Evolutionary Sustainability In this new model, thinking about sustainability is shifted from pursuing funds to continue new programs to -- managing transitions within an ongoing change process.
This was a baptism of fire in terms of my personal learning curve: Improvement Tools Lean or continuous improvement tools different organisations have different names focus on improving the efficiency and effectiveness of processes and systems, removing waste, and focusing on delivering value for the customer.
Lean transformation also looks at the wider issues within an organisation, such as culture and leadership.
Lean Thinking Lean thinking has spanned the globe, achieving success for a wide range of organisations from Tesco to Toyota! My Experiences From my experience lean tools can work beautifully when aligned with appreciative inquiry.
I know that appreciative inquiry focuses on what works well within a team or organisation and this would not ordinarily be linked with something that focuses on problems.
I have found, however, that when used in isolation problem-solving can sometimes dis-engage teams as it can seem very structured and mechanistic. Using elements of the appreciative inquiry 4D model alongside the framework can make it more of a seamless process and provide a real injection of energy, enthusiasm, and conversation to allow teams to be fully involved in the direction of travel to deliver change.
If we consider the lean tool of problem-solving in more depth, we can identify that the framework focuses on: Identification of a problem statement Creation of a desired state Looks at the root causes of the problem What options do we consider?
What will be our countermeasure?
What do we implement? Team Problem Solving If we invite a team of people to come together to problem solve then it is the norm to gather people experienced in a system or process.
Then one person who is not will ask the why questions. When teams encounter problems there is a tendency to think that everything is going wrong in the process, so by also considering the 4D model we can bring a more positive approach to the experience.
The team can initially focus on the discovery stage to fully identify what the actual problem is by using data, conversations and inquiry. The team can use the dreaming stage to craft a desired state and ask some powerful questions: What would it look like if the problem was eradicated?
What would it feel like? How would this affect our customers? This can really start to create energy and enthusiasm for the team to start to think about removing some of the frustrations they encounter within the current process.
How can we do it differently? Can we consider all options building on what we do well now? How does our customer think we can improve? In the design stage we can encourage the construction of a whole new process that can be leaner and get people excited.The appreciative approach is informed by several “schools” of thought – appreciative inquiry, positive psychology, hope psychology and the strengths movement (Kaufman, ).
Appreciative Inquiry (AI), begun by Cooperrider and Srivastva in the s, was a reversal of the usual problem-solving approach in organizational development.
Then make sure you understand the main principles of Appreciative Inquiry and how they compare to traditional organizational development approaches (action research, problem solving). It is also important to understand what is involved in each of the "4 Ds" - Discovery, Dream, Design, and Destiny. appreciative inquiry Appreciative inquiry (AI) represents a paradigm shift in the way which organizations approach organizational development. Propounded by David Cooperrider and Srivastva in , AI’s main difference from the traditional approach is that it. Below is a graphic illustrating the five core processes of Appreciative Inquiry; often referred to as the 5-D’s. 1. Choose the Positive as the Focus of Inquiry (D efinition)When individuals, teams, or organizations want to make changes, usually a ‘fix it’ model is employed.
In this chapter, we seek to illustrate how an appreciative inquiry approach to program evaluation can provide an important contribution to program evaluation practices. learning philosophy demonstrated by current faculty and be ready to assess learning outcomes via projects and papers vs.
traditional tests. This short video from Jon Townsin provides a quick and useful overview of Appreciative Inquiry as a philosophical approach to organizational change that is different than our traditional deficit-based approach.
What’s the difference between traditional teaching and INQUIRY? Decreased emphasis on Increased emphasis on: Teacher-led learning A text-book driven curriculum for. appreciative inquiry swot soar leadership development business process reengineering quality management environmental management sustainability the sustainable way.
5 Classic Principles of AI. The Appreciative Inquiry Commons / Learn / Introduction to Appreciative Inquiry / 5 Classic Principles of AI. The Core Principles of Appreciative Inquiry, which describe the basic tenets of the underlying Ai philosophy, were developed in the early ’s by David Cooperrider and Suresh Srivastva (Cooperrider’s.