Transformation Vision in Change Management

Appreciative Inquiry
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Ernest Klokow
Consultant, South Africa

Transformation Vision in Change Management

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?

  Dan Corbett
Management Consultant, Canada
 

Transformation Vision in Change Management

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!

  TOLLEC BERNARD, France
 

Vision (based on an AI Experience with a Bank)

I have worked with the departement of a bank (customer service) to help them creating their vision. I have used the two ...

  s c narang
HR Consultant, India
 

Implementing OD Using Appreciative Enquiry

We implemented OD in a R&D organisation using AI. Th module was on "building a culture of excellence". After discovering...

 

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