Sunday, November 28, 2010
Appreciative Inquiry Engagement
I had the benefit of being taken through an appreciative inquiry exercise through work. I liked the possibility thinking but found addressing existing problems left unresolved. This seemed to result in members of the team to lose confidence in the process and no longer support the focus of envisioning a new possibility. How could one avoid this pitfall?
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Hi Carolee, It's likely that whatever the problem is, there will be some people who have solved it, so their stories will be illuminating. There may only be people who have coped with it well or survived, again their stories will be illuminating. With Ai you don't deny problems exist, you just look at them with appreciative eyes. I hope this helps. Best wishes, Nick Heap Web:www.nickheap.co.uk
ReplyDeleteNick has added a good assessment of appreciate inquiry. It is one way of looking at a problem.
ReplyDeleteI had to review the definition of appreciative inquiry and used the graphic at http://personal.palouse.net/3d/AI/appreciative.gif
I tried to insert the graphic into the comment but did not know how.
I think that people need to understand both the process and the goals. They need to search for the root problems (see the tree picture in the link:)) and know appreciative inquiry is a framework for approaching the obstacles to the problem. If they is no real 'will' to change then the team will likely lose confidence in the process.
Hi Carolee. I agree with what Steve has said. Perhaps you need to first find out if your team members know about the process and goals of an appreciative enquiry exercise. If they dont you will have to take them though it. I am sure with persistence, something fruitful will come out of it.
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