• Document: Appreciative Inquiry and Project Management
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Appreciative Inquiry and Project Management Overview Prelude What are some of the critical success factors for project success? Agenda What is AI? Experiencing AI AI and Project Management Definitions Appreciate 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 To increase in value, e.g. the economy has appreciated in value. Reference: Appreciative Inquiry Handbook / David Cooperrider 2008 Definitions Inquire The act of exploration and discovery. To ask questions; to be open to seeing new potentials and possibilities. Reference: Appreciative Inquiry Handbook / David Cooperrider 2008 Appreciative Inquiry AI is a philosophy and a process for engaging people at any or all levels to produce effective, positive change “The task of leadership is to create an alignment of strengths, making our weaknesses irrelevant.” - Peter Drucker Reference: Appreciative Inquiry Handbook / David Cooperrider 2008 Appreciative Inquiry AI has been used as a change method with other processes such as strategic planning, coaching, organizational redesign, team building, and social development Appreciative Inquiry AI begins by identifying what is positive and connecting to it in ways that heighten energy, vision, and action for change Deficit Based Change and Appreciative Inquiry Problem Solving Appreciative Inquiry ‘Felt Need” – Identification of Appreciating and Valuing the Best of Problem ‘What Is’ Analysis of Causes Envisioning ‘What Might Be’ Analysis and Possible Solutions Dialoguing ‘What Should Be’ Action Planning Reference: Appreciative Inquiry Handbook / Basic Assumption: An Organization David Basic Assumption: An Organization is a Mystery to be Embraced Cooperrider is a Problem to be Solved 2008 Deficit Theory of Change Metaphor: Organizations are Problems to be Solved Identify problem Conduct root cause analysis Brainstorm solutions and analyze Develop action plans/intervention “Organizations are machines that need fixing.” Deficit Theory of Change Overuse of the Deficit metaphor can cause: Fragmented responses No new positive images of future Limited vision Weakened relationships & defensiveness…negative culture AI – Strength Based Change Valuing the best of what is…Discover Imagine what might be … Dream Dialogue what should be … Design Create what will be… Destiny “Organizations are centers of human relatedness, alive with emergent and unlimited capacity” AI – Basic Assumptions What we focus on becomes our reality Reality is created in the moment In every group, something works People have more confidence in moving toward the future when they bring things that work from the past The language of inquiry affects the organization AI – Positive Core Achievements Organization wisdom Strategic opportunities Core competencies Product strengths Visions of possibility Technical assets Vital traditions, values Innovations Positive macrotrends Elevated thoughts Social capital Best business practices Embedded knowledge Positive emotions Business ecosystem +s eg. Financial assets suppliers, partners, Cooperative moments competitors, customer Reference: Appreciative Inquiry Handbook / David Cooperrider 2008 Five Principles of AI Constructionist Principle We build realities based on our previous experience Our world is created through language and conversations ‘Words create worlds’ Simultaneity Principle Inquiry and change are simultaneous The moment we ask a question, we begin to create change Poetic Principle We can choose what we study What we choose to study creates the world Five Principles of AI Anticipatory Principle Images inspire action Human systems move in the direction of their images of the future Positive Principle

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