Organizational Development
A solutions-focused approach to Organizational Development using Appreciative Inquiry to inform, inspire, and ignite lasting positive change.
Shannon approaches organizations with a solutions-focused mindset - using the method of Appreciative Inquiry (AI).
Shannon had the honor to study with David Cooperrider, the founder of AI, through her graduate work. AI is a positive, strengths-based approach to change that works to discover the best in people, their organizations and the world at large. The foundational belief is that every living system has something that works well already, that people have experienced some success, some satisfaction, something positive in their lives and that success is best achieved by building on these strengths.
The method is grounded in the belief that we live in a world our questions create. This is because the questions we ask determine the results we get. In fact, Peter Drucker once noted that the most common mistake in management decisions is the emphasis on finding the right answer, rather than asking the right question. Thus, given that change begins with the very first question we ask, Appreciative Inquiry focuses on asking positive questions that seek the true, the good, and the possible to energize people and pull them forward.
Shannon approaches organizations with a solutions-focused mindset - using the method of Appreciative Inquiry (AI).
Shannon had the honor to study with David Cooperrider, the founder of AI, through her graduate work. AI is a positive, strengths-based approach to change that works to discover the best in people, their organizations and the world at large.
The foundational belief is that every living system has something that works well already, that people have experienced some success, some satisfaction, something positive in their lives and that success is best achieved by building on these strengths.
The method is grounded in the belief that we live in a world our questions create. This is because the questions we ask determine the results we get. In fact, Peter Drucker once noted that the most common mistake in management decisions is the emphasis on finding the right answer, rather than asking the right question. Thus, given that change begins with the very first question we ask, Appreciative Inquiry focuses on asking positive questions that seek the true, the good, and the possible to energize people and pull them forward.
What is Appreciative Inquiry?
The solution-focused approach used all over the world from Walmart and the UN to the US Navy and the United Religions Initiative.
Appreciative Inquiry applies a process known as the 4-D cycle.
Anchored around a positive goal, for example, “Creating Highly Valued Client Relationships” the cycle is as follows four strategic steps.
No more searching for what’s “wrong” in your organization.
Together, we’ll find what’s working right within your organization and help you determine how you can do more of that.
Discover
To share stories of high-point experiences to order to find and highlight strengths, capabilities, and assets
Dream
To imaginatively envision what might be based on past successes, current strengths and future possibilities
Deliver
To sustain momentum by inviting responsibility to take action and build capacity with an appreciative eye
Design
To construct pathways that will support, develop, and manifest movement from the current state towards the future opportunity
Appreciative Inquiry Summits for Strategic Planning and Change Management
Appreciative Inquiry is based on the idea that people move in the direction of the questions they ask. For example, when organizations study conflicts and weaknesses, they often find that the number and severity of these problems grow. When they focus on strengths and accomplishments, these positive attributes gain momentum.
For these reasons, Appreciative Inquiry is a powerful tool for us to use as we create a new strategy.
Does Appreciative Inquiry work?
Appreciative Inquiry has helped organizations like the United Nations, McKinsey & Co., the US Navy, Walmart and Hewlett Packard move towards a more positive and collaborative future.
Some of the outcomes that have been achieved by these organizations include:
- More engaged and productive employees
- Increased sales and enhanced business performance
- Decreased absenteeism
- Enhanced organizational reputation
- Improved capacity for dealing with sensitive/troublesome issues in the workplace
- Greater confidence among employees
- More adaptable and flexible working environments.
