© SHL 2012 Appreciative Inquiry 1.Discover whats wrong – and fix it 2.Discover whats right – and increase it wrong right Time wrong right Appreciative inquiry Process redesign Six-sigma Lean etc

© SHL 2012 Principles of Appreciative Inquiry Words create worlds The language and metaphors we use don't just describe our reality, they also create it. Inquiry creates change Change begins when we inquire into something. There are no neutral questions. Inquiry and change are simultaneous events. What we study determines outcomes Where we choose to focus our attention and what questions we ask, moves us towards the results we find Focus on what works Discover what promotes strengths, wellbeing and positive deviance. Image inspires action Knowing where we want to go focuses our actions, influencing what happens.

© SHL 2012 Appreciative Inquiry process Appreciative Inquiry is an approach to improvement which is: 1.Collaborative 2.Curious about things that really matter 3.Participative across the organisation 4.Conversational in its style 5.Focused on both tangible and intangible elements

© SHL 2012 Appreciative Inquiry: 4-D cycle Discovery … at our best? Design … what should be? Your topic Dream … what might be? Destiny … what will be?

© SHL 2012 Yesterday... Discovered positive change What would have to be in place...? Change that goes well Dreamt what it would be like if that happened all the time What next step will you take?

© SHL 2012 Example Examples of when they are What has to happen for them to become? Getting doctors involved What it would be like if they were? What we are going to do to make it happen? Data capture Desired outcomes Design for delivery Delivering

© SHL 2012 Example Examples of when people really respect each other What has to happen for people to really respect each other? Reducing bullying and harassment What it will be like when they do What we are going to do to make it happen? Data capture Desired outcomes Design for delivery Delivering