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Leading
LeadingPositive
PositiveChange
Change
Through
ThroughAppreciative
appreciativeInquiry
Inquiry
Week Four
Session A
PLACEBO EFFECT
PYGMALION EFFECT
Number of
Programs 4 3 3
Experience of Elevation
JOY Play
INTEREST Exploration
Destiny Dream
Affirmative “What might be?”
“How to empower, learn,
(What is the world
and improvise?” Topic Choice calling for)
Sustaining Envisioning Results
Design
“How Might We…?
Action-Planning
Co-constructing
Leading Positive Change
Through Appreciative Inquiry
It Begins with Choice of
Affirmative Topic
Human systems move in the direction of what we
deeply and persistently ask questions about
Do an organization survey
of low morale?
From: “Retention”
“Engaged and Empowered
To:
Leaders at Every Level”
Instinctive Execution
Game Changing Innovation
Optimizing Margins
Goals that Change the World for Children
“High Purpose Profit Opportunities”
INSPIRED WORKPLACES
TOPIC
creation
Images of the
Future We Want
Continuity
strengths we
want to keep
High Point
stories--
when we are
at our best
Leading Positive Change
Through Appreciative Inquiry
Leader Tip
For a long time, we have assumed that if you study
“bad,” you will get “good.” We’re WRONG! If you
study “bad” you get, “not bad.”
Destiny Dream
Affirmative “What might be?”
“How to empower, learn,
(What is the world
and improvise?” Topic Choice calling for)
Sustaining Envisioning Results
Design
“How Might We…?
Action-Planning
Co-constructing
Leading Positive Change
Through Appreciative Inquiry
Roadway Express
Our Vision: Everyone is fully engaged in the
success of Roadway and committed
to the success of each other
Roadway Turnaround:
Click
Agile, to edit Master
Energized, Unified title style
Commitments to Action
From: “Throughput”
Describe that experience; what was going on, who was involved,
what made it so memorable?
• Tell the story of what was going on – who was involved and
what happened.
• What did you do? What did you value most about your
involvement in that story?
7 Self-managing teams
Click to edit Master text styles
– Second
- Freight ReadylevelEarlier
- All Stakeholders Involved
• Third level
- Bridge-the-Gap:
Fourth level
Bids
» Fifth level
Attendance
Positive Pride
- Educate and Leverage
Employee Experience
- Measurement, Technology,
Procedures & Equipment
Leading Positive Change
37
Through Appreciative Inquiry
Aspiration Statement: Freight Ready Earlier Team
Roadway Express is #1 transportation provider in the
world due to our unsurpassed throughput service.
“Teamsell” is contagious. Each employee is a
stakeholder engaged in celebrating the success of the
company. Customers are honored to have 211
employees handle their business. All customer contact
work groups are key components in our success. They
are recognized as the best trained, most highly
motivated sales force in the universe.
NO COMPETITOR IS SAFE!
• 275 participants
• Employees to commit to specific Key Initiatives developed
at the summit:
– Safety as a Core Value
– Union/Management/Contractor Safety
– Housekeeping
– Knowledge Transfer
• 100 Day On Boarding Program Project (Projected
New Hourly Hires)
– Health & Wellness Center
• Project Team – August
Leading Positive Change
Through Appreciative
49
Inquiry
Cleveland Plant
Cleveland Y TD OSHA Rates
2006 & 2007
8.00
7.00
6.00
43% Improvement
5.00
2006
4.00
2007
3.00
2.00
1.00
0.00
January February March April May June July August September October November December
4
One-on-One AI AI
Interviews Summit
3
0
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-1
Individual-Level
Physiological Illness Health Wellness
Psychological Illness Health Flow
Organization-Level
Effectiveness Ineffective Effective Excellence
Efficiency Inefficient Efficient Extraordinary
Quality Error-prone Reliable Flawless
Ethics Unethical Ethical Virtuousness
Relationships Harmful Helpful Honoring
Adaptation Threat-rigidity Coping Flourishing
Social Responsibility Irresponsible Profitable Common good
Kim Cameron, University of Michigan 2003
Dynamics of Dynamics of
Reaction & Appreciation &
Restoration Extension
- Close Gaps - Elevate Potential
- Healing - Build Capacity
APPRECIATING DYNAMIC
Appreciating Space:
- Balanced Inquiry with Advocacy
- 3-5 times more Affirming vs. Disconfirming imagery
- Connection to Positive Core
- Questions/conversations that create PEA
Leading Positive
NEOMED Change
Academic
Through Appreciative
Leadership Inquiry
Program
The Art of the Question in Leadership
and Change
• What’s the biggest problem
here? • What possibilities exist that
we have not yet considered?
• Why did I have to be born in
such a troubled family? • What’s the smallest change
that could make the biggest
• Why do you blow it so often? impact?
• Exceptionality
• Essentiality