X
Why register?
Welcome to the world's #1 website about management.
- Discover 1000s of knowledge centers.
- Learn from colleagues and experts.
- Share best practices with 1,000,000 members.
- Accelerate your management career.
- 100% free.
|
Transformation Vision in Change Management
Ernest Klokow, Consultant, South Africa
I am involved with change management in public organizations and a common way to start the process is to create a transformation vision. The first aspect that this document addresses is "the need for change" and goes on normally to define what is wrong in the organization that needs to be changed and then deals with what the cost will be if we stay the same.
Now that I have learned about AI this seems a negative approach, although the document later moves to a vision of what we foresee in the future and what the advantages of the change would be. Will it really be the best approach if we totally ignore the problems and concentrate on only the positive? Will the problems then disappear by themselves in time?
|
|
| |
|
Transformation Vision in Change ManagementDan Corbett, Management Consultant, Canada AI is not about ignoring the "problem" so much as focusing on what is working well and then building on that strength so that the enabling forces in an organization become stronger and have impact on the restraining forces. By focusing on strengths, and working positive change through the system, what is now seen as a problem oriented focus becomes an opportunity oriented focus. It does work! |
|
| |
|
Vision (based on an AI Experience with a Bank)TOLLEC BERNARD, Consultant, France I have worked with the departement of a bank (customer service) to help them creating their vision. I have used the two first steps of AI (including the affirmative topic which was twofold: customer satisfaction and team satisfaction). The results have been great and we came to a good results at the end of the day. When the feedback that is coming back is negative, just ask the person to state positively what he/she is telling negatively. You open a door giving the person and the group another perspective instead of closing the door with the netative way of stating what is at stake. It worked!! |
|
| |
|
Implementing OD Using Appreciative Enquirys c narang, HR Consultant, India We implemented OD in a R&D organisation using AI. Th module was on "building a culture of excellence". After discovering the hidden potential, the organisation is on a path to innovate continuously, team spirit has improved. The focus on reviewing personal and organisational commitments after design stage is crucial for success of OD effort. |
|
| |
|
Do you wish to study further? You can learn more from the summary, forum, discussions, lessons, courses, training, instructions, expert tips, best practices and education sources. Register.
|
|
|
|
|
Special Interest Group Leader
|
|
|
More on Appreciative Inquiry
|
|
|
|
|
|
|
|
JC de Jong