August 6, 2010
July 1, 2010
Appreciative Inquiry Reading List
This list is compiled from suggestions provided by members of the Appreciative Inquiry linkedin group. If you’d like to join this group, connect with me and I’ll send you a link.
Collaboration for Change:Appreciative Inquiry by Cooperrider and Whitney
Appreciative Inquiry: A Positive Revolution in Change by Cooperrider and Whitney
A Positive Approach to Building Cooperative Capacityby Frank Barrett and Ron Fry
The Power of Appreciative Inquiry. San Francisco: Berrett-Koehler – Whitney, D. & Trosten-Bloom, A. (2003)
Appreciative Inquiry And Organizational Transformation: Reports From The Field. Fry, R., Barrett, F., Seiling, J. & Whitney, D. (eds.)(2002) Westport, CT: Quorum.
Appreciative Inquiry for Change Management Lewis, S., Passmore, J. & Cantore, S. (2008) London, UK: Kogan Page.
The Appreciative Inquiry Summit. San Francisco: Ludema, J.D. Whitney, D., Mohr, B.J. & Griffen, T.J. (2003) Berret-Koehler.
February 3, 2010
Here is a link to an article describing the process of using AI for building partnerships. http://www.innovationpartners.com/Portals/0/AJM_AI_Partnership_Model.pdf
December 15, 2009
December 13, 2009
Reflect on your job performance over the past year.
How Are You Doing?
1. Considering all of your objectives, what are you proud of, what have you accomplished, and what are you doing that works?
Give yourself credit for every little thing you do that brings you a feeling or demonstration of success, to even the smallest degree, in any work situation. Be specific, as in “When I was patient with Jack at the staff meeting, when I listened to him without interrupting even though I disagreed with him.”
2. What contributed to those successes? What caused those things to work? What has allowed you to do your best work? (Consider your team leader, team, BU, and BP overall, clients, circumstances, physical situation, and opportunities.)
How have you changed?
3. Thing about yourself at the beginning of the year and the person you are today. How have you changed? Again, give yourself credit for every little improvement in your professional competencies or personal effectiveness. What did you do that helped you improve? The activities may have occurred at work, home or in the community.
4. Now think beyond your given objectives. In your work at BP and as a member of a greater community, what achievements, accomplishments, or activities are you proud of?
Becoming even more effective.
5. To make yourself even more effective in the future, what do you want to continue to do, do more of, do better, or do differently?
Of all the items listed and described above, which are the ones you are inspired to act on. (This is where your team leader can help prioritize your objectives.)
6. What support within the company do you have to do the things you identified in #5? (Money, time, training, access to subject matter experts and support staff, equipment, materials, etc.) What resources do you have outside the company? This is where your team leader can help in making sure you have what you need to succeed.)
In the Babemba tribe of South Africa, when a person acts irresponsibly or unjustly, he is placed in the center of the village, alone and unfettered. All work ceases, and every man, woman and child in the village gathers in a large circle around the accused. Then each person in the tribe, regardless of age, begins to talk out loud to the accused, one at a time, about all the good things he has done in his lifetime. Every incident that can be recalled with any detail and accuracy is recounted. All his positive attributes, good deeds, strengths and kindness are recited carefully and at length. The tribal ceremony does not cease until everyone is drained of every positive comment s/he can muster about the person in question. At the end, the tribal circle is broken, a joyous celebration takes place, and the person symbolically and literally is welcomed back into the tribe.