Appreciative Inquiry focuses on the strengths of the people under management and forms processes around those strengths. This is the opposite of the conventional practices which look for deficits and seek to strengthen the skill of individuals to fulfill the deficits. The deficit focus drives negative comments which drives lower morale and turnover. A positive focus drives process changes around the good skills sets which the people possess. If Executive Leadership changes the focus to a more positive perspective, it will trickle down the organization and build morale and trust.
Appreciative Inquiry Management, though simple in theory, is difficult to manage as it requires a shift in mindset often unattainable without coaching and feedback. For example, assuming that an individual may believe something that is not true when a desired result or conclusion is not reached will lead to questions on their approach and decision criteria in an attempt to guide decision-making capability. When decision-making criteria is first elicited from the employee and facilitated toward a more valid and inclusive set of decision-making criteria, then morale and trust increases. The conventional approach, to look for a problem and try to correct the problem, inadvertently leads to questions concerning “missing” criteria. This creates feelings of inadequacy and distrust. The end result can be achieved using both approaches, but Appreciative Inquiry yields much greater long-term benefits with less work. However, since this method is not intuitive, it requires more coaching and feedback from the organization. It requires a strong willingness to change processes based upon the skill of the individuals within the organization. Without an agreement to provide feedback with the assumption of good intent, it is impossible to implement.
About the Instructor:
Brian Levy is the President of BridgePort Digital, an organizational optimization firm specializing in the bridging the gap between strategic goals and strategic execution. While others in the industry have avoided metrics, Brian has been able to consistently improve productivity by over 30% within 3 to 6 months of operation. He has accomplished this feat by aligning an organization’s performance management processes to the needs of the modern-day knowledge worker; shifting the management approach from task-management to decision-management. Brian is the author of Agile Performance Management: How We manage Innovation Out of the Workplace. He is also an executive coach, and a trainer of pioneering techniques in alleviating the pain associated with the current Performance Management practices.
Meeting Leader: Eugene Chen
PDU Info: 2.0 Leadership
PMI Silicon Valley Members: $5.00
Veterans: FREE (Contact Meeting Leader for discount code.)
This event is a professional society meeting, held for the benefit of its members. The Plan Ahead registration fee paid is based on the registrant's ability to commit to attendance, ahead of time. The registration fee will not be refunded for any reason, other than event cancellation. The PMI - Silicon Valley Chapter reserves the right to make last minute changes to program content and speakers, as circumstances dictate.
|Event End Date||02-15-2022|
|Registration Start Date||01-19-2022|
|Cut off date||02-14-2022|
|No. of Leadership PDUs||2.0|