Slides by David Cooperrider during the pre-conference of the 2012WAIC. More information: http://www.2012waic.org

1. Appreciative Inquiry &
Foundations in
Positive Change Theory
David Cooperrider at WAIC 2012
Weatherhead School of Management
Case Western Reserve University
David.Cooperrider@Case.Edu

2. A Special Time in Our Field:
Re-thinking Human Organization and Change
Birth of Ai Theory
! Treasure hunt for a world full of meaning
! “Mere measurement effect”?
! Call for generative theory
Positive Revolution in Research
! Three pillars of positive psychology
! Positive PERMA
! Transformational Positivity
Whole System Excellence—agility,
speed, innovation, confident execution;
the question of SCALE. Not top down?
Not bottom up?

3. Foundations in Appreciative Inquiry
Concepts, Cases and Stories, Tools for Application
What is Appreciative
Inquiry— AI ?
It's not the strongest of
How does it unlock the the species that survive
power of INNOVATION nor the most intelligent,
inspired by strengths? but the ones most
Social construction? responsive to change."
---Charles Darwin
Where might an AI
approach multiply value
in work and business—
and in your life?

4. Social Contructionism
• Assumption of impermanence
• No laws …social realities not fixed
• Terms not derived from what is there
• No such thing as immaculate perception … all
knowing is saturated in values, conventions,
theories, time and place
• Modes of explanation: are derived in relationship
• Words create worlds, they are not mirrors
• All social action open to multiple meanings
• Theory is language & the double hermenuetic
• Alterations in linguistic practice are powerful

5. Peter Drucker…an interview I did
with him on The Next Society
The task of leadership
is to create an
alignment of
strengths…making a
system s weaknesses
irrelevant .

6. Could it Be…
Leading Change Might Be All
About Strengths?
• Why would strength connected to strength…create
change?
! Its often been said that strengths perform, but how
about the idea that…. strengths do more than
perform, they transform?
! What would it mean to create
an entire change theory around strengths?

7. Our Ai work with the US Navy
Admiral Clark, CNO

8. Did you notice the young sailor s
energy?
An estimated $300 billion is lost in the US
economy due to disengaged employees?

9. Opening Inquiry
Questions for Reflection

10. 1. A highpoint moment
in organizational life?
a. Share the story: the most
memorable parts of the initiative,
including challenges and
innovations.
b. Reflect on: root causes of
success
c. You…what were you're 3 best
qualities, or experienced strengths?

11. 2. When do people feel most
passionate? Signature strengths?
A. Your observations and experiences of _______
When do people feel most passionate and connected at ____?
Can you share an example: a hot team ; great innovation;
high engagement and performance?
B. Your Organization s Signature Strengths (continuity
question): assuming ________ will change in the future,
what are those best qualities–signature strengths, and
managerial assets, etc --that you would want to keep or
build upon, even as _______ moves into a new and
changing future?
! An example of those strengths in action?

12. 3. Images of the Future
(Your Organization in 2020)
! We wake up…it is 2020…what do you see
that is new, different, changed, better?
! I will be most proud of ________ in 2020
when…?

13. Opening Interview
(Ai conversation in pairs)
! A-->B (15 min)
! B-->A (15 min)
! Spirit of discovery— strengths, aspirations,
opportunities, results
! Take brief notes
! At the end.. summary & thanks
! Return @

15. Many Science of the
Disciplines Human Strengths
Positive images—research positive health, cultures!
Positive perception—pygmalian research!
Positive words—inner dialogue research!
Positive emotions—hope, inspiration, joy!
Positive stories—narrative, language of life!
Positive energy—high quality connections!
Positive leadership and learning—strength-based
inquiry and engagement—FEEDFORWARD!
!
See http://ai.cwru.edu !
Cooperrider s article: Positive Image, Positive Action!

16. Positivity Changes How Your Mind Works
Positivity Builds Resources
Positivity Has An Undoing Effect
Positivity Builds Resilience & Longer Life
Positivity Obeys A Tipping Point: 3:1 or Better
Positivity Is a Means to Better Ends
Positivity Can Be Cultivated
Fredrickson (1998). Review of General Psychology, 2, 300-319.
Fredrickson (2001). American Psychologist, 56, 218-226.
Fredrickson (2003). American Scientist, 91, 330-335.

17. Losada s New Research on High
Performing Business Teams
HIGH PERFORMING LOW PERFOMING
+ 6:1 ratio of positive– 1:3 ratio: one positive
(strength-based and statement in the team for
opportunity) focused every three deficiency
dialogue to negative focused statements.
(deficiency focus) dialogue.
+2:1 ratio of inquiry (learning 1:20 ratio: one inquiry (open-
focused questions) versus learning type questions)
advocacy (closed positions) for every twenty remarks
type conversation. based on advocacy.

18. Quick conversation…
! What areas--placebo, pygmalion, positive
health studies, the inner dialogue, what
good are positive emotions , rise and fall of
cultures, positive energy, affirmative
capability (bowling studies etc)—are most
interesting to you?
! Other research? An experience from your
workplace and your life?

19. The Strength of Strength-
Based Leadership is
Obvious?
The Positive Psychology Research Revolution
But Does it Translate to Life?
The 20/80 Data Set

20. Deficit Theory of Change—It s
Pervasive
Most schools, companies,
families and organizations
" Identify problem function on an unwritten
" Conduct root cause rule…
analysis
" Brainstorm " Let s fix what s wrong
and analyze possibilities and let the strengths take
care of themselves
" Action plans/Treatment
--Gallop Poll
Metaphor: Organizations are " The 80% Focus on
problems-to-be-solved Weaknesses: AACF—Which
Would You Spend Most Time
On?

21. Unintended consequences of chronic deficit discourse:!
" Fragmentation!
" Sisyphus syndrome—
exhaustion—no new vision !
" The experts must know :
increases in hierarchy!
" Spirals in deficit language!
" Isolation—hard relationships!
" Closed door meetings/fear!
" What is your “ROA?”!

22. Think about your last 6
meetings:
How many of those meetings were
convened to solve the problem of… ?
Can you guess the best
seller management book-- of
all time?

23. Deficit'Change'
Apprecia=ve)Inquiry)
(problemCanaly=c) solving )) )(strengthCmagnifying) crea=ng ))
" Iden=fy)problem) What s)Wrong? ) " Appreciate) What s)Best? )
" Conduct)root)cause)analysis) " Imagine) What s)Next? )
" Brainstorm)solu=ons)
" Design) How)Might)We? )
" Develop)treatment)C)ac=on)plans)
to) solve ) " Create) What)Will)We? )
) )
)) )
Problem)Metaphor:) )
Mystery)Metaphor:)
Organiza=ons)are:) ) Living)systems;)rela=onal)life)
) ))
problems)to)be)solved ) )) universes)of)infinite)strengths )
)
)
))
)

24. Moving From Strength to Strength
What Would We Call It?
What about the kind of change that is not just
about moving from a -2 back to a 0 ?
What about the kind of change that moves
from a +2 to a + 20?
How?

25. Hunter Douglas Case

26. Hunter-Douglas
Long Term Outcomes
• Yields surge to 98.5%--$10-12 million revenue
• Turnover hovers at ≤15% down from 42%
• $25MM in cost savings during AI work
• Multiple-year winner of the STAR award
• Top 10 Places to Work

27. 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.
- --Albert Einstein
The real act of discovery consists not in finding
new lands but seeing with new eyes.
--Marcel Proust

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

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

30. What Would You Call It?
(All These Things Taken Together)
• Achievements • Core Competency
• Strategic opportunities • Visions of Opportunity
• Technical assets • Vital traditions
• Innovations • Positive macro-trends
• Elevated Thoughts • Blue Ocean Markets
• Best Practices • Natural Capital
• Positive Emotions • Strengths of the
• Financial Assets Business ecosystem
• Tacit Wisdom e.g. value chain --
suppliers, partners,
• Brand Value customers

31. The Positive Core

32. The AI 4-D Model of Positive Change
Discovery
What gives life?
The best of what is.
Appreciating
Destiny Dream
How to empower, Affirmative What might be?
learn, and improvise? Topic Envisioning
Sustaining Results/Impact
Design
What should be –
the ideal?
Co-constructing

33. Form Groups
2+2+2 + 2=8…return _____
Introduce your partners vis-à-vis your
interviews—share highlights….
Everyone listen for patterns/insights in three
areas:
1. High Point Stories : And Analysis Root
Causes of Success?
2. Continuity themes : Things Best, To Keep ,
Signature Strengths
3. Images of the Future: Key Visions 2020

34. 1. HIGH POINTS 2. WHEN ARE 3. IMAGES OF
Patterns & PEOPLE MOST THE FUTURE WE
Themes PASSIONATE? WANT—WHAT IT
LOOKS LIKE IN
2020
CONTINUITY:
THINGS TO
KEEP EVEN AS Now create a
WE CHANGE: Time Magazine
Headline about
_____________ the new human
(Be ready to share organization—
at least one best what’s the big
story from group—
plus themes)
news cover
story?

35. Exciting Application Arenas
Appreciative Inquiry & Strength-based OD
♦ AI Summit and Mini-Summits
♦ Strategic Services
♦ Hot Teams and Collaborative DESIGN
• Technology Co-creation
♦ Sustainable Enterprise & Going Green
♦ AI Knowledge Alliances Ovationet
♦ Appreciative Metrics
♦ Project Management Tools
♦ Executive Coaching and High Engagement Org.
♦ Mergers & Alliances
♦ Internal and External Branding
♦ Strengths Based Leadership Training

36. Step One at Center of 4-D Model:
Topic Choice
! Organizations move in the direction of
what they study.
! Questions we ask determine what we
find. . .
! Topic choice is fateful

37. Most AI Type Organizational
Studies Have 3-5 Topics
! Principle of Simultaneity
! Art of Framing and Re-framing
seeing the mighty oak in the acorn
--Tojo Thachenkery

38. Best Way to Build High
Engagement and Enthusiasm?
! Do an organization
survey of low morale?
! Magnify and learn from
moments of highest
engagement &
commitment?

39. Do we really ??? want to do
one more study of…
! Or…a high commitment
! Low morale sense of ownership
! High turnover ! Or…. magnetic work
environment
! Excessive baggage loss ! Or… outstanding arrival
experiences
! Lack of follow-through and
execution ! Or… instinctive execution
! Customer complaints ! Or… revolutionary customer
responsiveness
! resistance; what are the ! Or… moments of
things getting in the way unstoppable confidence