building cooperative capacity for an economic development project ohio economic development...
TRANSCRIPT
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Building Cooperative Capacity for an Economic
Development Project
Ohio Economic Development AssociationAnnual Summit
Friday, October 13, 2006
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High Point Experience
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High Point Experience Pair up with someone from your
table that you don’t know. Tell your story about an exceptional
workplace experience when you felt most motivated/energized and you performed your best.
Each person will have 2 minutes to tell his/her story.
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High Point Experience - Sharing Stories
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Appreciative Inquiry
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Appreciative Inquiry Is a Shift “No problem can be solved from the
same level of consciousness that created it. We must learn to 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
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What is Appreciative Inquiry?
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What is Appreciative Inquiry?
Developed in the late 1980s at Case Western Reserve University, Cleveland, Ohio as a major organizational change methodology
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AI It is the discovery of the best in
people, their organizations, and the relevant world around them.
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AI It is an art and practice of asking
unconditional positive questions that strengthen a system’s capacity to apprehend, anticipate and heighten positive potential.
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AI It is an art and practice of asking
unconditional positive questions that strengthen a system’s capacity to apprehend, anticipate and heighten positive potential.
TRANSLATION: Focus on what is positive and good about the organization.
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The Art of the Question What’s the biggest
problem here? Why do we still have
those problems? What is wrong with
this department? What are the most
frequent complaints?
What possibilities exist that we have not thought about yet?
What’s the smallest change that could make the biggest impact?
What solutions would have us both win?
What makes questions inspiring, energizing, and mobilizing?
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Positive Image
Positive Action
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Where Do Positive Images and Stories Come From?
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Your Vision Of a Better World
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ProblemSolving
Identify problem Conduct root cause
analysis Brainstorm solutions
and analyze Develop action plans Metaphor:
Organizations are problems to be solved
Appreciate “What is” (“What gives us life?)
Imagine “What might be”
Determine “What should be”
Create “What will be” Metaphor:
Organizations are a solution/mystery to be embraced
AI
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AI Instead of negativity and criticism,
there is discovery, dream, design and destiny.
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Appreciative Inquiry: The “4-D” Cycle
Discovery“What gives life?”
(The best of what is)Appreciating
Discovery“What gives life?”
(The best of what is)Appreciating
Dream“What might be?”
(What is the world calling for)
Envisioning Results
Dream“What might be?”
(What is the world calling for)
Envisioning Results
Design“What should be--the ideal?”
Co-constructing
Design“What should be--the ideal?”
Co-constructing
Destiny“How to empower, learn,and adjust/improvise?”
Sustaining
Destiny“How to empower, learn,and adjust/improvise?”
Sustaining
AffirmativeTopic Choice
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Destiny--What Will Be?
“Allow yourself to dream and you will discover that destiny is yours to design.”
Dr. Jacqueline Stavros
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AIAI links the energy of the positive core directly to any change agenda, and changes never thought possible are suddenly and democratically mobilized.
The Positive
Core
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The Positive Core Best business
practices Core competencies Values Product strengths Visions of possibility Vital traditions Technical assets Innovations Relational resources
Strengths of partners Financial assets Achievements Wisdom/knowledge Positive emotions Social capital Strategic opportunities Positive trends
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Phoenix Development Project:Introduction [2 minutes]
Identify the participant at each table whose birthday is closest to October 13th
“Birthday” participant opens the white envelope marked “Phoenix Development Project” and reads to the other participants the story of the Phoenix Development Project
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Phoenix Development Project:Discovery Phase [20 minutes]
Each participant takes a Questionnaire page from the envelope marked “DISCOVERY”
At the top of each Questionnaire is the character that you will assume for today’s “introduction to AI” project
Read and complete the Discovery Questionnaire for your character
Share with table participants your responses to the Discovery Questionnaire
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Discovery Phase:Themes You Discovered
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“Discovery” De-briefing
Developer
Renter
Homeowner
Councilperson
Mayor
DevelopmentDirector
Discoverythemes
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Phoenix Development Project:Dream Phase [20 minutes]
Find the “Dream Questionnaire” for your character in the envelope marked “DREAM”
Read and complete your Dream Questionnaire
Share with table participants your responses to the Dream Questionnaire
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Dream Phase:Themes You Discovered
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“Dream” De - briefing
Developer
Renter
Homeowner
Councilperson
Mayor
DevelopmentDirector
Dreamthemes
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Wrap-Up
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“APPRECIATIVE INQUIRY” APPLICATIONS
• Mission Statement/Vision Development• Strategic Planning• Organizational Mergers• Organizational/System Design and Redesign• Process and Service Enhancement• Quality Improvement Initiatives• Group Culture Change• Civic/Community Development• Umbrella for Multiple Change Initiatives
in a System• Appraisals and Performance Management• Leadership Development• Conflict Resolution• Organizational Ownership
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APPRECIATIVE INQUIRY
CONSULTANT CONTACT INFORMATION
Christine ZustPresidentZust & [email protected](440) 777-7383
Robert P. Rink, Esq.AI+ Consulting, [email protected](216) 382-8560
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Thank you
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“AI” BIBLIOGRAPHY
Barrett, Frank J. & Fry, Ronald E. (2005). Appreciative Inquiry: A Positive Approach to Building Cooperative Capacity. Chagrin Falls, Ohio: Taos Institute Publications
Cooperrider, David L. & Srivastva, Suresh (1987). "Appreciative Inquiry in Organizational
Life." In Pasmore,W. & Woodman, R. (Eds.), Research in Organizational Change and
Development, Vol. 1, p. 129-169. Greenwich, CT: JAI Press.Cooperrider, David L. & Whitney, Diana (1999). Appreciative
Inquiry. In Holman, P.& Devane, T. (Eds.), Collaborating for Change. San Francisco, CA: Berrett-Koehler Publishers, Inc.
Hammond, Sue Annis (1998, 2nd edition). The Thin Book of Appreciative Inquiry. Plano, TX: The Thin Book Publishing Co.
Holman, Peggy & Devane, Tom (Eds., 1999). The Change Handbook - Group Methods for Shaping the Future. San Francisco, CA: Berrett-Koehler Publishers, Inc.
Kelm, Jackie (1998). "Introducing the AI Philosophy." from Hammond, Sue Annis & Royal, Cathy (Eds., 1998). Lessons From the Field: Applying Appreciative Inquiry. (p. 161-172). Plano, TX: Practical Press Inc.
Pinto, Michael and Curran, Mary. (1998) "Laguna Beach Education Foundation, Schoolpower." from Hammond, Sue Annis & Royal, Cathy (Eds., 1998). Lessons From the Field: Applying Appreciative Inquiry. (p. 16 -47). Plano, TX: Practical Press Inc.
Whitney, Diana & Cooperrider, David L. (Summer, 1998). "The Appreciative Inquiry Summit: Overview and Applications." Employment Relations Today, p. 17-28.