— CHATBOT_CONTENT —<\/p>\n
AUSZUG
\nIt\u2019s over, isn\u2019t it? We\u2019re grateful not having been struck by the virus, not having lost any of our loved ones, but\u2026 This big \u201cbut\u201d pushs us ahead.
\nAgain we have to focus on our careers and the next holidays. The general surprise of the last months \u2013 Yes, there are alternative ways to live and work! \u2013 tends to disappear as fast as it popped up some weeks before. We again stop working from our homes and rush into the daily traffic jam. We again switch back from the daily 15 minute webmeeting to our weekly 2 hour face-to-face meetings. Not because we want to change but because we did it this way before the COVID-19 crisis killed our routines.
\nThis is to miss up a chance to learn. This would not be the case if AI (Appreciative Inquiry) would have been installed as an attitude in our hearts and heads, and routine in our organisations.<\/p>\n
INHALT
\nAppreciative Inquiry (AI) was pioneered in the 1980s by David Cooperrider and Suresh Srivastva, two professors at the Weatherhead School of Management at Case Western Reserve University, Ohio. Today it\u2019s one of the Neuroscience-based Psychology Models which could frame all levels of action, from the individuum to groups and the whole company.
\nThe key question in AI:
\nComing back to the experience I gained, whereof I want to have more in the future?
\nStarting with this positive opener, three core terms of sustainable change are set:
\nSelf-Empowerment, Purpose and Reality-Check.
\nWith AI we neither hunt white elephants nor do we escape to science fiction. Following the steps in the 4-D-Cycle both, individuals and teams, start with the strengths they gathered in the past to design their future practice:<\/p>\n
Transferring the AI process to the current situation, we all should engage against a simple return to our pre-Corona routines. Konkret. Organisationsberatung recommends to leaders to install the following procedure as part of unlocking the \u201cafter Corona business\u201d:<\/p>\n
Pass through your individual 4-D-Cycle, if needed with support of your coach.
\nInvite your team to a special come-together (virtually or not), e.g. under the headline \u201cHarvesting\u201d and ask about their positive experience during the Corona cooperation phase; write down the essence of every given story and announce one AI dialog for every given subject.
\nInstall the first AI dialog promptly after this session (virtually or not) and invite everybody to join. Nobody is forced to take part, but it is important that you as the leader do, additional facilitation might be helpful.
\nPass with the team through the 4-D-Cycle and don\u2019t forget to align those who are not part of your regular communication.
\nCelebrate your first implemented feature of the \u201cnew Normal\u201d with the whole team and continue with the next subject from the Harvesting-collection; it might be another part of the team who is interested in this subject, therefore don\u2019t forget to invite all team members for the first session of the next AI dialog!<\/p>\n
If you discover Appreciative Inquiry as your way of developing yourself, your team and your business, you as well work on the culture of cooperation. Underlining the positive experience as driver of change, you create openness for the new. Let me put it in a nutshell:
\nBy chance
\nwe were lucky to undergo that something works right.
\nBy appreciation
\nwe are able to fix it for the future.<\/p>\n
— END_CHATBOT_CONTENT —<\/p>\n","protected":false},"excerpt":{"rendered":"
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