1. Summit 2006 Seeking a New Life Together Appreciative Inquiry Summit for the Presbytery of the Twin Cites Area November 10 & 11, 2006 Christ Presbyterian Church

2. Summit Purpose Vision of a Life Together in the Midst of Differences Develop a Dynamic Organizational Structure

3. Matthew 18: 19-20 “Again I say to you, that if two of you agree on earth about anything that they may ask, it shall be done for them by My Father who is in heaven. For where two or three have gathered together in my name, I am there in their midst”.

4. Summit Objective # 1 Engage as many clergy, elders and members of the presbytery as possible to discern God’s will, and to dialogue and develop a bold vision for the future

5. Summit Objective # 2 Build trust and collaborative working relationships between churches within the presbytery and churches and the presbytery

6. Summit Objective # 3 Develop greater capacity for on-going dialogue among members of the presbytery that enables collaboration in the midst of differences

7. Summit Objective # 4 Design and plan for implementation of dynamic new structures, strategies, initiatives, and ways of working that are congruent with the vision

8. Day 1 Agenda Introduction to AI and Discovery Phase Appreciative Interviews Identify Key Themes Introduction to Dream Phase Write Dream Statements Dinner and Dream Presentation

9. Day 2 Agenda Introduction to Design Phase Create Design Possibility Maps Develop Possibility Propositions Introduction to the Destiny Phase Innovation Teams Recommendations and Action Initiatives

10. Ap-pre’ci-ate, v. Valuing; the act of recognizing the best in people or the world around us; affirming past and present strengths, successes, and potentials; to perceive those things that give life (health, vitality, excellence) to living systems 2. to increase in value, e.g. the economy has appreciated in value. Synonyms: valuing, prizing, esteeming, and honoring.

11. In-quire, v. The act of exploration and discovery. 2. To ask questions; to be open to seeing new potentials and possibilities. Synonyms: discovery, search, and systematic exploration, study.

12. What is Appreciative Inquiry? Approach to organizational change Leverages organization’s best qualities toward change Organizations move in the direction of what you ask about Art and practice of asking powerfully positive questions Linking of inspiring accounts of peak experiences to a change agenda

13. Discover “What gives life?” (The best of what is) Appreciating Discover “What gives life?” (The best of what is) Appreciating Dream “What might be?” (What is the world calling for) Envisioning Results Dream “What might be?” (What is the world calling for) Envisioning Results Design “What should be - the ideal?” Co-constructing Design “What should be - the ideal?” Co-constructing Deliver “How to empower, learn, and adjust/improvise?” Sustaining Deliver “How to empower, learn, and adjust/improvise?” Sustaining Affirmative Topic Choice The “4-D Cycle”

14. The Appreciative Interview: Initial Instructions Each person will conduct an interview and be interviewed using the questions on pages 6 to 11 in the workbook Select someone that you don’t know (bring workbook and a pen or pencil)

15. The Appreciative Interview: Guidelines Have fun! Listen intently and ask questions Try to understand behavior and values Active listening techniques

16. The Appreciative Interview: Dealing with Negatives By all means listen Be empathic Find the underlying hope or the missing ideal Guide the person back

17. The Appreciative Interview: Final Instructions Follow me Seek stories by asking who, what, when, where, why, and how Take good notes of the stories and what you find most compelling

18. Question 1 Peak Church Experience Take a minute to reflect upon your involvement and relationship with your current church. You most likely have had some high-point experiences with this community of believers. Talk about a moment that truly stands out as a “peak experience” at your church -- a time when you felt most engaged, worthwhile, loved, committed, connected, or close to God. Please share the story…what happened? When? Where? What was it about you, the others around you, or your relationship with Christ, that made it a high point?

19. Question 2 Positive Core of the Presbytery We are living in a time of rapid and significant change, when many of the structures and traditions that have held sway in the church are being questioned. Presbyteries have historically been a way for groups of congregations to be related to each other. It is inevitable that presbyteries will go through some significant changes in the near future. Recognizing this, what aspects of a presbytery at its best do you believe are so vital that they should remain core to its identity? What qualities (i.e. strengths, structures, processes, values, beliefs, etc.) do you believe should be foundational as this presbytery moves into the future? Give an example of one of these qualities in action.

20. Question 3 Dynamic Organizations It is truly wonderful to behold and experience an organization, faith-based or otherwise, that brings out the best in its people and accomplishes its goals and objectives in the process. These organizations have ways of doing things and cultures that are energizing, engaging, efficient, and effective. Think about organizations that have deeply impressed you. What it is that makes these organizations stand out in your mind? Is it the leadership philosophy, creative approach to its mission, unique delivery of its product or services, flexible organizational design, or some other qualities? What makes them so exceptional? Can you share a story about these qualities in action?

21. Question 4 - Relationship in the Midst of Differences Tell a story of an experience you have had when you were part of an enriching and prosperous relationship with another person, at work, or in your personal, community, or church life, despite having significantly different beliefs, outlooks on life, or ways of being. Who was involved? What was present in the relationship that allowed it to flourish? What were the outcomes and benefits that you experienced?

22. Question 5 God’s Call Engaging in an envisioning process provides an opportunity to listen carefully to God’s call. It is an opportunity to push the creative edges, to do new things, and to wonder and pray about our ministry’s greatest potentials -- both as congregations and as a presbytery. What is your sense of what God is calling us to be and to do? What do you think is God’s desire for us in terms of our life together in the midst of differences? It is likely that you come with ideas that are already formed – and that is OK. Yet, we gather in the expectation that God will speak to us. In light of this we will take a few minutes now for silent prayer prior to answering this question.

23. Question 6 Miracle Question (Part 1) Imagine that one day you wake up and God has answered our prayers and miraculously given us a new and beautiful and meaningful life together. The presbytery has become something you would most like to see for yourself and friends, for children, for our community and for our world. It is a dynamic organization and its members are experiencing an abundant spiritual life and accomplishing great things for the kingdom of God -- even in the midst of differences. It is seen as an astounding development and other presbyteries, and even other denominations, are clamoring to learn what has happened. You are moved and proud in a heartfelt way. It’s the kind of presbytery and faith community you most want to be part of -- one that is living God’s call in fresh, vibrant, meaningful and powerful ways. (Continued)

24. Question 6 Miracle Question (Part 2) Please share some highlights of what you see in this vision of the presbytery: What do you see happening that is vital and good? What is happening that is new, different, or better? What do the relationships between the congregations and the presbyteries, and the congregations with each other, look like? Before you answer this question, we will again take a few minutes for silent prayer in the hope that God speaks to us.

25. Group Roles Discussion Leader Timekeeper Recorder Reporter

26. Steps for Part One of Discussion Introduce your partner and share highlights from questions 1, 2, 3, & 4 of the interview. Share at least one of the best stories told by your interview partner from these questions. The group members should listen and take notes on patterns and themes. A theme is an idea or concept about what is present when people are reporting the times of greatest excitement, creativity, inspiration, etc.

27. Steps for Part One of Discussion (Continued) Brainstorm list of themes that were high-points, ideas that “grabbed you”, examples of things when they are at their best. The Recorder should write these on a piece of flipchart paper. Agree on and select 3 to 5 themes for that you think are most compelling and important. Recorder should put these on flipchart paper in the format shown below.

28. Top 3 to 5 Themes from Interviews ThemesDots 1) 2) 3) 4) 5)

29. Steps for Part One of Discussion (Continued) Prepare 1 to 2 minute presentation for the Reporter to give to the large group to briefly describe and explain chosen themes.

30. Problem Solving or Appreciative Inquiry Problem Solving: Identify problem Root cause analysis Solutions & analyze Develop action plans Metaphor: Organizations are problems to be solved Appreciative Inquiry: Appreciate “What is” Imagine “What Might Be” Determine “What Should Be” Create “What Will Be” Metaphor: Organizations are a mystery to be explored.

31. 4 Key Principles of Appreciative Inquiry Constructionist Principle (The way we know is fateful) Principle of Simultaneity (Change begins at the moment you ask the question) Anticipatory Principle (Change in active images of the future) Positive Principle (The more positive -- the greater and longer- lasting the change)

32. Positive Image = Positive Action Powerful Placebo Pygmalion Effect Positive Effect Inner Dialogue (2:1) Rise and Fall of Cultures Affirmative Capability

33. ENVISIONING THE FUTURE Select a discussion leader, timekeeper, recorder, and reporter for your group Share highlights from partner’s responses to dream questions (5 & 6) in the interview. What ideas, stories, and images did you find most compelling? The rest of the group members should be listening and taking notes ideas, stories, images of the future that have distinct power and possibility.

34. ENVISIONING THE FUTURE (Continued) Brainstorm and identify most engaging, powerful, and potentially important elements to have as part of the future presbytery. Recorder writes ideas on flipchart paper. Narrow down to 3 to 5 key elements your group wants to be part of a collective dream – especially with regard to having a life together in the midst of differences and developing a dynamic organizational structure. Recorder should put 3 to 5 key elements on sheet of flipchart paper.

35. Dream Statement Transform key dream elements into a “dream statement” and have Recorder write it on flipchart paper Start dream statement as follows: “In 2007 the Presbytery of the Twin Cities Area is (insert your image of the ideal as if it is happening right now) As a group, visualize the presbytery you really want -- as if it exists now. Again, especially as it relates to life together in the midst of differences and dynamic organizational structure

36. Dream Statement (Continued) Desired Bold, provocative Affirmative Grounded

37. Creative Presentation Choose a creative way to present your dream statement as if it is happening now. Prepare a 3 minute presentation for members from your group to share with the large group. It can be a skit, a song, a TV special, news story, work of art, etc.

38. Creative Presentation Notes Best Ideas Most important and appealing ideas for: Life Together in the Midst of Differences and Dynamic Organizational Structure Organizational Elements What kind of organizational elements are needed in order to bring these ideas to life? Examples: Systems, Structures, Culture, Strategies, Training, Leadership, Policies, etc.

39. Denominational Structure Presbyterian Church USA (PC/USA) General Assembly Synods (16) Presbyteries (173) Congregations (11,100)

40. 16 Synods in the United States

41. 16 Presbyteries in the Synod of Lakes and Prairies

42. Presbytery of the Twin Cities Area (PTCA) Synod of Lakes and Prairies Presbytery of the Twin Cities Area 71 Congregations 7 Paid Staff

43. Book of Order Presbytery Council Committee on Preparation for Ministry Committee on Ministry Nominating Committee Committee on Representation Permanent Judicial Commission

44. Design Possibilities Map Dream Statement Key Relationships Design Elements

45. Sample of Organizational Design Elements Organizational structures Training and leadership development Key organizational strategies Planning processes Communication systems Decision-making approaches Governance

46. Steps to Creating a Possibility Proposition 1. Self-Manage by selecting a Discussion Leader, Timekeeper, Recorder and Reporter 2. At your table, review the guidelines listed below and the examples of possibility propositions on the next page so that you all have a shared sense of what your possibility proposition might look like at the end of this exercise.

47. Steps to Creating a Possibility Proposition (Continued) 1. Discuss/brainstorm the “ingredients” you would like to see present in the ideal version of the ”organizational element” assigned to your table. 2. As a group, create a first DRAFT of a possibility proposition for the “organizational element” assigned to your table. This is a picture of what the element would look like when infused with the essence of your dream. 3. Finalize your DRAFT possibility proposition by printing a neat version on a single flip chart page. Be prepared to do a 2 minute presentation.

48. Key Components Of Possibility Propositions Provocative Desired Language is exciting and energizing Represent things we believe in, like constitutional beliefs Describe what is wanted in a positive way Written in the present tense, as if they are already happening

49. Sample Possibility Proposition: Education and Training Education and Training are the foundation of the empowered culture of excellence at ACE. We foster leadership that encourages, challenges, and supports all members of the agency to engage in ongoing learning, both personal and professional. ACE provides life long training and education opportunities that support a sense of purpose, direction, and continual growth. This, in turn, nurtures the strength and confidence people need to achieve their full personal and professional potential.

50. Sample Possibility Proposition: Decision Making Process DRI recognizes that people from all levels of the organization have valuable knowledge, experience, and immense potential. We have a culture that fosters empowerment at all levels of the organization. Toward this end, decisions are made at the most local level possible and include all relevant and affected parties ensuring the sharing of good information, and creating the empowered involvement that breeds commitment.

51. Sample Possibility Proposition: Strategy All members of Grace for the City share a basic common vision in relation to the organization’s core mission, intent, and direction. It is an exciting, challenging, and meaningful direction which helps give all staff and stakeholders a feeling of significance, purpose, pride, and unity. Grace for the City uses whatever time and resources that are needed to bring everyone on board and thus continuously cultivates “the thrill of having a feeling of deep connection and understanding”, of being a valued member of an outstanding organization.

52. Sample Possibility Proposition: Leadership At all levels, our bold and empowered leadership nurtures an atmosphere of collaboration, mutual respect, and diversity. As colleagues, we continue to challenge each other to contribute through empowering both dialogue and teamwork, in order to create a university that is second to none. We promote leadership at every level. Our culture of openness to new ideas fosters unrestricted dialogue, innovation, positive communication, and the emergence of new leaders.

53. Innovation Teams: Questions to Discuss – What is the vision of this initiative/action/innovation? What is the intent? What do you hope to accomplish? – How will this initiative promote Life Together in the Midst of Differences or the development of Dynamic Organizational Structure? – What is the name of the action initiative? – Who else needs to be involved in the implementation? – What are the steps you need to take to accomplish your goal? – When should it be started? What is your timeline? – Who is the initiative leader? Who is the initiative coordinator? – How will you as a team stay in communication with one another?

54. Action Plan Be prepared to summarize, write up and submit the following: 1. Group Members: 2. Name of Pilot project: 3. Short purpose statement that relates it to the propositions of the ideal future we want: “The purpose of this initiative or pilot is….” 4. Write a short description of the proposed pilot: What, When, Where, How, Etc.