1. Building Cooperative Capacity for an Economic Development Project Ohio Economic Development Association Annual Summit Friday, October 13, 2006

2. High Point Experience

3. Pair up with someone from your table that you don’t know. Tell your story about an exceptional workplace experience when you felt most motivated/energized and you performed your best. Each person will have 2 minutes to tell his/her story.

4. High Point Experience - Sharing Stories

5. Appreciative Inquiry

6. Appreciative Inquiry Is a Shift “No problem can be solved from the same level of consciousness that created it. We must learn to see the world anew.” “There are only two ways to live your life. One is as though nothing is a miracle. The other is as though everything is a miracle.” Albert Einstein

7. What is Appreciative Inquiry?

8. Developed in the late 1980s at Case Western Reserve University, Cleveland, Ohio as a major organizational change methodology

9. AI It is the discovery of the best in people, their organizations, and the relevant world around them.

10. AI It is an art and practice of asking unconditional positive questions that strengthen a system’s capacity to apprehend, anticipate and heighten positive potential.

11. AI It is an art and practice of asking unconditional positive questions that strengthen a system’s capacity to apprehend, anticipate and heighten positive potential. TRANSLATION: Focus on what is positive and good about the organization.

12. The Art of the Question What’s the biggest problem here? Why do we still have those problems? What is wrong with this department? What are the most frequent complaints? What possibilities exist that we have not thought about yet? What’s the smallest change that could make the biggest impact? What solutions would have us both win? What makes questions inspiring, energizing, and mobilizing?

13. Positive Image Positive Action

14. Where Do Positive Images and Stories Come From?

15. Your Vision Of a Better World

16. Problem Solving Identify problem Conduct root cause analysis Brainstorm solutions and analyze Develop action plans Metaphor: Organizations are problems to be solved Appreciate “What is” (“What gives us life?) Imagine “What might be” Determine “What should be” Create “What will be” Metaphor: Organizations are a solution/mystery to be embraced AI

17. Instead of negativity and criticism, there is discovery, dream, design and destiny.

18. Appreciative Inquiry: The “4-D” Cycle Discovery “What gives life?” (The best of what is) Appreciating Discovery “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 Destiny “How to empower, learn, and adjust/improvise?” Sustaining Destiny “How to empower, learn, and adjust/improvise?” Sustaining Affirmative Topic Choice

19. Destiny--What Will Be? “Allow yourself to dream and you will discover that destiny is yours to design.” Dr. Jacqueline Stavros

20. AI AI links the energy of the positive core directly to any change agenda, and changes never thought possible are suddenly and democratically mobilized. The Positive Core

21. The Positive Core Best business practices Core competencies Values Product strengths Visions of possibility Vital traditions Technical assets Innovations Relational resources Strengths of partners Financial assets Achievements Wisdom/knowledge Positive emotions Social capital Strategic opportunities Positive trends

22. Phoenix Development Project: Introduction [2 minutes] Identify the participant at each table whose birthday is closest to October 13 th “Birthday” participant opens the white envelope marked “Phoenix Development Project” and reads to the other participants the story of the Phoenix Development Project

23. Phoenix Development Project: Discovery Phase [20 minutes] Each participant takes a Questionnaire page from the envelope marked “DISCOVERY” At the top of each Questionnaire is the character that you will assume for today’s “introduction to AI” project Read and complete the Discovery Questionnaire for your character Share with table participants your responses to the Discovery Questionnaire

24. Discovery Phase: Themes You Discovered

25. “Discovery” De-briefing Discovery themes Development Director MayorCouncilpersonHomeowner Renter Developer

26. Phoenix Development Project: Dream Phase [20 minutes] Find the “Dream Questionnaire” for your character in the envelope marked “DREAM” Read and complete your Dream Questionnaire Share with table participants your responses to the Dream Questionnaire

27. Dream Phase: Themes You Discovered

28. “Dream” De - briefing Dream themes Development Director MayorCouncilpersonHomeowner Renter Developer

29. Wrap-Up

30. “APPRECIATIVE INQUIRY” APPLICATIONS Mission Statement/Vision Development Strategic Planning Organizational Mergers Organizational/System Design and Redesign Process and Service Enhancement Quality Improvement Initiatives Group Culture Change Civic/Community Development Umbrella for Multiple Change Initiatives in a System Appraisals and Performance Management Leadership Development Conflict Resolution Organizational Ownership

31. APPRECIATIVE INQUIRY CONSULTANT CONTACT INFORMATION Christine Zust President Zust & Company Christine@zustco.com (440) 777-7383 Robert P. Rink, Esq. AI+ Consulting, LLC r_rink@sbcglobal.net (216) 382-8560

32. Thank you

33. “AI” BIBLIOGRAPHY Barrett, Frank J. & Fry, Ronald E. (2005). Appreciative Inquiry: A Positive Approach to Building Cooperative Capacity. Chagrin Falls, Ohio: Taos Institute Publications Cooperrider, David L. & Srivastva, Suresh (1987). "Appreciative Inquiry in Organizational Life." In Pasmore,W. & Woodman, R. (Eds.), Research in Organizational Change and Development, Vol. 1, p. 129-169. Greenwich, CT: JAI Press. Cooperrider, David L. & Whitney, Diana (1999). Appreciative Inquiry. In Holman, P.& Devane, T. (Eds.), Collaborating for Change. San Francisco, CA: Berrett-Koehler Publishers, Inc. Hammond, Sue Annis (1998, 2nd edition). The Thin Book of Appreciative Inquiry. Plano, TX: The Thin Book Publishing Co. Holman, Peggy & Devane, Tom (Eds., 1999). The Change Handbook - Group Methods for Shaping the Future. San Francisco, CA: Berrett-Koehler Publishers, Inc. Kelm, Jackie (1998). "Introducing the AI Philosophy." from Hammond, Sue Annis & Royal, Cathy (Eds., 1998). Lessons From the Field: Applying Appreciative Inquiry. (p. 161-172). Plano, TX: Practical Press Inc. Pinto, Michael and Curran, Mary. (1998) "Laguna Beach Education Foundation, Schoolpower." from Hammond, Sue Annis & Royal, Cathy (Eds., 1998). Lessons From the Field: Applying Appreciative Inquiry. (p. 16 -47). Plano, TX: Practical Press Inc. Whitney, Diana & Cooperrider, David L. (Summer, 1998). "The Appreciative Inquiry Summit: Overview and Applications." Employment Relations Today, p. 17-28.