Appreciative Inquiry - Results Focused improvement

Discovery an amazing continuous improvement tool in Appreciative Inquiry. AI seeks out the exceptional best of "what is" to help ignite the collective imagination of "what might be." The aim is to generate new knowledge which expands "the realm of the possible" and helps members of an organization envision a collectively “desired future” and to carry forth that vision in ways which successfully translate images into possibility, intentions into reality and belief into practice.

This workshop will introduce participants to the fundamentals of Appreciative Inquiry and the 4-D Cycle and how to apply this to your organization or team. 

• Build energy and engagement of your team
• Use the 4-D cycle to generate business strategies that work
• Build a positive culture and build energy by focusing on your team at its best. 
• Use Appreciative Inquiry to craft business plans and strategies. 
• Use Polarity Management to become an effective mediator/negotiator

Foundations of AI

• ations of Appreciative Inquiry
• Design Principles
• Problem Solving and Appreciative Inquiry
• Applications of Appreciative Inquiry

Discover -  The organization at its best

• Design appreciative questions
• Conduct  Appreciative Interviews
• Capture the best stories

Dream - Craft an inspiring  the Vision

• Collectively envision future based on its successful past
• Identify the organizations potential 
• A typical dream process

Design - Establish Strategic Goals

• Establish goals that are provocative
• Identify goals that stretch and challenge the status quo 
• Goals that are desirable and affirmative

Deliver - Plan for actions

• Strategies to implement
• Action Plans
• Monitor

The task of leadership is to create an alignment of strengths in ways that make a system’s weaknesses irrelevant.”

                                                                              Peter Drucker

Appreciative Inquiry is based on a deceptively simple premise: organisations grow in the direction of what they repeatedly ask questions about and focus their attention on. It does not focus on changing people. Instead, it invites people to engage in building the kinds of organisations they want to live in’

                                                                                    Gervase Bushe