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Overview
In appreciative inquiry, we do not talk about resistance to change often. Resistance requires two opposing forces. If one force is pushing then when we push back we only get tired. Appreciative inquiry allows us the opportunity to redirect this resistance for positive change. My thoughts are in the video below the prompt. This is a group assignment to help you explore appreciative inquiry. You will be assigned to a group. Each group will be no larger than 4 people.
Instructions
Create a group video using the conference tool in your team area or another tool of your choice.
Be creative with your response.
The video will be less than 5 minutes. Maximum of 10 slides if they are used for the presentation.
Respond to the following questions:
1. What is appreciative inquiry?
2. How can we use appreciative inquiry with people and organizations that are resistant to change?
3. How would you use the 5-D model to help facilitate change?
4. What specific prompts would you use with a client to help them get into a frame of mind or space to begin accepting change and even promoting change?
5. Is this connected with the 5-D model?
Read
Rothwell, W., Stavros, J., & Sullivan, R. (2016). Practicing Organization Development: Leading Transformation and Change (4th ed.).
Chapters 4, 5, and 6
Article: What is AI (Links to an external site.)
https://appreciativeinquiry.champlain.edu/learn/appreciative-inquiry-introduction/5-classic-principles-ai/
Article: 5 Principle of AI (Links to an external site.)
https://appreciativeinquiry.champlain.edu/learn/appreciative-inquiry-introduction/
Article: 5 – D Cycle of Appreciative Inquiry (Links to an external site.)
https://appreciativeinquiry.champlain.edu/learn/appreciative-inquiry-introduction/5-d-cycle-appreciative-inquiry/
Article: StrengthsLinks to an external site.
https://www.apu.edu/academic-success/strengths/
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