Appreciative Inquiry Made Simple presentation

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Appreciative Inquiry Made Simple presentation for Division of Student Affairs staff training at San Jose State University

Appreciative Inquiry
Division of Student Affairs
San José State University
2012 Professional Development Day
Presenter: Art King
March 9, 2012

Appreciative Inquiry
Title: Positive ways of thinking and acting on the job: An
Appreciative Inquiry Approach
Learning Outcomes:
o Learn how to turn negative statements into (Appreciative
Inquiry) positive ones
o Learn how to use neutral language to focus on issues
rather than on positions or problems
o Gain skills that help build team and appreciation for each
other’s contribution
o Learn to better appreciate how success on the job can
equate to student success and a helping and caring
environment

Appreciative Inquiry
o Cooperider and colleagues at Case
Western University developed the
theory in the 1970’s
o Further developed/expanded upon by
Cooperider and Srivastva in 1987

What is Appreciative Inquiry (AI)?
o A form of action research – tracking and fanning –
collection of people’s stories about something at its best.
It allows us to look at what we want MORE of
o A set of tools for catalyzing change –
- Inquiry is a way of asking questions that
focuses on what is possible, not what
is wrong.
- Metaphors help generate new ways of
thinking, acting, knowing
- Reframing allows us to turn negative
statements into AI

What is Appreciative Inquiry (AI)?
o An organizational development tool that focuses on
bringing out the best in people and organizations
o It focuses on what we want more of that is
good, rather than what we want less of that is bad
o It helps individuals in organizations honor the past
and manage change – positive change that helps to
reshape the future

Appreciative Inquiry
o AI is an organizational development
tool aimed at bringing out the best in
people and organizations, instead of
viewing them as problems that need to
be solved

Appreciative Inquiry
o AI is the cooperative search for the
best in human beings, their
organizations, and the world in which
they live

Appreciative Inquiry
o Replaces traditional problem solving –
which focuses on what is wrong so as
to fix the problem – seeks and finds
images of the possible, rather than
scenes of disaster and despair

Appreciative Inquiry
Traditional Approaches
o Define problems
o Fix what is broken
o Focus on decay
o How did we let this
happen?
Appreciative Process
o Find existing solutions
(what works)
o Amplify what works
o Focus on life-giving forces
o How can we work together
to get the results we want?

Appreciative Inquiry
…Operates under the assumptions that:
o In every org., “something” works and can be valued
o What we focus on becomes the reality we create
o The language we use creates our reality
o The act of asking a question begins the change
o People have more confidence about the future
when they focus on the best parts of the past
(UCSC Visioning Initiative)

The Four “D” Cycle of AI
o Discovery Stage
Appreciating what takes place in the company;
what gives life to the organization. Looks at the
best of what is
o Dream Stage
Imagining what should be within the
organization; forming ideas of what might be.
Envisioning impact of desired future

The Four “D” Cycle of AI
o Design Stage
What should be – the ideal. This involves
consensus building or co-constructing – finding
out what works and what should be
o Delivery Stage (Destiny)
Implementation and exploration of the changes
outlined in the other stages. How to empower
and adjust/improvise. Sustaining. Looking at
what will be

Appreciative Inquiry
OK!
Let’s practice…
Let’s apply what we now know…

Appreciative Inquiry
Questions/Comments ?

Appreciative Inquiry
More Info?
Contact:
Art King
Associate Vice President for Student Affairs
San José State University
Tel: (408) 924-5900
E-message: art.king@sjsu.edu

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Appreciative Inquiry Made Simple presentation

1. Appreciative Inquiry Division of Student Affairs San José State University 2012 Professional Development Day Presenter: Art King March 9, 2012

2. Appreciative Inquiry Title: Positive ways of thinking and acting on the job: An Appreciative Inquiry Approach Learning Outcomes: o Learn how to turn negative statements into (Appreciative Inquiry) positive ones o Learn how to use neutral language to focus on issues rather than on positions or problems o Gain skills that help build team and appreciation for each other’s contribution o Learn to better appreciate how success on the job can equate to student success and a helping and caring environment

3. Appreciative Inquiry o Cooperider and colleagues at Case Western University developed the theory in the 1970’s o Further developed/expanded upon by Cooperider and Srivastva in 1987

4. What is Appreciative Inquiry (AI)? o A form of action research – tracking and fanning – collection of people’s stories about something at its best. It allows us to look at what we want MORE of o A set of tools for catalyzing change – - Inquiry is a way of asking questions that focuses on what is possible, not what is wrong. - Metaphors help generate new ways of thinking, acting, knowing - Reframing allows us to turn negative statements into AI

5. What is Appreciative Inquiry (AI)? o An organizational development tool that focuses on bringing out the best in people and organizations o It focuses on what we want more of that is good, rather than what we want less of that is bad o It helps individuals in organizations honor the past and manage change – positive change that helps to reshape the future

6. Appreciative Inquiry o AI is an organizational development tool aimed at bringing out the best in people and organizations, instead of viewing them as problems that need to be solved

7. Appreciative Inquiry o AI is the cooperative search for the best in human beings, their organizations, and the world in which they live

8. Appreciative Inquiry o Replaces traditional problem solving – which focuses on what is wrong so as to fix the problem – seeks and finds images of the possible, rather than scenes of disaster and despair

9. Appreciative Inquiry Traditional Approaches o Define problems o Fix what is broken o Focus on decay o How did we let this happen? Appreciative Process o Find existing solutions (what works) o Amplify what works o Focus on life-giving forces o How can we work together to get the results we want?

10. Appreciative Inquiry …Operates under the assumptions that: o In every org., “something” works and can be valued o What we focus on becomes the reality we create o The language we use creates our reality o The act of asking a question begins the change o People have more confidence about the future when they focus on the best parts of the past (UCSC Visioning Initiative)

11. The Four “D” Cycle of AI o Discovery Stage Appreciating what takes place in the company; what gives life to the organization. Looks at the best of what is o Dream Stage Imagining what should be within the organization; forming ideas of what might be. Envisioning impact of desired future

12. The Four “D” Cycle of AI o Design Stage What should be – the ideal. This involves consensus building or co-constructing – finding out what works and what should be o Delivery Stage (Destiny) Implementation and exploration of the changes outlined in the other stages. How to empower and adjust/improvise. Sustaining. Looking at what will be

13. Appreciative Inquiry OK! Let’s practice… Let’s apply what we now know…

14. Appreciative Inquiry Questions/Comments ?

15. Appreciative Inquiry More Info? Contact: Art King Associate Vice President for Student Affairs San José State University Tel: (408) 924-5900 E-message: art.king@sjsu.edu

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Appreciative Inquiry Made Simple presentation

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