jemstone consultancy telephone 020 8293 0017
business psychology for organisations
jemstone consultancy home about us. client comments, pricing policy, theory jemstone consultancy services resources, newsletters, publications, courses sitemap, links
management development
coaching
team development
consultancy
 
 
   

Destiny phase of appreciative inquiry 4D process

This is the final stage of the appreciative inquiry 4D process unless or until it goes into another iteration. In this phase the emphasis is on co-ordinating the energy created by the process to move the organization forward.

Key points of this phase

This is what happens next, what will be done
When the process works well, the room is full of willing volunteers

Go with the energy, if no one has the energy for something it doesn’t get done this time

Activities and outcomes from this stage need to be co-ordinated rather than controlled or managed. People need to be able to act in sufficient concert or with coherence not in complete cohesion. We are looking for common ground not consensus

Aiming for inspired, energised conjoint action
Work to create opportunities for furtherance of ideas and actions from the exercise
Sometimes some prioritising or sorting by other criteria needs to be done

Sample questions for the destiny phase

  What do we need to focus on over the next…?
  What do we need to do something about now to affect the future?
  What seem to be the priorities for further action?
  Who is interested in working on what?
  What do you need to be able to do something?
  How will we co-ordinate these activities?
  Which are the things that are easy to get started?
  Which of these can we affect ourselves, and which do we need to influence others?
  When can we expect to see some change?
  Who in our system will notice when something changes? How will they know?

Ideas for Further Development of the Process

Get people into groups around particular issues they have identified, allow them to discuss and explore ideas, ask them to come back to the main group with first step(s), how they will know if things are changing in the way they hope, and who they are going to have to talk to about what

Do a more conventional action plan, with the emphasis on the co-ordinating processes, e.g. when will the groups get together to report progress.
Before people leave ask them to say something about, what I am going to do from tomorrow to make the desired future more likely

Click here for the rest of the 4D appreciative inquiry process: discovery, dreaming, design

NEW BOOK ABOUT APPRECIATIVE INQUIRY

BY SARAH LEWIS, JONATHAN PASSMORE AND STEFAN CANTORE

 

More about the book

Services

Appreciative Consultancy

Courses

Brief introduction to appreciative inquiry

Appreciative inquiry: how to do it

Links

Appreciating Change

Newsletter links for Appreciative Inquiry articles

Appreciative Inquiry is good for your health

Appreciative Inquiry works by building relational capital

Appreciative Inquiry: the answer to change resistance

Click on text to access articles

Appreciative Inquiry Presentations

Introduction to Appreciative Inquiry

Appreciative Inquiry and change

Appreciative Inquiry

Click on text to download pdf file

Appreciative Inquiry Articles

Appreciative Inquiry

Click on text to access article

Adobe Acrobat Reader
Download this free software which is required for viewing PDF files:

Jemstone Tidbits online newsletter
Visit our sister site Appreciating Change to view the current edition of the newsletter in weblog form, and to subscribe to RSS to receive regular updates. Alternatively, subscribe here to receive an email alert when a new edition

 
email info@jemstoneconsultancy.co.uk