Appreciative Inquiry (AI) is a powerful tool for organizational change. It is based on the idea that organizations are best served by focusing on their strengths and successes, rather than their weaknesses and failures. AI encourages participants to explore what is working well and identify ways to build on those successes.
Audience
The Appreciative Inquiry Tutorial is intended for anyone who is interested in learning more about Appreciative Inquiry. It is ideal for those who seek to learn more about Appreciative Inquiry as a method of organizational change, as well as those who wish to apply the principles and techniques in their own workplace. It is also suitable for educators, trainers, coaches, facilitators, and consultants who want to incorporate Appreciative Inquiry into their practice.
Prerequisites
This Appreciative Inquiry Tutorial is designed for individuals with an interest in learning about and understanding the concept of Appreciative Inquiry. This tutorial is suitable for anyone from beginners to advanced users, and no prior knowledge of Appreciative Inquiry is required. It is recommended that participants have a general understanding of organizational dynamics and the ability to think critically.
Appreciative Inquiry – Introduction
Appreciative Inquiry (AI) is a type of organizational development and change management tool that focuses on positive aspects of an organization, team, or individual. AI is based on the idea that organizations can strengthen and build on the strengths and successes of current practices, rather than focusing solely on weaknesses or areas for improvement. The goal is to create a shared vision, values, and goals by leveraging and expanding on the positive elements of an organization or team. The basic premise of AI is that positive change comes from positive inquiry, and that focusing on success and strengths can be more powerful than focusing on failure or weaknesses. AI is based on a set of core assumptions and values, which include the idea that people and organizations are naturally creative, resourceful, and capable of achieving great things, that the best way to solve problems is to look for what works, and that collective inquiry and dialogue can lead to transformation and growth. AI has been used in many different settings, including business, education, and healthcare.
What is Appreciative Inquiry?
Appreciative Inquiry (AI) is an organizational development methodology that focuses on the positive aspects of an organization, its people and its processes. It utilizes the principles of positive psychology to identify and build upon an organization’s strengths and successes. AI seeks to uncover the best qualities of an organization and its members, and then develop strategies to amplify those qualities and achieve success. AI is a strengths-based approach which emphasizes collaboration, dialogue, and creativity to build a shared vision of success.
Dealing with Change
When it comes to dealing with change in Appreciative Inquiry, it is important to focus on the positive aspects of the change. Appreciative Inquiry focuses on the strengths of individuals and organizations and works to identify, build upon, and celebrate those strengths in order to create positive change. Therefore, when dealing with change, it is important to focus on the potential benefits of the change, as well as the potential challenges. It is also important to create an environment of open communication, where people can express their concerns, fears, and ideas for solutions. Additionally, it is important to identify and develop strategies for how to support those affected by the change. Finally, it is important to provide training and resources to ensure that the change is implemented successfully.
Appreciative Approach – Basic Principles
1. Focus on what works: Appreciative Inquiry (AI) encourages individuals to focus on what is working right within an organization or system, rather than on what isn’t working. By identifying strengths, successes, and successes, and building upon them, AI helps to foster a positive and productive environment.
2. Embrace change: AI recognizes that change is an inevitable part of life, and works to embrace and accept it. It encourages individuals to consider different perspectives and approach existing problems in new and different ways.
3. Ask questions: AI involves asking questions in order to understand an organization or system, and to identify and build upon what works. Questions are used to explore and gain insight into the organization or system, and to uncover possibilities for success.
4. Encourage collaboration: AI encourages collaboration between different individuals and groups in order to work towards a shared vision. By involving a range of stakeholders, AI helps to ensure that everyone’s voice is heard and taken into account.
5. Create a learning environment: AI works to create an environment in which learning and growth are encouraged. This creates an atmosphere of trust and respect, and helps to foster creativity and innovation.
Appreciative Approach – Methodologies
Appreciative approach is a method of facilitating positive change in organizations by focusing on what is working, rather than what is not. It is based on the philosophy that individuals and organizations are naturally endowed with the capacity and resources to create a positive future. The purpose of the appreciative approach is to develop a shared understanding of the core values, strengths, and successes of an organization, and use this understanding to create meaningful and productive change.
The appreciative approach is based on the idea that by focusing on the positive aspects of an organization, and building on them, the organization will become better and more successful. This method of change is based on the assumption that the individual, group, or organization already has the resources and abilities to create a positive future. It focuses on what is working and what is successful, and encourages individuals to build on those successes.
The appreciative approach follows a process of four steps: discovery, dream, design, and delivery. In the discovery stage, individuals and groups are encouraged to identify, discuss, and explore the positive aspects of their organization, such as successes, strengths, values, and relationships. In the dream stage, individuals and groups are encouraged to imagine and articulate a vision of the future, and to identify the resources, relationships, and strategies needed to achieve this vision. In the design stage, individuals and groups are encouraged to develop a plan of action to move towards their vision. Finally, in the delivery stage, the plan of action is implemented and monitored.
The appreciative approach is based on the belief that individuals and organizations can create their own future, and that this future should be based on the positive aspects of the organization. It is an effective tool for creating meaningful and productive change, and has the potential to create a more positive and successful organization. By focusing on the strengths and successes of the organization, the appreciative approach can help organizations to create a shared vision and to move towards it in an effective and sustainable manner.
Appreciative Research
Appreciative research focuses on exploring, understanding, and amplifying positive experiences and outcomes. It seeks to highlight successful practices and outcomes, rather than to identify problems or areas of improvement. Appreciative research often involves interviews or surveys to uncover stories and experiences of success, which can then be used to inform decision-making and other aspects of organizational practice. This type of research is often used to foster a culture of appreciation and gratitude within an organization, as well as to inform organizational strategies and plans for the future.
Appreciative Inquiry – The 4D Cycle
Appreciative Inquiry (AI) is a process of inquiry created by David Cooperrider and Suresh Srivastva in the 1980s. It is based on the idea that organizations should focus on the positive aspects of their systems, processes, and people in order to create positive change. AI follows a 4-D cycle of inquiry in order to create positive change. The four phases of the cycle are:
1. Discovery: This phase focuses on understanding the current context of the organization and determining the strengths and successes that can be leveraged to create positive change. This phase often includes interviews and focus groups to understand the current reality.
2. Dream: In this phase, the organization imagines what the ideal future state may look like and determines the values and principles that will guide the organization.
3. Design: This phase involves creating a plan of action to reach the desired future state. This plan should include measurable goals, steps to take to reach those goals, and a timeline for achieving them.
4. Destiny: This phase focuses on implementation and following through with the plan. It involves monitoring progress, making adjustments, and celebrating successes.
The 4-D cycle of Appreciative Inquiry is a powerful tool to create positive change in an organization. It allows organizations to focus on their strengths and successes in order to create an ideal future state.
Choosing an affirmative theme
Inquiry moves on to the following four phases
Discovery Phase: The Discovery Phase involves analyzing the problem and gathering all the relevant information needed to create a successful solution. During this phase, stakeholders are identified and interviewed to understand their needs and goals. The team will also conduct research and develop a plan to address the problem.
Dream Phase: The Dream Phase is the creative part of the process where the team works together to come up with innovative solutions. During this phase, the team will brainstorm ideas, sketch out potential designs, and come up with a concept that will address the problem.
Design Phase: The Design Phase is where the creative ideas from the Dream Phase are turned into tangible solutions. During this phase, the team will create detailed designs and prototypes of their solutions. The team will test their designs and iterate until the solution is finalized.
Destiny Phase: The Destiny Phase is the implementation of the solution. During this phase, the team will create the final product, launch it, and monitor its performance. This phase also includes training users on how to use the product and providing customer service.
Appreciative Inquiry – The Discovery Phase
Appreciative Inquiry (AI) is an approach to organizational change that focuses on the strengths and successes of an organization to identify areas of potential growth and development. It is based on the assumption that by understanding and appreciating the past successes of an organization, it can become more effective in the future. The Discovery Phase of AI is the first step in the AI cycle and involves a series of questions that help the organization uncover its core strengths and positive characteristics.
The Discovery Phase of AI begins with the organization identifying its strengths and successes. This is done through the use of appreciative inquiry interviews, which involve asking questions that focus on the best moments and experiences of the organization. The organization can also use the results from organizational assessments or surveys to help uncover its strengths. The results of the Discovery Phase should be used to identify the core values, beliefs, and principles that guide the organization and its culture.
Once the organization has identified its strengths and successes, the next step is to explore the reasons and motivations behind them. This can be done through the use of interviews and other activities such as focus groups and brainstorming sessions. Through this process, the organization can gain a better understanding of why it has been successful in the past and what it can do to build on its successes in the future.
The final step of the Discovery Phase is to identify the potential areas of focus for future growth and development. This can include identifying new opportunities, exploring new customer segments, or improving existing processes and products. The organization should also consider any potential challenges that may arise in the future and how they can be addressed.
The Discovery Phase of Appreciative Inquiry provides the organization with an understanding of its strengths and successes, as well as the motivations behind them. It also helps the organization identify potential areas of focus for future growth and development and prepare for any potential challenges. By using the results from the Discovery Phase, the organization can then move forward to the other phases of the AI cycle.
Questions Asked during the Discovery Stage in Appreciative Inquiry
During the Discovery Stage of Appreciative Inquiry, the questions asked should focus on the positive aspects of the organization or community in order to gain an understanding of what is working well and what has been successful in the past. These questions should be open-ended and focus on topics such as strengths, accomplishments, successes, resources, and relationships. Examples of questions that can be asked during the Discovery Stage include:
• What is the most successful project or initiative that this organization has undertaken?
• What are the strengths that make this organization unique?
• What resources have been particularly helpful in achieving success?
• What relationships have been important in helping to achieve goals?
• What are the biggest accomplishments of this organization?
• What strategies have been most effective in making progress?
• What do you believe to be the core values of this organization?
• What are the most important goals of this organization?
• What has been the most rewarding experience for members of this organization?
• What are the core competencies of this organization?
• What makes this organization stand out from its competitors?
• What is the most inspiring story about this organization?
• What are the most meaningful contributions this organization has made?
• What has been the most successful strategy for achieving goals?
• What are the best practices that have been used to reach outcomes?
Appreciative Inquiry – The Dream Phase
Appreciative Inquiry (AI) is a form of organizational development and change management that focuses on the positive aspects of an organization and its people. It is based on the idea that organizations are at their best when they focus on their strengths, rather than attempting to fix what is wrong. The Dream phase of AI is the first stage of the process and involves exploring the ideal situation or vision for the organization. This involves asking questions such as, “What is the vision for this organization?” and “What does success look like?” This phase allows for a shared understanding of the organization’s desired future state, as well as a framework for how to get there. It is a key part of the AI process, as it provides the inspiration and focus needed to move forward.
Questions Asked during the Dream Stage
1. What inspired you to pursue this dream?
2. What do you most want to accomplish with it?
3. How will achieving this dream make a difference?
4. What strengths and resources will you need to make it a reality?
5. What do you need to believe in order to make this dream come true?
6. What support do you need to make this dream a reality?
7. What obstacles do you anticipate?
8. How can you celebrate small successes along the way?
9. What will success look like once the dream is achieved?
Dream Appreciative Interview Theme in Appreciative Inquiry
An Appreciative Interview Theme in Appreciative Inquiry is a set of questions that are used to uncover the positive experiences of a person or a group in order to explore and understand what is working well. This type of inquiry is based on the belief that the best way to create positive change is to build upon existing strengths and successes. Appreciative Interviews are most often used in work settings, such as employee development and organizational change initiatives.
The Appreciative Interview Theme allows the interviewer to focus on what is going right and to find out how it can be replicated and amplified. The Theme provides a structure for the conversation and serves as a framework for the conversation to move forward. The Theme can be tailored to the specific context and questions can be adapted to the individual or group being interviewed.
The Appreciative Interview Theme should focus on the strengths and successes of the person or group. Questions should be designed to uncover and explore the positive experiences, thoughts, and feelings that the person or group has. The questions should also be designed to uncover the underlying motivations, values, and needs that have enabled the person or group to be successful.
The Appreciative Interview Theme should also be designed to uncover the resources, strategies, and processes that have enabled the person or group to be successful. It should also be designed to explore the challenges and obstacles that the person or group has faced and to identify and analyze ways to overcome them.
The Appreciative Interview Theme should be designed to create an atmosphere of appreciation and respect. It should be designed to encourage open and honest conversations and to foster a sense of mutual understanding and collaboration. It should be designed to create an environment of trust and safety in which people feel comfortable to share their stories and experiences.
The second part of the dream in Appreciative Inquiry
In the second part of the dream, the Appreciative Inquiry process is applied to the individual or group in order to uncover and celebrate the best of what is. This could involve exploring past successes or experiences that were meaningful, looking for patterns or themes in what has worked in the past, and identifying core values, strengths and assets. The process of Appreciative Inquiry also includes building a shared vision for the future. This is done by identifying what one or the group would like to see in the future, clarifying the desired outcomes, and constructing a compelling story about what could be. Finally, action plans are created to bring the vision and desired outcomes to life. These plans should focus on the strengths and assets that have been identified, and on creating a positive, energizing environment that encourages innovation and progress.
Setting the Theme in Appreciative Inquiry
Appreciative Inquiry is an approach to organizational change that focuses on the positive elements of an organization. It is based on the idea that organizations have strengths and resources that can be used to create solutions and foster positive change. Appreciative Inquiry is a process of inquiry that focuses on what is working well, what is successful, and what is most valued. It focuses on strengths rather than weaknesses, and on possibilities rather than problems.
The theme of Appreciative Inquiry is often determined by the organization or group that is engaging in the process. The theme serves as a guide for the inquiry process and is usually based on the organization’s core values or goals. The theme can be broad, such as “innovation” or “collaboration,” or it can be more specific, such as “building a customer service culture” or “increasing employee engagement.”
The theme helps to shape the conversation and focus the inquiry process. It allows the group to explore the current situation and envision a more desirable future. It helps to create a shared understanding of the organization’s strengths and weaknesses, and it gives the group a common language for discussing and exploring possibilities.
The theme also serves as a reminder of the organization’s purpose and values. It helps to keep the inquiry process on track and ensure that it remains focused on the desired outcomes. It also helps to maintain a positive and constructive atmosphere and prevent conversations from becoming overly negative or critical.
Appreciative Inquiry is a powerful tool for organizational change, and its success depends in large part on the theme that is chosen. Choosing an appropriate theme allows the inquiry process to focus on the organization’s strengths and resources and use them to create positive change.
Enlarging the Dream in Appreciative Inquiry
Appreciative Inquiry is a way of improving an organization through focusing on its strengths rather than its weaknesses. It is a strengths-based approach to organizational change and development that magnifies the best of what is in order to envision and create a better future. Enlarging the dream of Appreciative Inquiry involves looking outward to the larger environment, both internal and external, to see how the organization can create positive systemic change. This includes examining the organizational culture, customer relationships, and the competitive landscape, in order to identify opportunities for growth and improvement. It also involves looking within to the team dynamics, shared values, and individual potential to unlock even greater possibilities. In this way, Appreciative Inquiry can be used to catalyze innovation, create sustainable value, and build a more resilient and adaptive organization.
Appreciative Inquiry – The Design Phase
Appreciative Inquiry is a collaborative problem-solving process that focuses on the positive aspects of a situation and works to build on them. During the design phase of Appreciative Inquiry, the team works together to develop a plan for change. This plan is based on the positive aspects of the situation that have been identified in the previous phases. The team works together to develop a vision for the desired future and set goals for achieving that vision. The plan also includes a strategy for implementing the desired changes and a timeline for when the changes should take place. Finally, the team works to identify potential obstacles and develop strategies for overcoming them.
Conversion to concrete plans
1. Identify and celebrate what is going well: Take time to understand the current state of the organization and the progress it has made, including the successes of employees, departments, and initiatives.
2. Reframe the challenge: Create a new problem statement that focuses on the strengths and successes of the organization rather than its weaknesses.
3. Create a vision: Create a shared vision of the desired future state that is inspiring and achievable.
4. Identify and prioritize opportunities: Identify and prioritize opportunities for change, focusing on those areas where the most value can be gained.
5. Develop action plans: Develop detailed action plans to move from the current state to the desired future state.
6. Monitor and adjust: Monitor progress and adjust plans as needed to ensure that the desired outcomes are achieved.
Appreciative Inquiry – The Destiny Phase
Appreciative Inquiry (AI) is a process for discovering, exploring, and creating positive change in organizations. It is a form of organizational development that focuses on the strengths, successes, and positive aspects of an organization as a way to build on those positive aspects to create positive change. The Destiny Phase of AI is the final stage of an AI intervention. This phase focuses on the vision and potential of the organization and works to develop a plan for achieving its goals. During this phase, participants come together to build a shared vision of the future and to develop strategies and action plans for achieving it. The Destiny Phase is a time to create plans for implementation, decide on roles and responsibilities, and identify resources that will be necessary to achieve the desired outcomes.
Appreciative Inquiry – Advising
Appreciative inquiry is a positive approach to advising that focuses on strengths and the potential of individuals. It emphasizes the ability of advisors to create a positive environment which encourages learners to explore their own strengths, possibilities and potential for growth. Advisors working from an appreciative inquiry perspective strive to facilitate meaningful conversations that identify and build upon an individual’s current and potential abilities and resources. This approach also encourages advisors to use their skills and knowledge to help learners become more aware of their individual strengths and weaknesses, and to take ownership of their own educational journey. Additionally, appreciative inquiry can be used to identify and explore the resources and actions that are needed to help learners reach their desired goals.
Six Phases of Appreciative Advising
1. Preparation: This phase involves gathering information, setting the stage, and establishing ground rules. It is important that the advisor and advisee are clear about the goals of the meeting and the expectations of each other.
2. Discovery: During this phase, the advisor and advisee will work together to brainstorm and explore possibilities. They will identify the student’s gifts, strengths, and interests to see how they can be used to create a fulfilling educational experience.
3. Dreaming: In this phase, the advisor and advisee will explore different scenarios for the future and discuss goals for the advisee. The advisor will use the information from the previous two phases to help the advisee envision a preferred future.
4. Designing: During this phase, the advisor and advisee will develop a plan and determine the steps needed to achieve the advisee’s goals. The plan will include strategies for overcoming any obstacles that may arise.
5. Delivery: The advisor and advisee will work together to implement the plan. The advisor will provide support and resources to help the advisee stay on track.
6. Debriefing and Celebration: During this phase, the advisor and advisee will review the plan and assess its effectiveness. They will discuss ways to further develop the plan or make adjustments as needed. The advisor and advisee will also take a moment to celebrate the successes and progress achieved.
The Disarm Phase of Appreciative Advising
The Disarm Phase of Appreciative Advising is the fourth and final phase of the Appreciative Advising process. During this phase, the advisor and student partner focus on identifying and addressing any risk factors that may be present in the student’s life or academic career. This includes exploring any potential barriers faced by the student that could be preventing them from achieving their goals. The advisor then provides resources and strategies to help the student overcome these obstacles. Finally, the advisor and student partner work together to create an action plan that will help the student reach their desired educational and career goals.
Important Behaviors of an Advisor
1. Providing Objective Advice: It is important for advisors to provide objective advice to their clients and not allow their personal biases to guide their decisions.
2. Knowing Your Client: It is important for advisors to get to know their clients and understand their financial goals and objectives. Knowing a client’s financial situation will better enable advisors to offer tailored advice.
3. Professionalism: Advisors should always maintain a professional demeanor and be courteous to their clients.
4. Acting in the Client’s Best Interest: Advisors should always act in the client’s best interest and not push them into making decisions that may not be in their best interest.
5. Keeping Clients Informed: Advisors should keep clients informed of any changes in their investments or the markets.
6. Maintaining Confidentiality: Advisors should always maintain the confidentiality of their clients’ information and not disclose it to any third parties.
7. Transparency: Advisors should be transparent about their fees and services and not hide any costs or conflicts of interest.
8. Compliance: Advisors should be up to date on all relevant laws and regulations and ensure compliance with them.
Immediacy Features
Immediacy features are features of language that make writing or speech sound more conversational and natural. These features include the use of contractions, pronouns, and colloquial language. They also include features such as word order, tone, and sentence length. Immediacy features are important when writing as they help to make the text more engaging and easier to understand. They can also help to create a more conversational atmosphere, helping to make the writing process more enjoyable.
Non-Verbal Attributes of a Good Advisor
1. Respectful body language: Maintaining a respectful posture and facial expression when interacting with students, such as sitting up straight, maintaining eye contact, and avoiding crossed arms.
2. Active listening: Paying close attention to what the student is saying and reflecting back on their words and ideas to demonstrate understanding.
3. Open-mindedness: Being open to the student’s perspective and providing unbiased advice without any preconceived notions.
4. Encouraging: Offering words of encouragement and affirmation to help the student stay motivated and confident.
5. Availability: Being available and responsive to the student’s questions and concerns.
6. Knowledgeable: Staying up to date on relevant information and resources to provide the student with informed advice.
Verbal Attributes of a Good Advisor
1. Approachable
2. Knowledgeable
3. Open-minded
4. Understanding
5. Patient
6. Responsive
7. Trustworthy
8. Respectful
9. Professional
10. Insightful
The Discover Phase of Appreciative Advising
The Discover phase of Appreciative Advising is focused on discovering a student’s strengths, values, and goals. During this phase, the advisor and student work together to identify the student’s current successes and skills, their preferred future, and the strategies they can use to reach that future. All of this exploration is done in a positive and encouraging manner, allowing the student to build on their own successes and self-confidence. This phase should also provide an opportunity for the advisor to understand the student’s motivation and plans for the future and to ensure that the student’s path is realistic and achievable.
Important Behaviors of an Advisor
1. Honesty: An advisor should always be honest and forthcoming with their clients, providing accurate and timely information without embellishment.
2. Communication: An advisor should be able to effectively communicate both verbally and in writing. They should be able to clearly explain complex topics to their clients in a way that is easy to understand.
3. Patience: An advisor should be patient and understanding when dealing with clients, especially those who may not have a thorough understanding of the financial markets or investing.
4. Listening: An advisor should be a good listener and be able to understand the goals and needs of their clients. They should be able to ask the right questions in order to better understand their clients’ goals and needs.
5. Objectivity: An advisor should be objective and not be influenced by their own personal biases or interests. They should provide unbiased advice that is in the best interest of the client.
6. Integrity: An advisor should adhere to the highest ethical standards and always be honest and transparent with their clients.
7. Professionalism: An advisor should maintain a professional attitude and demeanor at all times. They should be knowledgeable and competent in their field in order to provide the best advice to their clients.
Questions asked by a good Advisor
1. What are your financial goals?
2. What is your current financial situation?
3. How long do you plan to invest?
4. What is your risk tolerance?
5. Are you comfortable with making your own investment decisions?
6. Do you have any reservations about investing?
7. What kind of returns are you expecting?
8. What type of investments are you interested in?
9. Are you willing to invest in a diversified portfolio?
10. Do you have any questions about investing?
The Dream Phase of Appreciative Advising
The Dream Phase of Appreciative Advising is a process that involves envisioning a positive future for the student. It encourages the student to use the strengths and values they have identified in the Discovery Phase to create a vision for their future that is both realistic and inspiring. It also helps the student to identify potential challenges and obstacles, and to develop strategies for overcoming them. The Dream Phase is the opportunity for the student to explore the possibilities of their future, and to imagine what success looks like. Advisors should approach this phase with a positive and open mindset, and use open-ended questions and reflective listening to help the student explore their unique vision for their future.
Important Behaviors of a good Advisor
1. Show Respect: Respect for the students is essential for a good advisor and can be demonstrated through active listening, responding with sensitivity, and being open to different perspectives.
2. Be Knowledgeable: A good advisor should have a deep understanding of the subject matter, as well as the resources available to students.
3. Be Organized: A good advisor should be able to keep track of the various projects and tasks their students are working on and provide guidance and support in a timely manner.
4. Provide Encouragement: A good advisor should strive to provide positive reinforcement and constructive feedback to their students to help them reach their goals.
5. Keep an Open Mind: A good advisor should be open to new ideas and approaches, and be willing to take risks to help their students succeed.
6. Communicate Clearly: A good advisor should be able to communicate their expectations and advice in a clear and concise manner.
7. Be Available: A good advisor should be available to their students when they need help or have questions.
Questions asked by a good Advisor
1. What kind of life insurance do you currently have?
2. What are your financial goals and objectives?
3. What is your current income and expenses?
4. What investments have you made in the past?
5. Are you comfortable taking on more risk in order to achieve a higher return?
6. What are the tax implications of your current investments?
7. Are you planning for retirement?
8. What kind of legacy do you hope to leave?
9. Are there any other financial products or services that you would like to explore?
10. Are there any other questions that I can answer for you?
The Design Phase of Appreciative Advising
The Design Phase of Appreciative Advising is the second stage of the Appreciative Advising cycle. This phase is concerned with developing an action plan and establishing a process that will help students achieve their educational goals. This phase involves gathering information from both the student and other stakeholders, such as faculty, staff, and advisors, to better understand the student’s strengths, needs, and aspirations. This information is then used to create an individualized action plan that takes into account the student’s unique circumstances, values, and abilities. The Design Phase also includes exploring options and resources for the student, such as financial aid, academic support services, and career counseling. The goal of this phase is to create an action plan that is tailored to the individual student, and that will support them along their educational journey.
Important Behaviors of a good Advisor
1. Be Open and Honest: A good advisor should always be open and honest with their advisees. They should be willing to answer questions and provide honest feedback.
2. Act with Integrity: Advisors should always act with integrity and do what is best for their advisees. They should have the courage to speak up when something is wrong and take responsibility for their actions.
3. Listen: A good advisor should be a good listener. It’s important to give advice, but it’s equally important to listen to the advisee’s concerns, ideas, and feelings.
4. Respect Boundaries: Advisors should respect their advisees’ boundaries and not push them too hard. It’s important to respect individual needs and not try to control the advisee.
5. Encourage: Advisors should encourage their advisees to take risks, explore their options, and pursue their goals. They should also provide support and guidance when needed.
6. Give Constructive Criticism: A good advisor should provide constructive criticism. They should be able to point out areas of improvement and give honest feedback in a respectful manner.
7. Be Available: Advisors should be available to their advisees when they need guidance or advice. They should also be willing to meet with their advisees regularly to review their progress.
The Deliver Phase of Appreciative Advising
The deliver phase of appreciative advising is the final stage of the process. This is the time when the advisor and advisee have come together to share their insights, and to put the plan into action. The goal is to implement the plan that was created and developed together. This can involve setting goals, identifying resources, and developing strategies for success. During this time, the advisor provides continued support as the advisee works to reach their objectives. The advisor may also provide feedback and guidance on the results of their efforts. This phase is highly collaborative, and is an opportunity to celebrate successes and recognize growth.
Important Behaviors of a good Advisor
1. Respectful: A good advisor should treat their advisees with respect and not speak down to them or be condescending.
2. Knowledgeable: A good advisor should have a good understanding of the topic they are advising on. They should be able to provide accurate and up-to-date information and advice.
3. Open-minded: A good advisor should be open to different perspectives and should consider alternatives when providing advice.
4. Flexible: A good advisor should be willing to adjust their approach based on the advisee’s needs and preferences.
5. Available: A good advisor should be available to answer questions and provide feedback in a timely manner.
6. Honest: A good advisor should be honest and direct with their advisees, providing accurate information and realistic expectations.
7. Supportive: A good advisor should be supportive and encouraging of their advisees, offering an emotional outlet and guidance.
Questions asked by a good Advisor
1. What goals do you have for your financial future?
2. Are there any financial risks that you are willing and able to take?
3. How important is it for you to have a safety net for your investments?
4. What kind of return on investment do you want to achieve?
5. What would you like to accomplish with your investments?
6. How much money do you currently have to invest?
7. What is the timeline for your investment goals?
8. What are your risk tolerance levels?
9. What type of investments do you prefer?
10. Are there any tax implications that you need to consider?
End of the Conversation
The design phase of Appreciative Advising has come to an end. All parties involved have identified and discussed the goals, established the timeline, and created the plan for carrying out the Appreciative Advising process. Everyone is now prepared to move into the implementation phase and begin the work of helping clients to reach their goals.
The Don’t Settle Phase of Appreciative Advising
The Don’t Settle phase of Appreciative Advising is about challenging students to reach for more than what they think they can do and to never settle for less than their best. It encourages advisors to help students identify areas of growth and potential and to set goals to help them reach their full potential. This phase also focuses on helping students learn to take responsibility for their own success and to develop resiliency skills. Advisors are encouraged to be creative and to come up with creative solutions to help students reach their goals.
Questions asked by a good Advisor
1. What do you think are the most important qualities and values that you want in your college experience?
2. What steps have you taken to explore colleges and universities that could meet these criteria?
3. What aspects of a college experience are you not willing to compromise on?
4. How can I help you identify potential colleges and universities that align with your desired qualities and values?
5. What resources have you used to explore and evaluate colleges and universities?
6. Are there any colleges or universities that you’ve already researched that you’re interested in learning more about?
7. What type of college or university would you feel most comfortable and successful in?
8. What criteria have you identified as important for making your final college decision?
9. How have you gone about researching the colleges and universities you are considering?
10. What criteria have you used to evaluate the colleges and universities you have researched?
Organizational Architecture
Organizational architecture is a term used to describe the structure of an organization, including its design and management. It encompasses the organizational design, governance, operations, and culture of an organization, as well as its strategy, processes, and systems. It is also used to refer to the physical layout of an organization, such as its office space and organizational chart. Organizations use organizational architecture to create a framework for how they function and how they interact with their environment. It helps define roles, responsibilities, and relationships, and it can be used to improve efficiency and effectiveness. Organizational architecture is a key component of organizational design and is often used to help organizations better understand their operations, resources, and capabilities.
Purpose
The purpose of organizational architecture is to ensure that the organization’s structure, processes, and culture are aligned in order to support its desired outcomes. It is a set of structures, processes, and practices that help a company to create, communicate, and implement its strategies. It also helps a company to identify areas of improvement and make sure that they are addressed. Organizational architecture helps to ensure that the organization’s resources are used in the most effective way possible to achieve its goals.
Skills
Organizational architecture skills include the ability to analyze the structure of an organization and its components, the ability to design and implement organizational structures and processes, the ability to develop and execute change management plans, the ability to effectively communicate organizational changes, the ability to identify and assess stakeholders in an organization, the ability to develop and implement strategies for organizational success, the ability to interpret and analyze complex organizational data, and the ability to create and maintain relationships with key stakeholders.
Social
Organizational architecture is the structure, systems, and processes that organizations use to manage their operations. Social architectures are organizational structures that emphasize the use of collaborative technology, such as social media, to foster collaboration among employees and customers. Social architectures are designed to create a more engaged and connected workforce that is better able to work together to drive innovation and productivity. They also strive to create a more open and transparent organizational culture, which allows for better communication and collaboration between employees. Examples of social architectures include intranets, online collaboration tools, and other social networking platforms. Additionally, organizations may use social architectures to create new customer experiences, such as virtual customer service centers, online forums, and more.
Rewards
Organizational architecture and design can be used to reward employees in a number of ways.
1. Monetary rewards: Monetary rewards are probably the most commonly used rewards in organizational architecture and design. These can include bonuses, salary increases, or other forms of compensation.
2. Non-monetary rewards: Non-monetary rewards can be used to show appreciation and motivate employees. These can include recognition, awards, and other forms of recognition.
3. Time off: Allowing employees to take additional time off can be a great way to reward them for their hard work and dedication. This might include additional vacation time, flexible work schedules, or other forms of time off.
4. Career advancement: Providing employees with opportunities to advance in their career can be a great way to reward them for their hard work and dedication. This might include promotions, additional training, or other forms of career advancement.
5. Creative rewards: Creative rewards can be used to reward employees in unique and unexpected ways. This might include gift cards, spa days, or other unique rewards.
Technical
Organizational architecture is the process of designing, implementing, and maintaining an organization’s structure, processes, and systems. It is a comprehensive approach to aligning an organization’s human resources, technology, and operations with its goals and objectives. Technical aspects of organizational architecture include the design of systems, processes, and technology that enable efficient, effective, and secure operations. This includes the development of standards, processes, and procedures for implementing and maintaining systems, as well as the integration of technology into existing systems and processes. Technical aspects also include the selection, acquisition, and deployment of technology, as well as the maintenance and security of systems.