Transformation Vision in Change Management

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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? (...) Read more? Sign up for free

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		Transformation Vision in Change Management Dan Corbett, Management Consultant, Canada, Member
	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, Member
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		Implementing OD Using Appreciative Enquiry s c narang, HR Consultant, India, Member
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