Send the link below via email or IMCopy
Present to your audienceStart remote presentation
- Invited audience members will follow you as you navigate and present
- People invited to a presentation do not need a Prezi account
- This link expires 10 minutes after you close the presentation
- A maximum of 30 users can follow your presentation
- Learn more about this feature in our knowledge base article
Transcript of Appreciative Inquiry
"What gives life?"
(The best of what is)
"What might be?"
(What is the world calling for)
"What should be the ideal?"
"How to empower, learn, and adjust/improvise?"
Video from David Cooperrider
Lets take a break for a moment to think about those pictures from the beginning...
The way we know is fateful
Reality is socially constructed through a language
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.
1. The act of exploration and discovery
2. To ask questions; to be open to seeing new potentials and possibilities
A co-founder of Appreciative Inquiry
Armstrong, L., Gross, M., MacDonald, L., and Walters, L. (2013). Appreciative Inquiry [Prezi frames]. Retrieved from http://prezi.com/lkqldwwx4hmm/appreciative-inquiry/
Cooperrider, D. L. (2002). Appreciative inquiry: A positive revolution in change [PowerPoint slides]. Retrieved from http://appreciativeinquiry.case.edu/practice/toolsModelsPPTsDetail.cfm?coid=1167
J, E., (2014). Appreciative Inquiry [Prezi frames]. Retrieved from http://prezi.com/hjufrwxi5ze9/appreciative-inquiry/
The Aarhus School of Business. (2009). Appreciative Inquiry - John Hayes [video file]. Retrieved from youtube search "appreciative inquiry".
The Drucker School. (2011). Appreciative Inquiry: A Conversation with David Cooperrider [video file]. Retrieved from youtube search "appreciative inquiry".
Townsin, J. (2013). Appreciative Inquiry [video file]. Retrieved from youtube search "appreciative inquiry".
Principle of Simultaneity
Change begins at the moment you ask the question
Organizations are an open book
Our choice of what we study determines what we discover
Deep change equals change in active images of the future
Our image of the future shapes the present
The more positive the question, the greater and longer-lasting the change
Positive questioning leads to positive change
Identify the problem
Conduct root cause analysis
Brainstorm solutions and analyze
Develop action plans
Appreciate "What is" (What gives life?)
Imagine "What might be"
Determine "What should be"
Create "What will be"
Old VS New
Metaphor: Organizations are problems to be solved
Metaphor: Organizations are a solution/mystery to be embraced
5 Principles of Appreciative Inquiry
By: Cindy Castle & Peggy Harris
Building Bridges Through Recreation
September 21, 2014
Activity Part A
Which picture reflects how you typically navigate change?
Activity Part C
What is your dream of how you would like to navigate change?
A more in-depth look into the 4D's
POSITIVE CORE CHANGE
Who we are, individually and collectively?
What are our core competencies?
Envision the organizations greatest potential
Impact in the Community
New/Hot topics are brought up
Shaping the organization/department's positive core is alive in all aspects
Positive statements for the future organization/department are presented in the present tense
Stretch the organization/department towards its dreams
Summon to action what was inspired by all other D's
Seek personal and group initiatives
How will it be implemented?
Share past experiences
Stories of when the organization/department was working at its best.
Develops a recollection of highlighted stories & best practices
Identifies factors that sustained the organization/department
Share dreams for the organization/department (individually and collectively)
Imagine the best possible way the organization/department can work towards the dream
What would be the ideal or future organization/department?
How would it work?
Use the information collected in "dream" and "design" positive statements on how to get there
Crafted "design" statements that involve the positive change core
Brainstorming Process (i.e. how will each individual contribute to the "dream in action")
Individuals voice their intentions and support
Commitment to action
Support for the organization/department
A New Management Approach in Park and Recreation: