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Appreciative Inquiry Newsletter Issue 6,
August 1999
Welcome to the issue where a client gives
their view of AI. DERT, the Division of Extramural Research and Training at the National
Institute of Environmental Health Sciences (NIEHS), highlights how AI has helped
leadership flourish and the work environment improve for all. A great joy has been to see
their work recognized recently at the National Institutes of Health with a Quality of
Worklife Award. Many thanks to everyone at DERT who contributed to the article Many thanks
to Marge Schiller, and her colleague Robert Hoffman, who worked with DERT and for Marge's
encouragement and support to help bring about the article.
Also in the newsletter is information about AI training events, interesting conferences,
and a new book on AI by Charles Elliott. Back copies of the newsletter are now
available-see section 6. And in section 7, I would like your views about covering the
costs of future newsletters.
Many thanks.
Anne
CONTENTS OF THE NEWSLETTER
1. ARTICLE
Appreciative Inquiry: An Innovative Approach for DERT
by Beth Anderson with contributions by the Community Builders Committee
* Our Appreciative Inquiry History
* Bringing Out the Best
* Proud Milestones
* On the Other Hand
* Challenges for the Future
* It's just the Beginning
2. AI TRAINING EVENTS
2.1 Canada: Appreciative Inquiry Creating Constructive
Change
2.2 England
2.2.1 Improvisation and Organisation
2.2.2 Introduction to Appreciative Inquiry
2.3 Germany: Introduction to Appreciative Inquiry
2.4 USA
2.4.1 Taos Institute Appreciative Inquiry workshop
2.4.2 Taos Institute AI Summit workshop
3. CONFERENCES/EVENTS
3.1 England
3.1.1 EWMD Women's Vision in the Year 2000-The Balanced Life
3.1.2 Institute of Management Manager as an Effective Coach
3.2 USA
3.2.1 New Hampshire Social Construction and Relational Practices
3.2.2 Texas Heart of Business Next generation leadership
4. PUBLICATIONS
4.1 BOOK Charles Elliott's Locating the Energy for Change: An Introduction to Appreciative
Inquiry
4.2 ARTICLE June Training magazine
5. OTHER
5.1 AI listserver new address
5.2 AI in other languages
5.3 Moves/Laverne Webb6. WEBSITE For back copies of the AI email newsletter
7. FUTURE OF THE AI NEWSLETTER
8. NEXT ISSUE SPIRIT AT WORK
1. ARTICLE
Appreciative Inquiry: An Innovative Approach for DERT
by Beth Anderson, with contributions by the Community Builders Committee:
Sharon Beard, Co-chair
Thor Fjellstedt, Co-chair
Linda Bass, Allan Benton, Allen Dearry, Dwight Dolby, Sue Haithcock, Jerry
Heindel, Chip
Hughes, JoAnn Lewis, Jackie Russell, Anne Sassaman, Marilyn Whaley, Kim Whitcher and
Carolyn Winters
Marge Schiller, PhD, of Hingham MA is an Appreciative Inquiry consultant. Her colleague
and frequent co-facilitator, Robert W. Hoffman is from Columbia MD.
Imagine getting to spend your day trying to figure out how things in the environment
affect human health and then working with world renown scientists on this complex problem.
That is what we do in the Division of Extramural Research and Training (DERT) at the
National Institute of Environmental Health Sciences (NIEHS). We determine what is the most
important research that should be conducted in the area of environmental health science
and then we find the best scientists in the world to do the research. Through this process
we literally have the opportunity to make a difference in the public health of the
country.
We are a group of 70 professionals and we are a diverse group with different backgrounds,
styles, and priorities. We frequently find ourselves isolated and focused on our own
individual tasks rather than looking to our neighbor and seeing what a team approach may
have to offer. We are a competitive group with a commitment to excelling in what we do,
but we may not always appreciate or recognize the equal and vital roles our coworkers
provide in achieving other important DERT goals. As individuals we are performers who
get-the -job-done. As a group we aren't as likely to utilize our full potential. And that
is what lead us to "Appreciative Inquiry".
Our Appreciative Inquiry History
The DERT entered a new phase in 1997 when two things happened. The senior management of
NIEHS announced a pending organizational change for Division. As can be imagined the
change was seen as both an opportunity and a threat. The other event was that, rather
fortuitously, the senior staff of DERT were scheduled for a retreat at the Federal
Executive Institute (FEI) in Charlottesville, VA. What an excellent opportunity to address
the pending changes in positive framework. At FEI the group learned about each other on a
more personal level and what each other valued in work styles and approaches. They did
this under the leadership of Marge Schiller, the facilitator who introduced them to
Appreciative Inquiry. The retreat was a success. The senior staff were primed for the new
opportunities with a commitment to making the reorganization an exciting time for all of
DERT. And they felt that the best way to do this was to share what they had learned at FEI
with the Division at a DERT retreat.
Three months later Marge and her colleague Bob Hoffman joined DERT staff in a
Division-wide retreat. It was two exciting and productive days. We used Appreciative
Inquiry to learn more about each other, how we would like for the Division to operate, how
we each perceived each others roles, what was important to each other and on and on. It
was a time for learning, laughter and even tears. But this wasn't just a two day event.
Marge and Bob set the stage for this to be an evolving venture for DERT.
At the retreat we began work on a Vision, Values and Leadership statement. We did this, in
small groups, and all of us contributed. A year later when the document was finished, we
each had ownership and our own words were included. While we were at the retreat, we also
identified action areas that were important to us and important to the way DERT did
business. We formed action groups and made a commitment to explore opportunities for
change in these areas. Over the last two years DERT has reaped the benefits from these
activities.
We have continued to have refreshers on Appreciative Inquiry. In 1998 we had a follow up
retreat with Marge and Bob, and we have had several Division Staff meetings where we have
built on Appreciative Inquiry philosophies and activities. We have established a committee
that is represented by all levels and sections of DERT called the Community Builders
Committee (CBC). This committee is charged with helping ensure that Appreciative Inquiry
stays alive and well within DERT, that the Vision, Values and Leadership statement are
part of the credo of DERT activities and that the community spirit of DERT prospers.
Bringing Out the Best
Change is difficult even when it is good change. Trying to implement Appreciative Inquiry
and what we learned in our first retreat in 1997 was a challenge. For example, when the
Community Builders Committee was established it was in new territory with no guarantee of
success. It was a group that hadn't worked together and the focus of the group was also a
little alien. Simultaneously, the CBC had to define their role, and provide leadership for
teamwork for the Division. Although the Committee had the support of DERT senior
management, it had to rely on the commitment and willingness of its members to assume
additional responsibilities outside each member's normal workload. What CBC found was that
there was willingness and interest in making this Committee a success and an asset to
DERT. They found that there was leadership at all levels of the CBC and they saw hidden
talents emerge. As a result of their effort, there have been examples of success. They
coached and encouraged the action groups to stay on target and produce results. They
infused DERT staff meeting with Appreciative Inquiry questions. They oversaw the
finalization of the Vision, Values and leadership statement. And they continue to look for
innovative approaches for keeping the Division on track by building a better DERT team.
On an individual level each experience with Appreciative Inquiry is different and what we
have learned varies. One coworker feels there is an increased willingness to be open and
discuss issues more directly. It is easy to complain or 'talk behind someone's back'; it
takes a higher level of trust to confront a situation directly. There seems to be more
willingness to do this now. Another coworker notes there are some initiatives underway
that have the potential to lead to increased delegation of authority. As this falls into
place, it leads to a sense of empowerment among staff members. Personally, I felt more
comfortable being disengaged from those I did not work with directly, but now I look for
opportunities to be more of a participant, to be more involved and to learn about my
coworkers. In Appreciative Inquiry language, I see the value of co-construction of ideas.
Proud Milestones
DERT has embarked on a path of improving its teamwork and work environment, and views it
as an ongoing activity where there will always be room for improvement. Just the same, it
is a good feeling to recognize the many accomplishments that have already been achieved.
For example, one of the action groups focused on 'awards' and how to utilize the current
award system to better demonstrate recognition and appreciation. They came up with a neat
and innovative idea: peer awards. It took some doing to set up a procedure that would work
within the Federal system, but now it is in place. Each of us can give any other staff
member an award. It is a great feeling to be able to recognize a colleague with a little
something when they have done something that you appreciate. It is a win - win situation
for both the giver and the receiver and on broader scale helps build community spirit.
On the Other Hand
Change can be slow in coming and in some instances, after using the AI dialogue process,
the issues are not immediately resolved. This is the situation for dropping the use of
titles. In the spirit of creating a more open and less hierarchical environment, some of
the staff felt that it would be of benefit if everyone was on a first name basis. The
Division is comprised of professionals, some have PhDs and some don't. There is a common
practice for all of the PhDs to address everyone by first name, but some non PhDs address
those with PhDs as "Dr. So'n'so", especially the male PhDs, while everyone else
is addressed by their first name. This issue was discussed at different DERT forums and it
was determined that some staff were not comfortable with dropping the use of titles in
informal settings. Our initial dialogue suggested that we operate in our individual
comfort zone while being respectful of each others preferences. We have yet to develop a
shared common vision and the challenge to do so remains.
Challenges for the Future
We are on track for creating a better environment for DERT, but it is a journey and one
that we will probably want to continue for a long time. There are some specific issues
that we want to be certain to include on this path such as change, teambuilding,
leadership and communication.
To be dynamic and to evolve requires continual change. We must focus on constructive
mechanisms of change. As we evolve we must use avenues that are inclusive of the whole
Division rather than mechanisms that fracture the Division. How easy it is to be defensive
and possessive when you are not comfortable and confident that you will be included - - as
an individual or a group.
Dialoguing with each other must be an important component of any path that we take. Our
individual roles and responsibilities are not always conducive to teamwork, but the
benefits that we can gain by working together are substantial. Currently we are looking
into establishing 'launch teams' which will be tripartite teams that bring together
different sections of the Division to work toward common goals. Through mechanisms such as
these we can lighten each others workload and improve our appreciation of our coworker's
roles and responsibilities.
Our leadership philosophy talks about everyone being a leader. Finding ways to bring out
and build leadership skills at all levels and to recognize it in many forms is another
important component of our path. We feel that one way that we can achieve Division-wide
leadership is by empowering everyone to participate in the process. By using all of our
leadership resources, we have the opportunity to foster a spirit of problem solving and
creativity.
Good communication is a critical component of any organization. When communication breaks
down all elements of the process suffer. Within DERT communication must move in all
directions, up the channels, down the channels and across the channels. Staff must be
encouraged to share how things work with their peers, discuss directly and honestly issues
that they have, keep each other informed of pending activities in a timely fashion and
refrain from withholding information. We need to actively explore different styles and
modes of communication and determine which work best. Through enhancing communication we
stand to be more efficient and effective and at the same time create a more appreciative
work environment.
It's just the Beginning
Appreciative Inquiry is a new approach for DERT that began in 1997. It has turned out to
be a tool and a philosophy that we have used with success. We have found it to be
open-ended and something that we can continue to use and build upon. It has been a non
threatening approach that has allowed for the comfortable involvement of even those who
were hesitant to participate. It has provided us with a forum to generate great ideas and
to see them through to fruition. As it is such a positive approach it has unlimited
potential and it will be to our Division's benefit when we continue to examine our own
assets and opportunities and to build on them. As scientists we still use and honor
traditional problem solving methodologies, but our capacity for implementing change has
been enhanced by learning to look at models of success. As our Director Anne Sassaman says
"I have been extremely pleased and excited about the results of the Division's use of
the Appreciative Inquiry approach. I have seen leadership blossom and flourish among staff
at various levels, and the model of building on success has been a good one for the
Division. It was particularly rewarding to see the Community Builders Committee recognized
recently at the National Institutes of Health with a Quality of Worklife Award, and I'm
optimistic that the Division will continue to find new ways of dealing with change and
enhancing the work environment for all."
2. AI TRAINING EVENTS
2.1 CANADA Alberta
Title: Appreciative Inquiry: Creating Constructive Change
Dates: Three day workshop October 13-15, 1999
Place: The Centre for Learning at Ghost River Crossing (west of Calgary)--a beautiful,
inspiring learning forum in a natural environment.
Workshop leaders: Cathy Royal, PhD, and Lia Bosch, MSOD
Contact: Lia Bosch at creative.edge@cadvision.com or at 403-286-2050.
2.2 ENGLAND
2.2.1 Improvisation and Organisation Seminar with Frank Barrett, author, jazz pianist and
AI/OD consultant ***ONLY A FEW PLACES LEFT***
Date: Friday, 17 Sept 1999. Time 10.30am to 4.00pm Location: Groucho Club +piano, in the
heart of London's jazz land Cost 58.75 pounds sterling (inc VAT)payable by cheque or
credit card Contact Anne Radford (editor@aipractitioner.com)
2.2.2 Workshop: Introduction to Appreciative Inquiry
Dates: 13-15 October 1999
Workshop leaders: Frank Barrett, Marsha George, Adrian McLean
Contact Marsha or Adrian on e-mail MCLGEO@compuserve.com
2.3 GERMANY
Workshop: Introduction to Appreciative Inquiry
Dates: November 1-3, 1999 Workshop leaders: Anne Radford and Walter Bruck Location:
Frankfurt area
Contact:: Walter Bruck Walter.Bruck@t-online.de
2.4 USA New Mexico
2.4.1 Taos Institute Appreciative Inquiry workshop. Participants will learn about theory
and practice of AI to individuals as well as groups
Dates: November 1-5, 1999 Location: Taos, New Mexico.
Workshop leaders: David Cooperrider and Diana Whitney
2.4.2 Taos Institute AI Summit workshop. Summit method for working with large groups
(100-2000 people)
Dates: November 5-6 1999 Location Taos, New Mexico
Workshop leaders: David Cooperrider and Diana Whitney
This workshop follows the AI workshop (for an additional fee) so it is a way to get to
both workshops.
For more information contact Diana Whitney at 505-751-1232 , or Dawn Dole at
1-888-999-TAOS or coopdole@modex.com .
3. CONFERENCES/EVENTS
3.1 ENGLAND
3.1.1 European Women's Management Development Network (EWMD) Seminar: Women's Vision in
the Year 2000-The Balanced Life Open to members and non-members. Roffey Park Management
Institute Facilitator: Anne Radford Date:Saturday, 16 October 1999
Contact: Doris Jeckle, Chair, EWMD Djeckle@compuserve.com
3.1.2 Institute of Management Manager as an Effective Coach
Date: 6 October 1999 Course Leader: Anne Radford Central London
Contact IM booking line 01536-207373 or fax 01536 207384.
3.2 USA
3.2.1 New Hampshire Conference: Social Construction and Relational Practices. An
international conference co-sponsored by the Taos Institute and The University of New
Hampshire . Helen Brewster, the conference concierge, (hcb@christa.unh.edu) says "Our
hope is to include as many voices as possible." Date: September 16-19 1999
For information or to register, contact the website www.unh.edu/taos
3.2.2 TEXAS Heart of Business Conference: Next generation leadership conference Kyle
Fuller (kpfuller@worldnet.att.net)
Topics include: learning organizations and systems thinking, and appreciative inquiry and
organizational development. Speakers include Peter Senge and Starbucks VP Linda
Clark-Santos.
Dates: Sept 22-24 1999 Place: Austin Tx Townlake Hyatt Regency ( hotel info and block
rates 800-233-1234) Conference info 512-416-1242
4. PUBLICATIONS
4.1 BOOK Recommendation: John Brown, Dhaka, Bangladesh (jbsl@citechco.net) and others have
recommended Charles Elliott's book "Locating the Energy for Change: An Introduction
to Appreciative Inquiry" recently published by the International Institute for
Sustainable Development "The book is divided into three parts: theory, practice and
experience -case studies. I think it's excellent."
Price 15.00 USD, inc shipping. To order contact IISD at info@iisd.ca or
http://iisd.ca/about/prodcat/ordering.htm
4.2 ARTICLE ON AI AI is featured on the cover of June TRAINING Magazine. One way to get
the article is to go through the Heart of Business web site http://www.heartofbusiness.org
where there is a link to the article.
5. OTHER
5.1 The Appreciative Inquiry Listserver
Jack Brittain, the list moderator, moved from Texas to Utah--and the ai listserver has
moved with him. To find out more about the listserve write to Jack Brittain
Brittain@business.utah.edu. This list is sponsored by the David Eccles School of Business,
University of Utah http://www.business.utah.edu
5.2 AI IN OTHER LANGUAGES: MORE RESOURCES
AI in Greek Tessie Catsambas (encompass@usa.net) is a Greek national , works with Greek
clients in the U.S. and in Greece, and has translated AI materials in Greek.
5.3 MOVES: From Iowa to the Maryland Eastern shore
Laverne Webb (Laverne W@aol.com) moved from Iowa to the Eastern Shore of Maryland --
across the Chesapeake Bay from Annapolis. She says 'I plan to keep my business
"presence" in the midwest as well.' Her email address stays the same.
6. WEBSITE Back copies of the email AI newsletter
Over the year, Jack Brittain and I had talked about housing the backcopies of the AI email
newsletter on the AI listserver website or on my own website. Eventually, I got round to
setting up a website. Back copies of the newsletter are now available for reading or
downloading at http://www.aradford.co.uk/AInewsletter.htm
The newsletters are in the AI Resource Centre part of the website. This is where I have
links to other AI sources/sites. If you have a site you think I should be linked to, and
you want to be linked to my Resource Centre, do contact me.
7. FUTURE OF THE NEWSLETTER Covering costs and combining
resources
The other issue that needed attention was the distribution list: I was spending too much
time just updating the list each quarter, when I really wanted to spend the time bringing
together the material! So, I have found a reliable system for updating addresses,
distributing and storing the newsletter.
There are costs involved. I asked everyone in the virtual team for their views on the best
way to deal with these on going costs. What kind of response could we co-create?
The constructed response was to suggest asking each person who reads the newsletter to
give a nominal amount once a year, such as $5, which would keep them on the mailing list.
If there is anyone who wants to contribute $10 a year that would be great. To make it
easy, they could pay this with their credit card. It would be their contribution to
maintaining the service and keeping it alive. I will continue to give my time and effort
to the newsletter, and post the back copies on the website.
In the spirit of continuing the co-construction, please let us know what you think.
8. NEXT ISSUE: SPIRIT AT WORK
Do send your examples of where you have seen the spirit at work come alive or be
strengthened through using Ai principles and ways of working. You may have seen something
happen in one person, a team or an organisation. Do tell the rest of us about it. Please
send your example by 18 October.
COUNTRY CONTACTS/CO-ORDINATORS
If you know people who would like to contribute information for the newsletter, please let
one of the following people know:
Walter Bruck/Germany Walter.Bruck@usa.net
Gervase Bushe/Canada bushe@sfu.ca
Steve Cato/USA West Coast scato@worldnet.att.net
Bart Cox /South Africa letsema@wn.apc.org
Joep de Jong/The Netherlands joep.dejong@syntegra.nl
Muriel Finegold/USA East Coast Marafine@aol.com
Mette Jacobsgaard/Denmark 101572.622@compuserve.com
Bill Kinsey/Zimbabwe bkinsey@econ.vu.nl
and root@bruin.uz.zw
Liz Mellish/Australia info@mellish.com.au
Ravi Pradhan/Nepal ravip@mos.com.np
Hamdi Qenawi/Egypt qenawi@usa.net
Anne Radford/England + Newsletter Co-ordinator editor@aipractitioner.com
Marge Schiller/USA East Coast mrsentp@aol.com
Magdalena Steinmeyer/Mexico hgstein@ibm.net
Laverne Dees Webb/USA East Coast lavernew@aol.com
Margaret Wright/Scotland 100067.2577@compuserve.com
If you would like to SUBSCRIBE or UNSUBSCRIBE to the newsletter, write to me (editor@aipractitioner.com)
I hope you have enjoyed this. Do let me have your feedback and comments. Issue 7 will be
distributed in November 1999.
Best regards,
Anne Radford
London, England
Do forward the newsletter to as many people as you like |
