy (released through our inquiry) as we then create our C ollaborative Design (together)!
- 18. Using this Energy and Creating our Design helps us produce Sustainable Changes Dynamic Communication 2006
- 19. Moving the Energy Forward: Transforming the organization (
Last two steps of AI)
- Design stage is the How we get from where we are to where we want to be: Our Desired Future +
- Destiny stage is the implementation and evaluation
- 20. Design + Destiny = Transformation! Together they provide the transformation of the organization using the energy of its people
- 21. Linking the Positive Core AI systematically (and
collaboratively )
- creates a knowledge link between the organization and
- Life-generating CORE of present and future CAPABILITIES
- THIS IGNITES CHANGE
- 22. INQUIRY PRODUCES CHANGE
- CREATES ENERGY!
- BREAKS DOWN BARRIERS
- POWER OF WHOLENESS -
-
- LEADS TO TRANSFORMATION
-
-
- IGNITES UPWARD SPIRAL OF POSTIVE CHANGE
-
-
-
- LEADS TO DESIRED RESULTS
-
- 23. Connect Whole Organization to the Positive Core:
- ELEVATES:
-
- Positive emotions of hope, joy inspiration
-
- Raises intelligence
-
- Expands language of life (internal dialogue)
-
- Increases appreciative interchange - mutually elevates relationships
-
- Higher decision making
-
- Increased collective capacity
- 24. Whole to Core (cont)
- UNDO NEGATIVE PATTERNS:
-
- Letting go makes negatives irrelevant
-
- Finishes the residuals of the organizations negative past
-
- Differs from traditional work in OD where you share the results of assessments including what is wrong within organization setting up
-
-
- additional potential conflict
-
- 25. Whole to Core (3)
- PROTECTION IN THE FUTURE:
-
- Increases resilience
-
- Increases over-all health
-
- Similar to immune system functioning
-
- These connections create the power which leads to the organizations transformation !
- 26. When Everyone is invited to participate :
- We release enthusiastic energy
- We tap into personal commitment and buy-in
- We reach all levels of the organization
- We own the changes since we created them!
-
- This change is ours!
- 27. Transformation
- Once we have these sustainable changes, we help your organization through a transformation
- LINKING your Core Power into your desired future !
- 28. The Interview
- Listen with your mind and your heart
- Take notes -
- Encourage more depth
-
- Ask follow-up questions
-
- Be silent allow thinking time
- 29. How we can choose to be Today
- Kind
- Courteous
- Thoughtful
- Empowering to each other
- Joyful and full of life
- 30. Inquiry is Change
- 31. Sources:
- www.dynamic-communications.com
- www.aic-dclearningcommunity.com
- www.appreciativeinquiry.case .
- edu/default.cfm
- www.aiconsulting.org