Training and Development
Appreciative Inquiry Transition Workshops
There are several options for delivery of these workshops depending on your timeframe. For example, you could run the process over 2 days or 4 1/2 days or 4 days spread over six weeks.
Phase 1: DISCOVERY: Appreciating the best of 'what is'
1. Reflect on your time with xxx..
What have been the high points for you?
Describe the STORY around the moment
2. Co-operative relationships
Identify a scenario which you feel
demonstrates the positive aspects of working together, co-operating to get
3. Types of communication
What different types of communication occur
across the org .
4. Hopes for the future
What does the new org have the capacity to
5. What do you VALUE most about:
6. What are your positive IMAGES of the future function and form of the org?
Identify 2- 4 themes/topics which your group feels strongly about
Phase 2: DREAM: Envisioning 'what might be'
Your group can begin the process of crafting PROVOCATIVE PROPOSALS of 'what might be'. These proposals will help you envision results and illuminate the new org focus and direction. They have the capacity to give form to the unit based on deep values.
Craft a provocative proposition that you'd like to be organised by. Remember, they come from the TOPICS you identified as VIP and they will inform the strategic and social intent of the org and the operating style adopted.
Visualise yourselves in 2000 : what will you
be best in the world at?
Phase 3: DESIGN: Dialoguing 'what should be'
What are the implications of these provocative propositions for the operating style of the organisation? Through dialogue, co-construct the future.
The 7 S model may be useful here eg:
Provocative proposal (write your group's
Transition plan: Operating priorities
Immediate term (next two months)
Next year and beyond
Form implementation teams to review application of design (and delivery of Transition Plan) towards the new organisation
Shared values: Leadership and management
Transition Implementation Strategy
Phase 4: DELIVER: Innovating 'what will be'
What decisions are we prepared to make
as a group?
|© 2000 Mellish and Associates
Last Updated 28/03/02