” Appreciative Inquiry is an approach to organisational change based on strengths rather than weaknesses, on a vision of what is possible rather than an analysis of what is not.” David Cooperrider, Case Western Reserve University
David Cooperrider and Suresh Srivastva developed the theory of appreciative inquiry based on the premise that from the moment of inquiry, the individual, team and organisation experience a change.
Appreciative Inquiry provides leadership and change management techniques that challenge the status quo.
Traditional approaches to intervention into a group, a team, or an organisation look at the unit as a problem needing to be fixed. Appreciative Inquiry works from a strength-based foundation of guiding principles.
If you accept the following principles, Appreciative Inquiry is a process for change of interest to you:
- What you focus your energy on increases.
- Focusing on what you want to see achieved rather than on what you do not want to see promotes effectiveness.
- Every individual, team and organisation has positive qualities to be discovered. Focusing on the positive and working from strengths is more engaging to people than telling them they are a problem that needs to be fixed.
- People are receptive to being asked to share positive aspects of themselves through the process of telling stories.
- Organisations are living social structures. Through telling our stories we can co-construct the social systems we engage in daily. Through enhanced interactions we can impact processes including communication, conflict resolution, decision making, performance appraisals, and team interaction.
Motivational interviewing is a semi-directive, client-centered style for eliciting behaviour change by helping clients to explore and resolve ambivalence. It is an approach in part developed by clinical psychologists William R Miller, Ph.D. and Stephen Rollnick, Ph.D.
Compared with non-directive methods, it is more focused and goal-directed. Motivational Interviewing is a method that works on facilitating and engaging intrinsic motivation within the client in order to change behavior. The examination and resolution of ambivalence is a central purpose, and the facilitator is intentionally directive in pursuing this goal.
Motivational interviewing is non-judgmental, non-confrontational and non-adversarial. The approach attempts to increase the client’s awareness of the potential problems caused, consequences experienced, and risks faced as a result of the behaviour in question.
Motivational interviewing focuses on the present, and entails working with a client to access motivation to change a particular behavior, that is not consistent with a client’s personal value or goal.
Created in the 1970s by Richard Bandler, a computer scientist and Gestalt therapist and Dr John Grinder, a professor of linguistics.
NLP is very accessible, positive and useful aspect of modern applied psychology, and so can be helpful in virtually every aspect of communication, presenting, influencing, leadership, and developing a positive mindset.
NLP has many beneficial uses for self-development, businesses and organisations and enables:
- better communications in customer service
- improved communication in all types of selling
- better awareness and control of one self
- better appreciation of the other person’s feelings and behavioural style
- better empathy and cooperation
- improves understanding in all one-to-one communications e.g. interviewing and appraisals
- very helpful for stress management
- key in developing self-belief, assertiveness, and confidence
- extremely effective for personal and organisational development
NLP techniques help specifically by making it possible for people to:
- set clear goals and define realistic strategies
- coach new and existing staff to help them gain greater satisfaction from their contribution
- understand and reduce stress and conflict
- improve new customer relationship-building and sales performance
- enhance the skills of customer care staff and reduce customer loss
- improve people’s effectiveness, productivity, and profitability
NLP is useful for staff at all levels in an organisation:
- directors and executives
- managers at all levels
- sales people
- engineering and technical staff
- customer care operatives
- secretarial staff
- HR and counselling staff
Coaching is a method for changing behaviour. Coaching is a way of changing and improving the way people apply themselves to any situation. It helps an individual or team realise their potential and improve their performance.
An individual cannot see their patterns, behaviours or habits, and feeding this back to them can be profoundly useful. The coach can see these things because they are an observer and not ‘lost in the detail’ like the person being coached.
Just as there are different types of training; personal training, corporate training, IT training, or sales training, it’s the same with coaching. Coaching is in fact as broad a concept as ‘training’.
- small business coaching
- executive coaching
- sports coaching
- relationship coaching
- life coaching
- maths coaching
- sales coaching
- workplace performance
- retirement coaching
- redundancy coaching
People have very different learning needs and styles, thus coaching is highly personalised and tailored to each person. It’s not a preset format or else it becomes more like training.
Research has shown that coaching added to training increases learning retention by up to four times as much as training alone.
To discuss your training or coaching requirements please call Balbir 07944 931 437 or email.