WikiCED presentation Q&A: Difference between revisions
| Line 12: | Line 12: | ||
David Cooperrider and Diane Whitney describe in their article "A Positive Revolution in Change" that change results from an Appreciative Inquiry focus on five key principles: | David Cooperrider and Diane Whitney describe in their article "A Positive Revolution in Change" that change results from an Appreciative Inquiry focus on five key principles: | ||
* The constructionist principle:..Organizations are socially co-constructed realities; therefore, articulate desirable collective futures. | * The constructionist principle:..Organizations are socially co-constructed realities; therefore, articulate desirable collective futures. | ||
* The poetic principle:.............We create our organization in our daily stories; therefore, use words that energize and inspire people. | * The poetic principle:.............We create our organization in our daily stories; therefore, use words that energize and inspire people. | ||
* The anticipatory principle:.....The collective image of the future guides us; therefore, artfully create positive images. | * The anticipatory principle:.....The collective image of the future guides us; therefore, artfully create positive images. | ||
* The positive principle:...........Craft the unconditional positive question to generate momentum and sustainable change. | * The positive principle:...........Craft the unconditional positive question to generate momentum and sustainable change. | ||
* The principle of simultaneity:..The first question is fateful; change begins the second the system begins to engage in inquiry. | |||
Revision as of 00:19, 12 August 2009
Participatory Learning
Participatory learning captured in wiki using AI approach.
Brief introduction of AI.
APPRECIATIVE INQUIRY: From a post-modern or participatory democratic perspective, Gervase R. Bushe, observed in his article "When is Appreciative Inquiry Transformational" (2005) that there are two key characteristics of AI change interventions that succeed:
* New knowledge is created * A generative metaphor emerges
David Cooperrider and Diane Whitney describe in their article "A Positive Revolution in Change" that change results from an Appreciative Inquiry focus on five key principles:
* The constructionist principle:..Organizations are socially co-constructed realities; therefore, articulate desirable collective futures. * The poetic principle:.............We create our organization in our daily stories; therefore, use words that energize and inspire people. * The anticipatory principle:.....The collective image of the future guides us; therefore, artfully create positive images. * The positive principle:...........Craft the unconditional positive question to generate momentum and sustainable change. * The principle of simultaneity:..The first question is fateful; change begins the second the system begins to engage in inquiry.
Three questions added to the blackboard and across the room for people to write on board
- a story of someone who created change in an organization
- what is change
- original question: what's important to you about change
- alternate & suggested 3rd question by Janet:
what tactics can you do, what tools can you use to encourage or create change in an organization?
* 10 mins.
Game: Each person in class is given a maximum of 60 secs. to give their story or thoughts of the question they have contributed to on the blackboard. Janet has a 60 sec. timer & bell.
* 20 mins.
About
Developer: Philip; Presenter: WikiCED group; Minutes: 30; Position: 6