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WikiCED manual: Difference between revisions
→How to introduce change
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Individuals who want to introduce or lead change in organizations are key agents who should have the ability to connect people to their specific requirements, and must be committed to working with people during each developmental phase. | Individuals who want to introduce or lead change in organizations are key agents who should have the ability to connect people to their specific requirements, and must be committed to working with people during each developmental phase. | ||
From a post-modern or participatory democratic perspective, Gervase R. Bushe, in his article "[http://www.gervasebushe.ca/aimeta.htm When is Appreciative Inquiry Transformational]" (2005) | From a post-modern or participatory democratic perspective, Gervase R. Bushe, observed in his article "[http://www.gervasebushe.ca/aimeta.htm When is Appreciative Inquiry Transformational]" (2005)that there are two key characteristics of AI change interventions that succeed: | ||
* New knowledge was created | |||
* A generative metaphor emerged | |||
Rather than focus on problems and phases, David Cooperrider and Diane Whitney describe in their article [http://appreciativeinquiry.case.edu/uploads/whatisai.pdf "A Positive Revolution in Change" that Appreciative Inquiry focuses on five principles: | |||
==Explaining and developing the project== | ==Explaining and developing the project== | ||