Posts Tagged ‘facilitation’
Background
The organisation is an ex-MOD facility, a big engineering employer in the local area, with an enviable steady state history and past protection from commercial pressures, which is now experiencing accelerating change. It has already passed into commercial ownership and is beginning to adapt to commercial pressures. At the point we are asked to help they have just been acquired by a new owner, and no one is quite sure what their plans might be. A new Managing Director has been appointed with a very different focus and orientation to the previous one. There is a new leader in this particular unit. And the end is in sight for the product on which this team works – no one is quite sure what this means for them.
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Tags: acting appreciatively, appreciating change, appreciative enquiry, appreciative inquiry, business psychology, Case Studies, case study, employee engagement, facilitation, leadership, positive psychology, positive psychology at work, sarah lewis, team development, uncertainty
Posted in Appreciative Inquiry, Case Studies, Change, Leadership, Positive Psychology |
This was the question posed to me recently by an HR Director taking up a new post with a big change agenda. He was attracted to the idea of positive change, but working with an organization with a long and successful history, he was challenged about how to galvanise the workforce into engaging with the necessary changes. I thought it was a great question and it has stayed with me.
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Tags: acting appreciatively, ai at work, already successful, appreciating change, appreciative enquiry, appreciative inquiry, business psychology, change, employee engagement, facilitation, leadership, management, od, organisational development, positive psychology, resistance to change, sarah lewis, strengths-based
Posted in Change, Organisational Development, Positive Psychology |
Ways to use Positive Psychology Concept Cards: Ten ideas to get you started
General
You can use these cards in a number of ways to stimulate discussion; create commonality and motivation; and to identify agreed action. Some general ideas are:
- Use the cards as they stand, the questions and the action points
- Use a rating scale ‘To what extent is this present in our team/organization/group at the moment on a scale of 1-10? What would we like to be? How can we move towards this?’etc.
- As a prioritizing tool. ‘Which five of these are most key to our future success/our development/our strategy?’
- As playing cards. Each person has some. Someone starts by laying down a card they think is important (to the topic under discussion) explaining why they think so, the person who thinks they can build on this with one of the cards in their hand lays it down with ‘yes and…’. This is a cooperative card game, with no winners or losers.
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Tags: acting appreciatively, ai, appreciating change, appreciating change cards, appreciative enquiry, appreciative inquiry, business psychology, change, employee engagement, facilitation, leadership, management, od, organisational development, positive change, positive psychology, positive psychology at work, positive psychology cards, practical positive psychology, psychology, resistance to change, sarah lewis, sarah lewis cards, strengthening teams, strengths, strengths-based, team development, working with strengths
Posted in Appreciative Inquiry, Change, Organisational Development, Positive Psychology Concept Cards, Strengths, Team Development |
Barack Obama famously crowd-sourced the finance for his election campaign, a powerful example of the ability of new technology to create a great aggregate result out of lots of small voluntary actions. But this process is not as new as it seems: Sir James Murray used a similar approach to creating the Oxford English Dictionary, a project he began in 1897.
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Tags: acting appreciatively, ai, ai at work, appreciating change, appreciative enquiry, appreciative inquiry, business psychology, crowd sourcing, employee engagement, facilitation, large group change, positive co-creation, positive psychology, positive psychology at work, practical positive psychology, psychology, sarah lewis, volunteer principle
Posted in Appreciative Inquiry |
To be informed about future masterclasses for consultants and trainers, join the mailing list!
This master class workshop will help you understand the most important findings from positive psychology and happiness research so you can help your clients reap the benefits.
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Tags: ai, ai at work, AI masterclass, appreciating change, appreciative enquiry, appreciative inquiry, business psychology, employee engagement, events, facilitation, large group change, Masterclass, positive psychology, positive psychology at work, practical positive psychology, psychology, resistance to change, sarah lewis, strengthening teams, strengths-based
Posted in Events |
Time to Think is the title of a book by Nancy Klein. It was recommended as a resource by people I trust.
The first time I read it I didn’t really get it, it seemed like a variation on what I already knew and did.
Yet people I valued kept referring to it as being a terrific resource and method.
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Tags: acting appreciatively, active listening, ai at work, appreciating change, appreciative enquiry, appreciative inquiry, appreciative listening, business psychology, Case Studies, case study, change techniques, communication, Deep listening, employee engagement, facilitation, leadership, listening, positive, positive psychology, psychology, psychology at work, sarah lewis, team development
Posted in Appreciative Inquiry, Case Studies, Change Techniques, Leadership, Team Development |
A Self-Organising Meeting
The Open Space process allows people to contribute to conversations that interest and energise them. It ensures that all topics that need to be discussed, are discussed. It allows people to add value to the discussions in a way that works for them. It disrupts established patterns of organisational behaviour, allowing new voices, views, opinions and perspectives to be heard and developed.
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Tags: acting appreciatively, appreciating change, business psychology, change, employee engagement, facilitation, large group change, management, open space, positive co-creation, positive psychology, positive psychology at work, psychology, resistance to change, sarah lewis, strengthening teams, strengths-based
Posted in Change Techniques |
What’s It For?
The World Café process is designed to help people talk together, exchanging ideas and developing their thinking about an issue in a relaxed, informal, yet purposive way. In small ‘café groupings’ of no more than six people, groups discuss particular questions or topics with the aim of expanding their understanding of their own and others’ views and of the possibilities. World Café is useful in many contexts, and excels when the main object is to connect and explore around a particular topic. At its best it produces conversation that connects, has energy, is emergent, magic and values not knowing as well as knowledge.
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Tags: acting appreciatively, appreciating change, business psychology, change techniques, employee engagement, facilitation, leadership, management, positive co-creation, positive psychology, positive psychology at work, psychology, resistance to change, sarah lewis, strengthening teams, strengths-based, world cafe
Posted in Change Techniques |
Simu-Real is a technique used to represent an organisation to itself by showing its members how the different parts of the organisation affect each other in their work. By showing how the behavior of the constituent pieces of the whole have unforeseen or unappreciated consequences elsewhere in the organisation it allows the participants to analyse and change their ways of working to be more helpful to each other. Here are answers to some commonly asked questions about Simu-Real.
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Tags: acting appreciatively, appreciating change, business psychology, change techniques, employee engagement, facilitation, large group change, leadership, management, positive co-creation, positive psychology, positive psychology at work, psychology, psychology and strategy, resistance to change, sarah lewis, simu-real, strengthening teams, strengths-based
Posted in Change Techniques |
At the Association of Business Psychologist Conference in May 2011 John Turner from the University of Hertfordshire led a session on open dialogue ‘ a simple methodology for initiating and facilitating a free flowing dialogue.
During his session he introduced ‘A collaborative method for defining the dialogue focus’. Once we had decided on a broad topic, he asked us to get into small groups and come up with 10 questions relevant to the topic.
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Tags: abp, acting appreciatively, ai, appreciating change, appreciative enquiry, appreciative inquiry, business psychology, conference, dialog focus, employee engagement, facilitation, positive psychology, psychology, resistance to change, sarah lewis, strengths-based
Posted in Appreciative Inquiry |
