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Appreciative Inquiry For Strategic Planning

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Snap Preview of Appreciative Inquiry (AI) for Strategic Planning and the differences between SWOT and SOAR models as well as the benefits of AI Vs. Problem Solving.

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Appreciative Inquiry For Strategic Planning

  1. 1. © 2006 -2016 Delivering Delight A 1 Appreciative Inquiry For Strategic Planning Inspiring Possibilities Cost Effectively Throughout the entire organisation
  2. 2. © 2006 -2016 Delivering Delight 80% of Strategic Planning Fail @ Execution 2
  3. 3. © 2006 -2016 Delivering Delight 3
  4. 4. © 2006 -2016 Delivering Delight 4 – Peter Drucker, quoted by David Cooperrider “The task of leadership is to create an alignment of strengths in ways that make a system’s weaknesses irrelevant.”
  5. 5. © 2006 -2016 Delivering Delight 5 https://www.youtube.com/watch?v=3JDfr6KGV-k Citius Altius Fortius What if change can do more than PERFORM? Positive change can TRANSFORM! WHAT YOU APPRECIATE, APPRECIATES
  6. 6. © 2006 -2016 Delivering Delight 6 APPRECIATIVE INQUIRY • A philosophy and way of looking at the world • A framework and practical approach for creating positive change • The study and exploration of what gives life to human systems when they are at their best • Based on the theory that inquiry into strengths, successes, values, and dreams is itself transformational
  7. 7. © 2006 -2016 Delivering Delight 7
  8. 8. © 2006 -2016 Delivering Delight 8
  9. 9. © 2006 -2016 Delivering Delight 9
  10. 10. © 2006 -2016 Delivering Delight 10 Identify problem or issue Conduct root cause analysis of failures Brainstorm & analyze possibilities Discuss changes in order to correct a problem Formulate Action plans & Re- evaluate if the problem is resolved Problem Solving Appreciative Inquiry Appreciate & value the best of what is. Discovering the organisation’s root causes of success Envisioning bold new possibilities for the future Dialogue & design what could be Designing the organization for excellence based upon best practices Co-constructing the future towards the desired destiny assumptionAn organization is a problem to be solved An organization is a solution/ mystery to be embraced.
  11. 11. © 2006 -2016 Delivering Delight 11 Slow pace of change Requires a lot of positive emotion to create change Assumes an organization is made up of a series of problems Cultivates a deficit based culture Problem Solving Appreciative Inquiry Quickly creates a new dynamic People unite around a shared vision of the future Assumes an organization is a source of limitless imagination and capacity Creates an appreciative culture Planed by few top leaders Engages many from all ranks, inclusive of internal and external stakeholders
  12. 12. © 2006 -2016 Delivering Delight 12 Focus on strengths … Instead of deficits All-inclusive … Instead of a privileged few Solutions from within … Instead of an outside “expert” Creating the future … Instead just “fixing” the past HOW APPRECIATIVE INQUIRY WORKS
  13. 13. © 2006 -2016 Delivering Delight 13 Discovery Dream Design Destiny Define Discovery “What gives life?” The best of what is. Appreciating Dream “What might be?” Envisioning Results/Impact Design “What should be – the ideal?” Co-constructing Destiny “How to empower, learn, and improvise?” Sustaining Definition “What to study?” “Who to involve?” Affirmative Topic & Stakeholders THE AI 4-D (+1) MODEL OF POSITIVE CHANGE
  14. 14. © 2006 -2016 Delivering Delight 14

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