Purpose:
To enable full-voice appreciative participation that taps the
organization’s positive change core and inspires collaborative action that
serves the whole system.
Outcomes:
- Fundamental shift toward cooperation, equality
of voice, and high participation
- A positive revolution, inquiry, and improvisational
learning as daily practices
- Focus on life-giving forces—socially,
financially, and ecologically
When to Use:
- To create a positive revolution
- To enhance strategic cooperation overcoming
conflict, competition
- To catalyse whole system culture change
- To facilitate high-participation planning
- To mobilize global organization design and
development
- To integrate multiple initiatives into a
focused whole system effort
- To support large-scale mergers and
acquisitions
When Not to Use:
- If you are getting the results you desire
- When lacking commitment to a positive approach
to change
Number of
Participants:
- 20–2,000 involved in interviews, large-scale
meetings, and collaborative actions
Types of
Participants:
- Internal and external stakeholders who hold images
and tell stories about the organization
Typical Duration:
- Preparation: Work begins with the first
question asked
- Process: 1 day–many months in nonconference
format
- Appreciative Inquiry (AI) Summit: 4–6 days
- Total Transition: 3 months–1 year
Source: http://www.change-management-toolbook.com/mod/book/view.php?id=74&chapterid=84
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