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Appreciative Inquiry (AI )

Appreciative Inquiry (AI) is a theory and practice that values and appreciates the strengths of individuals and organizational systems. It helps organizations articulate their past and current reality to construct a positive future through open dialogue and equal voice. This approach can make a difference in various areas such as innovations, leadership development, culture change, employee engagement, and more. Many organizations, including American Red Cross, McDonald's, and United Nations, have successfully used AI.

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Appreciative Inquiry (AI )

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  1. Appreciative Inquiry (AI) AI attempts to discover “the best of what is” 3 Basic Principles: appreciate or value those people and organizational systems being researched help organizations articulate the best of their past and current reality to construct the future collaborative process of open dialogue - equal voice for all AI is both a theory and practice

  2. AI Handbook: For Leaders of Change Cooperrider, Whitney & Stavros, 2003/2008 It is the discovery of the best in people, their organizations, and the relevant world around them. It is an art and practice of asking the unconditional positive questions that strengthen a system’s capacity to apprehend, anticipate and heighten positive potential.

  3. Where Can AI Make a Difference? • Innovations • Strategy and Strategic Planning • Leadership and Management Development • Work Process Redesign • Culture Change • Employee Engagement • HR Practices • Coaching and Mentoring • Communications • Mergers and Acquisitions • Community Relations • Customer Relations • Diversity Initiatives • Change Initiatives • New Product/Service Development • Organizational Learning and Transformation • Productivity and Performance

  4. Organizations Now Using AI • American Red Cross • Avon, Mexico • BAE Systems • McDonald’s • John Deere • SmithKline Beecham • Nutrimental Foods • Save the Children • Canadian Broadcasting • Cengage Learning • British Petroleum • United Nations – The Global Compact • Fairmont Minerals • North American Steel • United States AID Visit: AI Commons: http://appreciativeinquiry.case.edu • Schools & Youth Programs • Ford Motor Company • Cleveland Clinic • DTE Energy Services • Omni & Hyatt Hotels • Tendercare (Extendicare) • EPA • U.S. Navy • GTE/Verizon • Roadway • British Airways • FCI International • Jefferson Wells • United Way • Hunter Douglas Window Fashions

  5. The Thin Book of SOAR Stavros & Hinrichs, 2009 SOAR is a profoundly positive approach to strategic thinking and planning that allows an organization to construct its future through collaboration, shared understanding, and a commitment to action. www.thinbook.com

  6. SOAR Framework Strengths • What are we doing well? • What are our greatest assets? Opportunities • What are the best possible market opportunities? • How are we to best partner with others? STRATEGIC INQUIRY • Results • What are our measurable results? • What do we want to be known for? Aspirations • To what do we aspire? • What is our preferred future? APPRECIATIVE INTENT

  7. Who is Using SOAR? • Organizations: American Dietetic Association BAE Systems Boeing  CASE University Cathedral Foundation Cengage Learning Chicago Metro Library System Fairmont Manufacturers Fasteners, Inc. gedas, International Girl Scouts, USA id Group Illinois Community Action Agencies (IACAA)  Innovation Partners International Jefferson Wells John Deere Huntsman Cancer Center Moline School Systems North Essex Com College Orbseal Technology Center PA Com Hospitals Roadway/Yellow –FreightSt. Louis OD Network Tendercare US –CellularUtah Education Association APDI-Thailand  G-Tech  YPB-Indonesia • Locations: North and South America Asia Australia/New Zealand Europe Africa • Sectors: Automotive Education (primary, secondary, higher education) Government/federal agencies Healthcare Manufacturing Service/consulting organizations

  8. SOAR Results: Global Financial Services Organization

  9. Achieving Results: Learning to SOAR Consider the Realities of “Change”. Shift from “Leading Change” to “Leading Growth” Strengths | Opportunities | Aspirations | Results What is your strategy?

  10. What is going on for you? What would you like to create? SOAR into Action: Coaching Process Tell me about this possibility? S: What are your strengths as they relate to this possibility? A: What do you most aspire to create – the vision? R: What action/goal are you willing to commit to? What results will indicate your progress? O: What opportunities do you see in this situation? When you create this new possibility, what now becomes possible? What action and awareness will you commit for this week? What resources do you need?

  11. What the Research Shows Fredrickson, B. (2009). Positivity: Groundbreaking Research Reveals How to Embrace the Hidden Strength of Positive Emotions, Overcome Negativity, and Thrive. New York: Crown Publishers. Successful individual and team performance resulting in… • Positive nature • Asking appreciative questions • Focused outside of themselves

  12. What the Research Shows Invest in strengths Find the right people Understand their needs Tom Rath, Strength Finder 2.0

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