Months back I had a post about Appreciate Inquiry where I also described the principles of Open Space Please take a look on the important principles of what leadership definitly also consists of…….
Ap-pre’ci-ate, v., 1. valuing; the act of recognizing the best in people or the world
around us; affirming past and present strengths, successes, and potentials; to
perceive those things that give life (health, vitality, excellence) to living systems 2.
to increase in value, e.g. the economy has appreciated in value. Synonyms:
VALUING, PRIZING, ESTEEMING, and HONORING.
In-quire’ (kwir), v., 1. the act of exploration and discovery. 2. To ask questions;
to be open to seeing new potentials and possibilities. Synonyms: DISCOVERY,
SEARCH, and SYSTEMATIC EXPLORATION, STUDY.
Obvious that design apply as a groundbreakting principle as well…..
…..it gave me the idea to create a new "Runway" - Management vs. Leadership. Any resonans in doing so? Please let me know
More about AI:
Appreciative Inquiry is about the coevolutionary search for the best in people, their
organizations, and the relevant world around them. In its broadest focus, it involves
systematic discovery of what gives “life” to a living system when it is most alive,
most effective, and most constructively capable in economic, ecological, and human
terms. AI involves, in a central way, the art and practice of asking questions that
strengthen a system’s capacity to apprehend, anticipate, and heighten positive
potential. It centrally involves the mobilization of inquiry through the crafting of
the “unconditional positive question” often-involving hundreds or sometimes
thousands of people. In AI the arduous task of intervention gives way to the speed of
imagination and innovation; instead of negation, criticism, and spiraling diagnosis,
there is discovery, dream, and design. AI seeks, fundamentally, to build a
constructive union between a whole people and the massive entirety of what people
talk about as past and present capacities: achievements, assets, unexplored potentials,
innovations, strengths, elevated thoughts, opportunities, benchmarks, high point
moments, lived values, traditions, strategic competencies, stories, expressions of
wisdom, insights into the deeper corporate spirit or soul– and visions of valued and
possible futures. Taking all of these together as a gestalt, AI deliberately, in
everything it does, seeks to work from accounts of this “positive change core”—and
it assumes that every living system has many untapped and rich and inspiring
accounts of the positive. Link the energy of this core directly to any change agenda
and changes never thought possible are suddenly and democratically mobilized.
One comment so far
Your post about AI is enlightening, reassuring and refreshing Hans. Key words in the post for me were,”… the arduous task of intervention gives way to the speed of imagination and innovation; instead of negation, criticism, and spiraling diagnosis, there is discovery, dream, and design.”
I think such strategies can strengthen teams and show how real and inspirational leadership supports and makes space for positive change to happen. Patterns of management that aportion blame, castigate, demoralise and destroy the confidence of teams are common because innovative practices in management are often not explored. There are countless reasons for this one assumes.
The approach you document fosters and acknowledges the warmth and obvious potential of the holistic human - centred strategies that are needed to address our real needs as organisations, businesses, communities and individuals. Design thinking as we all know includes this “right brain” mode in a balanced manner.
I also think your idea for a runway about Management vs. Leadership is an excellent one. I look forward to reading [and contributing to] such a space.
Thanks