appreciative inquiry foundations in positive change theory€¦ · appreciative inquiry &...

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Appreciative Inquiry &Foundations in

Positive Change Theory

David Cooperrider at WAIC 2012

Weatherhead School of Management Case Western Reserve [email protected]

A Special Time in Our Field: Re-thinking Human Organization and Change

Birth of Ai Theory�Treasure hunt for a world full of meaning�“Mere measurement effect”?�Call for generative theory

Positive Revolution in Research�Three pillars of positive psychology�Positive PERMA�Transformational Positivity

“Whole System” Excellence—agility, speed, innovation, confident execution; the question of SCALE. Not top down? Not bottom up?

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Foundations in Appreciative InquiryConcepts, Cases and Stories, Tools for Application

What is Appreciative Inquiry—”AI”?

How does it unlock the power of INNOVATION inspired by strengths? Social construction?

Where might an AI approach multiply value in work and business—

and in your life?

“It's not the strongest of the species that survive nor the most intelligent, but the ones most responsive to change."

---Charles Darwin

Social Contructionism

• Assumption of impermanence• No “laws”…social realities not fixed• Terms not derived from “what is there”

• No such thing as “immaculate perception”… all knowing is saturated in values, conventions, theories, time and place

• Modes of explanation: are derived in relationship• Words create worlds, they are not mirrors• All social action open to multiple meanings• Theory is language & the double hermenuetic• Alterations in linguistic practice are powerful

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Peter Drucker…an interview I did with him on “The Next Society”

“The task of leadership is to create an alignment of strengths…making a system’s weaknesses irrelevant”.

Could it Be…Leading Change Might Be All About Strengths?

• Why would strength connected to strength…create change?

� Its often been said that strengths perform, but how about the idea that…. strengths do more than perform, they transform?

� What would it mean to create an entire change theory around strengths?

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Our Ai work with the US NavyAdmiral Clark, CNO

Did you notice the young sailor’s

energy?

An estimated $300 billion is lost in the US economy due to disengaged employees?

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Opening InquiryQuestions for Reflection

1. A “highpoint moment”in organizational life?

a. Share the story: the most memorable parts of the initiative, including challenges and innovations.

b. Reflect on: “root causes of success”

c. You…what were you're 3 best qualities, or experienced strengths?

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2. When do people feel most passionate? Signature strengths?

A. Your observations and experiences of _______When do people feel most passionate and connected at ____?

Can you share an example: “a hot team”; great innovation; high engagement and performance?

B. Your Organization’s Signature Strengths (continuity question): assuming ________ will change in the future, what are those best qualities–signature strengths, and managerial assets, etc --that you would want to keep or build upon, even as _______ moves into a new and changing future?

� An example of those strengths in action?

3. Images of the Future(Your Organization in 2020)

�We wake up…it is 2020…what do you see that is new, different, changed, better?

�I will be most proud of ________ in 2020 when…?

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Opening Interview(Ai conversation in pairs)

� A-->B (15 min)� B-->A (15 min)

� Spirit of discovery— strengths, aspirations, opportunities, results

� Take brief notes � At the end.. summary & thanks � Return @

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Positive images—research positive health, cultures

Positive perception—pygmalian research

Positive words—inner dialogue research

Positive emotions—hope, inspiration, joy

Positive stories—narrative, language of life

Positive energy—high quality connections

Positive leadership and learning—strength-based

inquiry and engagement—FEEDFORWARD

See http://ai.cwru.edu

Cooperrider’s article: Positive Image, Positive Action

Many Disciplines

Science of the Human Strengths

Positivity Changes How Your Mind WorksPositivity Builds ResourcesPositivity Has An Undoing EffectPositivity Builds Resilience & Longer LifePositivity Obeys A Tipping Point: 3:1 or BetterPositivity Is a Means to Better EndsPositivity Can Be Cultivated

Fredrickson (1998). Review of General Psychology, 2, 300-319.Fredrickson (2001). American Psychologist, 56, 218-226.Fredrickson (2003). American Scientist, 91, 330-335.

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Losada’s New Research on High Performing Business Teams

HIGH PERFORMING

+ 6:1 ratio of positive–(strength-based and opportunity) focused dialogue to negative (deficiency focus) dialogue.

+2:1 ratio of inquiry (learning focused questions) versus advocacy (closed positions) type conversation.

LOW PERFOMING

1:3 ratio: one positive statement in the team for every three deficiency focused statements.

1:20 ratio: one inquiry (open-learning type questions) for every twenty remarks based on advocacy.

Quick conversation…

� What areas--placebo, pygmalion, positive health studies, the inner dialogue, “what good are positive emotions”, rise and fall of cultures, positive energy, affirmative capability (bowling studies etc)—are most interesting to you?

� Other research? An experience from your workplace and your life?

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The Strength of Strength-Based Leadership is

Obvious?The Positive Psychology Research Revolution

But Does it Translate to Life?The 20/80 Data Set

Deficit Theory of Change—It’s Pervasive

� Identify problem

� Conduct root cause

analysis

� Brainstorm

and analyze possibilities

� Action plans/Treatment

Most schools, companies, families and organizations function on an unwritten rule…

�“Let’s fix what’s wrong and let the strengths take care of themselves”

--Gallop Poll

�The 80% Focus on

Weaknesses: AACF—Which

Would You Spend Most Time

On?

Metaphor: Organizations are problems-to-be-solved

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Unintended consequences of chronic deficit discourse:

� Fragmentation

� Sisyphus syndrome—

exhaustion—no new

vision

� “The experts must know”:

increases in hierarchy

� Spirals in deficit language

� Isolation—hard

relationships

� Closed door

meetings/fear

� What is your “ROA?”

How many of those meetings were convened to “solve the problem of…” ?

Think about your last 6 meetings:

Can you guess the “best seller” management book-- of all time?

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� Appreciate “What’s Best?”

� Imagine “What’s Next?”

� Design “How Might We?”

� Create “What Will We?”

� Identify problem “What’s Wrong?”

� Conduct root cause analysis� Brainstorm solutions� Develop treatment - action plans

to “solve”

(problem-analytic “solving”) (strength-magnifying “creating”)

Deficit Change Appreciative Inquiry

Problem Metaphor:Organizations are:

“problems to be solved”

Mystery Metaphor:Living systems; relational life

“universes of infinite strengths”

Moving From Strength to StrengthWhat Would We Call It?

What about the kind of change that is not just about moving from a -2 back to a “0”?

What about the kind of change that moves from a +2 to a + 20?

How?

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Hunter Douglas Case

Hunter-Douglas Long Term Outcomes

• Yields surge to 98.5%--$10-12 million revenue

• Turnover hovers at �15% down from 42%

• $25MM in cost savings during AI work

• Multiple-year winner of the STAR award

• Top “10” Places to Work

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Appreciative Inquiry is a Shift

“No problem can be solved from the same level of consciousness that created it. We must learn to see the world anew.”- --Albert Einstein

“The real act of discovery consists not in finding new lands but seeing with new eyes.”

--Marcel Proust

Ap-pre’ci-ate, v.,

1. Valuing …– The act of recognizing the best in people and

the world around us; – Affirming past and present strengths,

successes, and potentials; – To perceive those things that give life

(health, vitality, and excellence) to living systems.

2. To increase in value, e.g. the economy has appreciated in value. – Synonyms: valuing, prizing, esteeming,

and honoring.

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In-quire’ (kwir), v.,

1. The act of exploration and discovery. 2. To ask questions; to be open to seeing new

potentials and possibilities.– Synonyms: discovery, search, study

and systematic exploration.

What Would You Call It?(All These Things Taken Together)

• Achievements

• Strategic opportunities

• Technical assets

• Innovations

• Elevated Thoughts

• Best Practices

• Positive Emotions

• Financial Assets

• Tacit Wisdom

• Brand Value

• Core Competency

• Visions of Opportunity

• Vital traditions

• Positive macro-trends

• Blue Ocean Markets

• Natural Capital

• Strengths of the

Business ecosystem

e.g. value chain --

suppliers, partners,

customers

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The Positive Core

The AI 4-D Model of Positive Change

Discovery“What gives life?”

The best of what is.Appreciating

Discovery“What gives life?”


Dream“What might be?”

EnvisioningResults/Impact

Dream“What might be?”


Design“What should be –

the ideal?”

Co-constructing

Design“What should be –

the ideal?”

Co-constructing

Destiny“How to empower,

learn, and improvise?”

Sustaining

Destiny“How to empower,

learn, and improvise?”

Sustaining

AffirmativeTopic

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Form Groups2+2+2 + 2=8…return _____Introduce your partners vis-à-vis your interviews—share highlights….

Everyone listen for patterns/insights in three areas:

1. High Point Stories : And Analysis Root Causes of Success?

2. Continuity themes : Things Best, To Keep , Signature Strengths

3. Images of the Future: Key Visions 2020

1. HIGH POINTSPatterns & Themes

_____________(Be ready to share at least one best story from group—plus themes)

2. WHEN ARE PEOPLE MOST PASSIONATE?

CONTINUITY: THINGS TO KEEP EVEN AS WE CHANGE:

3. IMAGES OF THE FUTURE WE WANT—WHAT IT LOOKS LIKE IN 2020

Now create a Time Magazine Headline about the new human organization—what’s the big news cover story?

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Exciting Application ArenasAppreciative Inquiry & Strength-based ODExciting Application ArenasAppreciative Inquiry & Strength-based OD

! “AI” Summit and Mini-Summits

! Strategic Services

! Hot Teams and Collaborative DESIGN

• Technology Co-creation

! Sustainable Enterprise & Going Green

! “AI” Knowledge Alliances “Ovationet”

! Appreciative Metrics

! Project Management Tools

! Executive Coaching and High Engagement Org.

! Mergers & Alliances

! Internal and External Branding

! Strengths Based Leadership Training

Step One at Center of “4-D” Model: “Topic Choice”

� Organizations move in the direction of what they study.

� Questions we ask determine what we find. . .

� Topic choice is fateful

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Most “AI” Type Organizational Studies Have 3-5 Topics

� Principle of Simultaneity

� Art of Framing and Re-framing

“seeing the mighty oak in the acorn”

--Tojo Thachenkery

Best Way to Build High Engagement and Enthusiasm?

� Do an organization survey of low morale?

� Magnify and learn from moments of highestengagement & commitment?

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Do we really ??? want to do one more study of…

� Low morale

� High turnover

� Excessive baggage loss

� Lack of follow-through and execution

� Customer complaints

� resistance; what are the things getting in the way

� Or…a “high commitment sense of ownership”

� Or….”magnetic work environment”

� Or… “outstanding arrival experiences”

� Or…’instinctive execution”

� Or…”revolutionary customer responsiveness”

� Or… moments of ”unstoppable confidence”

Magnetic Work Environments

100 Expensive Studies of Costly Turnover Will Not Teach us

One Thing About:

Inquiry & ChangeWhat is Your “ROA”?

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Topic Choice: Examples

Magnetic Work Environments

Revolutionary Customer Responsiveness

Improbable Collaboration

The Good to Great Transition

Outstanding Arrival Experiences

Instinctive Execution

Innovation by Design

Optimizing Margins

Pervasive Leadership and the Super-Engagement Factor

ĀLightning Fast Consensusā

Going Green ಯWin-Winರ

Topic Re-framing Can Lead to Breakthrough Results

--Reducing Our Environmental Footprint

OR

--UNLEASHING ECO-INNOVATION

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The Topic Framing of “Sustainability=Innovation”Leads to Phenomenal Growth: 40% Annual Revenue

Appreciative Inquiry at Fairmount Minerals40% Growth in Earning & Turned on Workforce #1 US Corporate Citizen, Within 2 Years.

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Fairmount Minerals EBITAPhenomenal Growth 40% Annually

Where Do Good Topics Come From? How to ಯhome-growರ from the 3 generic AI questions

High Point stories--when we are best

Continuitystrengths we want to keep

Images of the Future We Want

TOPICcreation

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Topic Choice(creating transformative topics)

What you study, GROWSFraming and re-framing

conversation in groups : 1. Imagine we want to create a set of Topics to be

used in every organization…things that will build thriving organizations—ideal for the future

2. As a group create 3 topics that have high transformational potential

3. Remember: words create worlds4. Good topics: bold, desired, energizing words,

inspired, elevating

For example the topics: ಯmagnetic work environmentರ or ಯOutstanding arrival experienceರ; ಯUnleashing Eco-imaginationರ


DiscoveryಯWhat gives life?ರ




DreamಯWhat might be?ರ




DesignಯWhat should be –

the ideal?ರCo-constructing



DestinyಯHow to empower,

learn, and improvise?ರSustaining



AffirmativeTopic

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Genius is Creatingthe Question

ಯWhat would the universe look like if I were riding on the end of a light beam at the speed of light?ರ

– Albert Einstein

The Art of the Question in Leadership and Change

� Whatಬs the biggest problem here?

� Why did I have to be born in such a troubled family?

� Why do you blow it so often?

� What troubles you most--keeps you up at night?

� What possibilities exist that we have not yet considered?

� Whatಬs the smallest change that could make the biggest impact?

� I will be most proud of this corporation in 2010 when…?

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The Encyclopedia ofPositive Questions

The Encyclopedia ofPositive Questions

A Craft That Can Change Everything

3 Types of Questions

1. Diagnostic—deficit-based

2. Neutral—is there really neutral?

3. Strength-centered— questions that S.O.A.R (strengths, opportunities, aspirations, results)

What New Questions?

From a Study Customer Dissatisfaction and Complaints

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Preface:In the physical world, all matter is held together by the pull between opposite electric charges. Likewise, successful companies are magnetic-- people connect in new and innovative ways; suppliers and customers are pulled together and become seamless edge-to-edge organizations. Communities of interest form and are pulled together by shared values. Knowledge networks form as catalysts for innovation and creativity.

Magnetic Connections

Magnetic Connections (continued)

A. Think of a time when you felt ಯmagneticallyರconnected to your client, your colleagues, and your community … connected in a way that the force was so strong that it could not be broken. What was that experience? What did it feel like?

B. As you look into the future, describe how you see us connected to our customers and our colleagues — in ways that are so strong that we are seen as inseparable business partners?

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The Surprise of Friendship!

One could say a key task in life is to discover and define our life purpose, and then accomplish it to the best of our ability.

A. Can you share a story of a moment, or the period of time, where clarity about life purpose emerged for you. For example, a moment where your calling happened, where there was an important awakening or teaching, where there was a special experience or event, or where you received some guiding vision?

B. Now, what do you sense you are supposed to do…rest of your life?

Allstate Insurance

Revolutionary Partnerships� The mark of a revolutionary partnership is doing things radically

different together. Not only different, but quicker, with a commonfocus, leveraging each otherಬs diverse strength. Also, establishingnew ways of doing business that are based on trust, mutual respectand a shared vision.

� Think of a time when you were part of a revolutionarypartnership, a time in your life – at work, or in yourpersonal or community life, when you not only met theother person(s) half way, but met and exceeded needs onboth sides. Describe the situation in detail.

– What made it feel radically different?– Who was involved?– How did you interact differently?– What were the outcomes and benefits you experienced?

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Engagement and Positive EnergyEngagement and Positive Energy

� Preface � Organizations work best when they are vibrant, alive and

fun. You know, when the "joint is jumping!" You can sense that the spirit of the organization is vital and healthy and that people feel pride in their work. Everyone builds on each other's successes, a positive can do attitude is infectious and the glow of success is shared. What's more, this positive energy is appreciated and celebrated so it deepens and lasts.

Engagement & Energy

A. Tell me about a time when you experienced positive energy that was infectious. What was the situation? What created the positive energy? How did it feel to be a part of it? What did you learn?

B. If positive energy were the flame of the organization, how would you spark it? How would you fuel it to keep it burning bright?

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We Live in the Worlds Our Questions Create

Be patient … and try to love the questions themselves. Live the questions now. Perhaps you will then gradually, without noticing it, live along some distant day into the answer.

– Rainer Maria Rilke

GroupsCrafting the Questionreturn ____

� Choose one of your Topics and craft the Ai question (s): 3 PARTS

I. Positive Preface—it is a topic intro. A. A question to evoke a story from persons history B. A question to evoke/help give voice to their best

images of future

– return...

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What Matters Most in Doing Appreciative Inquiry Interviews

The IMAGINE CHICAGO Story






DreamಯWhat might be?ರEnvisioning

Results/Impact

DreamಯWhat might be?ರEnvisioning

Results/Impact









AffirmativeTopic

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Introduction to the Appreciative Inquiry Summit Method

Magnifying Whole System Strengths Using Large Group Methods

The AI Organization Summit Method

Creating an Alignment of Strengths Using Large Group Methods

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5 Common Approaches to Change

� Top Down Strategies� Bottom Up Strategies

� Representative Cross-Section Strategies� Pilot Strategies� Back Room

Typical Results

� Less Informed and Ultimately Less Effective Change Efforts

� A Few Try to Convince Many That Change is Needed

� Partial Responsibility Mindset� Change Occurs Sequentially� Change is Perceived as a Disruption of ಯReal

Workರ

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Typical Results (cont)

� Pace of Change is Too Slow� Substantial Change in Part or Modest

Change in an Entire Organization� Breakdown at Implementation

Success FactorsThe AI Summit

� ಯWhole Systemರ in the Room� The Task is Clear

� Stakeholders Match the Task� The ಯConcentration-Effectರ of Strengths� Top Down & Bottom Up & Whole

� From Dialogue to Design-Inspired Innovation� 2 ½ -3 Day Event: 300 to 2,000 Participants

� Face-to-Face & World-Wide Web � Uncommon Action Results

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Nutrimental FoodsThe Results One Year Later

� Rodrigo Loures, CEO� 300 % Increase in Profit

� 75 % Decrease in Absenteeism� Appointment to President Lulaಬs Economic

and Social Council� World Business Academy Award

� Rise to Best 100 Companies in the Nation

Why Does Experience of Wholeness…�Bring out the best in human beings?

�Propel innovation?

�New life?

�Eclipse old patterns?

�So easy?

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AI Summits: Three Ways to Understand Positive Change

Business Impactand Research Results

BUSINESS RESULTS:

Navy: $2 Billion* ಯWinning the Battle for Peopleರ

Trucking Company: Stock Price Follows Increasing Engagement Scores:

$14 Æ $41 in 1.5 Years

*Testimony House Armed Services Committee 2004

WHY SO EASY?

Vigor, Passion, System Engagement, Dedication

Pipeline of Customer-focused Innovation/Speed

38 % Higher Productivity (Glavas 2009)

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Why Does Experience of Wholeness…�Bring out the best in human beings?

�Propel innovation?

�New life?

�Eclipse old patterns?

�So easy?

Why High Engagement?The Business Case

� Approaches to competitive advantage:

– Low price – less than 60 days– Operational/technical expertise – less than 3

years– Fully engaged employees

(people think and act like owners) –more than 7 years

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Gallop Study: 1.7 Million Employees

ಯI have the opportunity to do what I do bestರ

� What percentage of people do you think - 1.7 million people from 101 companies - strongly agreed that they are empowered to do what they do best in their work and company?

� Hint: The wealth of unrealized capacity in enormous -people are dying to be tapped on the shoulder and asked for more engagement in the strategic issues of the day - like the Navy example.

1st

Level

2nd

Level

LOWInfluence

HIGHInfluence

Top Levels

Experience of Authority & Influence

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AI Summit Planning

� Forming summit planning team� Defining summit task and topics� Mapping summit stakeholders� Designing the summit format & Logistics� Creating the summit design� Preparing the opening AI questions� Preparing summit communication strategy� Envisioning post-summit momentum

Questions to consider when creating the summit agenda

Day 1: DiscoveryPre work, questions, continuity scan, wider environment and

mapping the key stakeholders?

Day 2: Dream & Images of Desired FutureHow far into future, type of group activity,Summarizing visions, discovery of common ground,

differences?

Day 3: Designing—principles, org propositions of ideal, prototyping?

Day 4: Destiny: open space; work groups or whole system action; convergent smaller projects, individual line of site.

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How AI Addresses the Three Essentials of Change ManagementSuresh Srivastva and others Executive Continuity.

Managing Transition

Managing Novelty

Managing Continuity

• Planned Change• AÆB Rational Change

• Managing Surprise• The Unexpected• Emergent Complexity

• Threads of Identity and Positive Core

• Inter-generational history as positive possibility

Research on the Functions of Good ಯContinuity Managementರ

• For Individuals: Pride, confidence to act, ethical guidance connection to others, freedom

• For the Organization: Strengthened commitment; better decision making; decentralized control; mission stability; accelerated organizational learning; more long-term thinking; customized change; more effective inter-organizational partnerships and alliances

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Power of Stories

• Stories stick like glue…great leaders know it• Why? They make information easier to remember: ರWhole brainರ

• Stories make information more believable than statistics

• Narratives create the basis for identity formation and they foster high quality relationships

• Story-telling is the most powerful human medium for conveying values and visions

• Stories paint pictures in the mind• Organizations vary: narrative rich to narrative thin

How About Appreciative Inquiry Under Conditions of Crisis and Conflict?

� Hotel Story.

� The Crisis Boils.

� The Jr. Consultant Looses All Composure…Storms Out. Senior Consultant Hates Conflict!

� What Would You Do?

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Principles of Metaphor

� Metaphor: An Invitation to See the World Anew� Subtle Transaction Across Contexts� Facilitates Learning New Knowledge� Overcomes Defenses That Constrict Us� Challenges Traditional Change Norms…Is More

Subtle, Indirect, Constructionist, and non-deficit in Theory of Change

Generative Metaphor Intervention/Enhancement

� The whole story.

� What we did and why.

� Carl Jungಬs wonderful clue.

� The results: relationships; bottom line; and breakthrough performance to Five Star hotel

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The AI 4-D Model

















AffirmativeTopic

What is Design?

ಯDesigning renders visible our hopes and dreams, it is the first signal of human intentions.ರ

--William McDonough

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Our Work With IDEOWorld Class Designing in Action

1. Provides a new, optional way to do the Design Phase

2. Great choice when you wish to design products, new customer experiences, and initiatives that are more tangible and focused.

3. Instead of ಯpropositionsರ or principles we are designing prototypes—actual three dimensional models or mock-ups of the concepts.

Fast Company said…ĀIDEO is the world's most celebrated design firm"

The Wall Street Journal dubbed IDEO's offices "Imagination's

Playground"

Fortune titled its visit to IDEO "A Day at Innovation U"

Every spring, Business Week includes a cumulative tally of firms

who have won the most Industrial Design Excellence Awards.

IDEO has topped that list for ten years running.

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Are Ai Summits Too Small, Too Limited?

�What happens after a company has done over 50 Ai Summits?

�This is exactly the opportunity Roadway Express faced a couple of years ago.

Digital Stories

From Best to Next

Digital Stories

From Best to Next

AI Ovationnet ಯNext Practice Sharingರ

One Story Magnified a Trillion Times

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� One facility � 671 added one more shipment on every outbound load. � +$429,000 Profit after taxes

� Transfer to Company � What if we had 1 more shipment on every linehaul trip?� + $13 million Profit after taxes

� It is happening! Recent $10 million Savings—Operating Ratio…Winston Salem Story…2000 people on last call

Examples how the network has benefited the company

Exciting Application ArenasAppreciative Inquiry & Strength-based Approaches

Exciting Application ArenasAppreciative Inquiry & Strength-based Approaches

! ಯAIರ Organization Summit for Transformation

! Corporate Strategy and Alignment

! Innovation and Design: Products, Services

! Business IT Changes

! Lean Operations & Sustainable Green Design

! ಯAIರ Knowledge Alliances & Webs

! Labor-management Partnerships

! Measurement Scorecards

! Project Management and Hot Teams

! Mergers & Acquisitions

! Branding

! Corporate Talent Development

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Moving to Action:Where Might a More Strengths-Based Leadership Approach Create Value in My Own Work and Life?

� If anything imaginable were possible—assuming there are no constraints whatsoever—what kind of ಯAIರ initiative, project, or experiment might I want to launch?

� Name the possibility or possibilities—and begin the conversation with your original interview partner…what/where/why/who?

� What is one small initiative or possibility?� What is one big possibility—something that would be a real

stretch?

The Appreciable World is So Much Larger Than Our Normal, Everyday Appreciative Knowing Capacity…

� "If we did all the things we are capable of doing, we would literally astound ourselves."

--Thomas Edison

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Elevating Inquiry intoThe Appreciable World Advancing

Exte

nsio

n of

Rel

ated

ness

& U

nive

rsal

Cap

acity

Hig

h

Initiating

Aiಬs Theory of Positive Change:

1. Elevate and Extend2. Broaden-and-Build3. Establish and Eclipse

Aiಬs Theory of Positive Change:

1. Elevate and Extend2. Broaden-and-Build3. Establish and Eclipse

Elevation andExtension of

Inquiry

Pro-Fusion of + Strength

Activation ofEnergy

We Are Born To Appreciate: Three Facts About All Human Beings

� Exceptionality� Essentiality

� Equality/Voice and Vision

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For Those Interested in more resources & learning opportunities r please go to:

1. Appreciative Inquiry Certificate Program (next session Dec. 7 2012 Longboat Key Florida then February)� http://weatherhead.case.edu/executive-education/certificates/appreciative-inquiry/2. Leadership Deep Dive:�http://weatherhead.case.edu/executive-education/programs/subjects/other/deepdive/

3. For hundreds of free tools, articles, power point slides see the ಯAppreciative Inquiry Commonsರ� http://appreciativeinquiry.case.edu/ or [email protected]

4. For an advanced program online (for people who have already had a foundations course in Ai) see� http://www.ovationnet.com/workshopinfo.htm5. Interested in a Masters in Positive Organization Development from the #1 program in the world. See:http://weatherhead.case.edu/degrees/ms-positive-organization-development/[email protected]

appreciative inquiry foundations in positive change theory€¦ · appreciative inquiry &...

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