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WikiCED manual: Difference between revisions
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→How to introduce change
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David Cooperrider and Diane Whitney describe in their article "[http://appreciativeinquiry.case.edu/uploads/whatisai.pdf 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 "[http://appreciativeinquiry.case.edu/uploads/whatisai.pdf 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 principle of simultaneity: The first question is fateful; change begins the second the system begins to engage in inquiry. | *The principle of simultaneity: *The first question is fateful; change begins the second the system begins to engage in inquiry. | ||
*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. | ||