AI is more frequently known as Artificial intelligence, but in the context of organisational change I am focusing this episode on Appreciative Inquiry. But, apart from the simple assumption of showing some appreciation to another person, what is it?
David Cooperrider and colleagues have claimed this to be a uniquely strengths-based approach to the leadership and management of organisational change; and also that strengths-based management may just be the management innovation of our time!
However, the concept of change does not sit easily with everyone; for one thing, it can give the impression that there is never enough time to implement some seriously good ideas before the next management initiative is passed down.
In this episode I outline the strengths credentials of Appreciative Inquiry, its 4-dimensional cycle, as well as the 5 principles and 6 essential conditions for it to occur. It may require skilled facilitation by a trained practitioner, but it also offers all of us a positive language to adopt and apply to our own thinking about the organisations we presently inhabit.
For the full content of this episode click the links to iTunes and Sound Cloud (or go to Stitcher Radio):
“A well designed system filled with ordinary but well-trained people can still achieve consistently high performance; whereas a badly designed system can make a genius look like an idiot.” [Pfeffer and Sutton].