However, communication among the twelve institutions has not been smooth since Msgr. Aloysius passed away in , and the leaders felt that the organization was becoming more and more rigid. Results: After the summit, six innovation teams, including Aloysius Institute team which is supposed to collect the great stories of the founder and disseminate them, are working continuously to change the communication and interaction patterns among the individual members and institutions.
Nineteen volunteers who were trained in appreciative inquiry are working as facilitators of appreciative culture. Since , when Msgr. Aloysius passed away, there was almost no change in this organization. However, now after the three days workshop, I really can see a great eagle, the incarnation of Msgr. Aloysius, is flying in the beautiful sky. Strategic Focus: To develop a sustainable and vibrant future for the health and well being of the Lesotho community by designing an AI Summit that increases awareness of inter-departmental roles, responsibilities, and the communication of system-wide service delivery strategies.
Claire and David, amazing, beyond expectations, very very impressive… Just back to Maseru but wanted to immediately send a big THANK YOU for really going above and beyond the call of duty, putting in so much more time than was budgeted, and finally for rewriting the entire day 2 to make sure we maximized our staff inputs and outputs — WELL DONE!
Strategic Focus: Culture transformation, strategic planning and business process improvement. The initial culture transformation work took place over a period of 18 months.
It involved one-on-one Appreciative Interviews with approximately employees, along with key customers and suppliers, followed by two person Appreciative Inquiry summits. Subsequent activities included leadership training, annual strategic planning summits, and development of an AI-based quality improvement model.
Below is a summary of key milestones. Where appropriate, page numbers for extended quotes are indicated. Strategic Focus: Develop a widely supported year plan for countywide aging services, along with an ongoing process of engagement that will reinforce the plan and assure its successful implementation.
Corporation for Positive Change Services: We designed and facilitated an month inquiry to create communities in which we all age well. Strategic Focus: Develop community-supported strategic policies, to make sure that Longmont can continue to be a great place to live both now and into the future as it approaches build-out within its planning boundaries.
It has become the driving force for the future of Longmont. The Power of Appreciative Inquiry. Diana Whitney, Amanda Trosten-Bloom. Berrett-Koehler Publishers, Inc. What Our Readers Say…. In praise of The Power of Appreciative Inquiry. The Power of Appreciative Inquiry is a practical, down to earth guide to a compelling and rich methodology.
Appreciative Inquiry invites the whole organization to engage in analyzing and understanding the best of what they are now, using the resulting insight as a basis for visualizing powerful, large scale change.
Through the AI process, individuals, work groups, organizations and even communities can become engaged and empowered — which leads to positive changes not previously imagined. Anyone wishing to explore the potential of Appreciative Inquiry will find this book to be an excellent resource and an ongoing reference.
Appreciative Inquiry is a very helpful tool in that endeavor. But to get beyond the affirmations, we need a guide that describes the philosophy and practice. The Power of Appreciative Inquiry does just that. Thank you Diana and Amanda for your act of love. Strategic Focus: Build an Executive Team — the Executive Team of this finance division of a major utility wanted to strengthen their strategic focus, decision-making ability and utilize team strengths Corporation for Positive Change Services: Lead consulting partner designed a two-day advance built on the principles of Appreciative Inquiry that brought the twelve-person team together.
Key milestones included: Formation of a cross level, cross-functional core team. Forty people met to for two days to select affirmative topics and draft an appreciative interview guide. One hundred people were trained as interviewers. Within six months nine hundred employees were involved in interviews. Meetings were held in each of 18 airport locations to summarize interview results and prepare representatives to attend the Appreciative Inquiry Summit later in the year.
Ninety people participated in the two-day AI Summit. Cross location, cross-functional innovation teams were formed and worked for three months making significant contributions to the organization in the areas of: happiness at work, continuous people development, harmony among work groups and exceptional arrival experiences. Dissemination of customer service best practices, especially those related to arrivals, resulted in improved service and customer satisfaction. Sisters of Mary, Korea Strategic Focus: To inspire collaboration and innovation culture among the twelve institutions of Sisters of Mary by reviving the spirit of founder, Msgr.
Population Services International Strategic Focus: To develop a sustainable and vibrant future for the health and well being of the Lesotho community by designing an AI Summit that increases awareness of inter-departmental roles, responsibilities, and the communication of system-wide service delivery strategies. A person cross level, cross-functional Core Team came together. This team guided the first two years of the work. Year 1: Within six months, employees, as well as key customers and suppliers, had been interviewed.
During this summit, a series of Design Statements were conceived, addressing issues of leadership, vision, employee development and quality. These set the course for the planning and operational improvement activities that were to follow. In addition, this summit launched 14 cross-functional Innovation Teams, which later involved the broader workforce including those not involved in the summit.
These teams worked for between three months and two years making significant contributions to the organization in the areas of: leadership and employee training, education and development; strategic planning; and employee engagement. Year 2: A second person Appreciative Inquiry Summit took place — this one focused on strategic planning. During this meeting, the company forged its first division-level strategic plan, including a vision statement, strategies and objectives.
Years 3 through 5: Annual Appreciative Inquiry Summits were held, with alternating focus on division- and business unit-level planning. There's also live online events, interactive content, certification prep materials, and more. Positive Psychology at Work brings the fields of positive psychology and appreciative inquiry together for the ….
Influence action through data! This is not a book. It is a one-of-a-kind immersive learning experience …. Take the Kata path to scientific thinking and superior results!
In this long-awaited companion to the …. Schein, Peter Schein. The book that defined the field, updated and expanded for today's organizations Organizational Culture and Leadership …. Skip to main content.
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