Delivering better change appreciatively

Delivering better change appreciatively

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Delivering better change appreciatively

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Did you know that poor change management is one of the most common psychosocial hazards in Australia? And In today’s fast-paced and ever-evolving world, change is a constant as we strive to find new and better ways to do all sorts of things in business and in life. One of the problems that we have is that traditional problem-solving approaches focus on identifying what’s wrong and fixing it, rather than working positively towards an optimal solution. However, there is another method that takes a more constructive and empowering perspective—Appreciative Inquiry (AI). This transformative approach centers on discovering strengths, amplifying successes, and fostering growth through positivity.

Appreciative Inquiry is built on five core principles that shape how individuals and organizations can create sustainable change. These principles promote collaboration, resilience, and innovation, helping people focus on what works rather than what’s broken. In this blog post, we’ll explore these principles and how they can be applied in practice.

What is Appreciative Inquiry?

Before diving into the principles, it’s essential to understand what Appreciative Inquiry is. Developed in the 1980s by David Cooperrider and Suresh Srivastva, AI is a change-management approach that emphasizes the power of positive thinking, focusing on what gives life to an organization or system when it is functioning at its best. It seeks to identify strengths and success stories, using them as a foundation for envisioning the future and making strategic decisions.

In contrast to traditional problem-solving methods, which typically focus on identifying deficiencies or weaknesses, AI involves asking questions like, “What’s working well?” and “How can we build on that?” It encourages optimism, engagement, and collaboration, making it a highly effective tool for driving long-term, positive transformation.

The 5 Core Principles of Appreciative Inquiry

At the heart of Appreciative Inquiry are five foundational principles: the Constructionist Principle, the Principle of Simultaneity, the Poetic Principle, the Anticipatory Principle, and the Positive Principle. These guide how AI practitioners approach change and improvement.

1. The Constructionist Principle

This principle is based on the idea that our realities are socially constructed through language and conversations. In other words, the way we talk about our experiences shapes the way we perceive and interact with the world. This means that positive change begins with the stories we tell ourselves and others.

For example, if a team continuously discusses challenges and failures, they are likely to reinforce those negative experiences. In contrast, if they focus on what’s going well and celebrate successes, they create a culture of positivity and possibility. The Constructionist Principle teaches us that by changing the narrative, we can change our reality.

This is why a lot of our work is around changing the narrative in organisations through our “Better Stories” suite of positive communications services.

2. The Principle of Simultaneity

This principle highlights the fact that inquiry and change happen simultaneously. The moment we ask a question, we begin to create change. This is why it’s important to ask questions that focus on the positive rather than the negative. By asking about strengths, opportunities, and successes, we start the change process on a constructive note.

For instance, if an organization asks, “What makes our customer service exceptional?” it shifts the focus from problem-solving to possibility-building. By exploring what’s working, they immediately begin to create a shared vision for continuing that success.

In our “Better Workplace Projects”, we look at an organisation’s culture through its people’s experiences and perspectives and narratives about what is working well as well as what could be improved. 

3. The Poetic Principle

The Poetic Principle suggests that organizations, like poems, are open to interpretation, and individuals have the ability to influence the stories they tell about them. In essence, this principle teaches that we can choose which aspects of our reality to focus on, just like a poet selects themes and verses to create meaning.

In an organization, this could mean emphasizing stories of innovation and teamwork over stories of struggle. By choosing to focus on the best parts of an organization’s past, people can inspire greater creativity and collaboration in the future. This principle encourages individuals and teams to look at every aspect of their experiences as an opportunity to discover what works.

In our EngageMentality coaching method, strengths is one of the 5 lenses through which we develop Personal Performance and Development Plans and another is relationships which encompasses teamwork.

4. The Anticipatory Principle

The Anticipatory Principle states that our vision of the future influences our current actions. What we believe about tomorrow shapes what we do today. In other words, when we hold a positive and inspiring vision of the future, we are more likely to take actions that align with that vision.

For example, an organization that envisions itself as a leader in sustainability is more likely to invest in eco-friendly initiatives today. This principle reminds us that focusing on a positive and hopeful future allows us to align our actions with our highest aspirations.

This is where having a strong strategic narrative which gives employees clarity of the purpose and future plans of an organisation is critical – that is one of the four pillars of employee engagement in the Engage for Success model that we use in our Better Workplace Projects.

5. The Positive Principle

The Positive Principle reinforces the power of positivity in driving change. Positive emotions and experiences inspire individuals to engage more fully and be more open to new ideas and possibilities. When people feel valued and appreciated, they are more likely to contribute creatively and work toward a shared vision.

Research shows that positive emotions lead to increased motivation, stronger relationships, and enhanced problem-solving abilities. Therefore, focusing on strengths and successes rather than problems and deficits creates an environment where people can thrive.

And that is the core ethos of PosWork – making better workplaces by applying g positive psychology so that people and businesses flourish by design.   

Applying Appreciative Inquiry in Practice

Now that we’ve covered the principles, let’s explore how Appreciative Inquiry can be applied in real-world settings. AI is often implemented through a process called the “4-D Cycle,” which includes the following stages:

  1. Discovery: Identify what works well within the organization or system by asking questions focused on strengths and successes.
  2. Dream: Envision the future by imagining what the organization would look like if it fully embodied its strengths.
  3. Design: Plan how to achieve the envisioned future by leveraging existing resources and capabilities.
  4. Destiny: Implement the plan and empower individuals and teams to bring the vision to life.

Whether used for organizational change, community building, or personal growth, Appreciative Inquiry encourages positive thinking, collaboration, and sustainable progress. By applying the core principles, leaders can create environments where people feel motivated and inspired to achieve their best.

Conclusion

If you’re looking to inspire growth and development in your personal or professional life, consider embracing the principles of Appreciative Inquiry and start focusing on what’s already working to unlock your full potential.

If you would like to explore how we can help you to implement Better Change using Appreciative Inquiry I your organisation, please call us on 1300 108 488 or email info@poswork.com.au.

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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Setting SMARTER goals

Setting SMARTER goals

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Setting SMARTER goals

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Ever heard of SMART goals? They have been around since the 1980s and are as relevant today as they were back then. We all benefit from having goals to achieve in work and life generally but sometimes we struggle with properly defining them or perhaps being a bit unrealistic. Or sometimes, we try something – it doesn’t work and we give up on it , jumping to some other plan without properly evaluating and learning from what happened and what we might do differently to get a better result. That’s why we use SMARTER goals by adding evaluation and revision into the core process.  

What Are SMARTER Goals?

The SMARTER goal framework is an evolved approach to goal-setting that ensures clarity, focus, and continuous improvement. Here’s a breakdown of the components of SMARTER goals:

  1. Specific: Goals need to be clear and well-defined. Vague objectives lead to confusion and make it harder to take actionable steps. For instance, instead of saying, “I want to be healthier,” you should aim for a goal like, “I want to lose 10 pounds in the next three months by exercising and improving my diet.”
  2. Measurable: A goal must include criteria for measuring progress. How will you know when you’re halfway there? Having measurable milestones allows you to track progress and stay motivated. In the example above, the goal is measurable: losing 10 pounds. You can track weight loss over time to see if you’re on the right path.
  3. Achievable: While goals should stretch your abilities, they also need to be realistic and attainable. Setting overly ambitious goals can lead to frustration and burnout. To ensure a goal is achievable, ask yourself if you have the resources, skills, and time to meet your objective. If not, consider breaking it down into smaller, more manageable steps.
  4. Relevant: Goals should align with your broader personal or professional ambitions. Ask yourself why this goal matters and how it fits into your life. Is it worth pursuing? For instance, losing weight might be relevant for someone aiming to improve their health or enhance their athletic performance.
  5. Time-bound: Deadlines create a sense of urgency and help keep you on track. Whether it’s a weekly, monthly, or yearly timeframe, having a clear deadline increases your focus. Instead of saying, “I want to lose weight,” say, “I want to lose 10 pounds in three months.”
  6. Evaluated: Building on the traditional SMART framework, SMARTER goals include regular evaluations. This is where you periodically assess your progress, identify what’s working, and address potential challenges. Evaluation can help you fine-tune your approach and increase your chances of success.
  7. Revisable: Life is unpredictable, and circumstances can change. SMARTER goals are flexible enough to be adjusted if necessary. Revisability ensures that you’re not stuck with an unrealistic or irrelevant goal. If you encounter obstacles, like an injury that prevents you from exercising, you can revise your fitness plan rather than abandon the goal entirely.

Why SMARTER Goals Work

SMARTER goals promote focus, accountability, and continuous improvement. By making goals specific and measurable, you have a clear understanding of what needs to be done. Achievability ensures that your goals are within reach, and relevance keeps you aligned with your larger life plans. Time-bound goals create the urgency needed to keep you motivated.

Moreover, the addition of evaluation and revisability ensures that you stay adaptable. Evaluating progress helps you learn from your experiences, while revisability gives you the flexibility to adjust when necessary. This dynamic approach makes it easier to navigate setbacks or changing circumstances, ultimately keeping you on track.

Applying SMARTER Goals in Everyday Life

The SMARTER framework can be applied to almost any type of goal, whether it’s related to career development, health, relationships, or personal growth. Start by identifying a goal that matters to you. Break it down according to the SMARTER criteria, and remember to keep your focus on regular evaluation and revisability. This will help you stay flexible and resilient as you work toward achieving your goal.

For example, if you want to boost your career, a SMARTER goal might look like this: “I want to complete an online certification in digital marketing within six months, dedicating two hours every weekday to study, so I can apply for higher-paying job opportunities.” This goal is specific, measurable, achievable, relevant, time-bound, and includes room for evaluation and revision based on progress.

Reward yourself

As we know from JB Fogg’s “Tiny Habits” theory, giving ourselves rewards for achieving milestones is important for our wellbeing as well so don’t forget to give yourself acknowledgement for your accomplishments along the way.

Exercise self-compassion

One of the benefits of using SMARTER goals is that, when things don’t go to plan, we can evaluate why that is and make adjustments including revising the goal. What is also important here is that we don’t beat ourselves up if we don’t realise the goal that we set – be kind to yourself but learn by reflecting, recovering and then resetting the goal and your plan.

Conclusion

Setting SMARTER goals increases your chances of success by providing a structured and adaptable framework. Whether you’re working on personal development or professional achievements, following this method allows you to stay focused, make measurable progress, and remain flexible when challenges arise. Incorporate the SMARTER approach into your life to make your goals more actionable and achievable, bringing you closer to your aspirations.

That’s why SMARTER goals are a core element of our EngageMentality coaching method.

If you would like to explore how we can help you to implement SMARTER goals with your people, please call us on 1300 108 488 or email info@poswork.com.au.

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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Launching the Maroondah Workplace Wellbeing Project

Launching the Maroondah Workplace Wellbeing Project

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Launching the Maroondah Workplace Wellbeing Project

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The Maroondah Workplace Wellbeing Project is an exciting new initiative that is designed to enable:

  1. local businesses and other organisations to learn about good wellbeing practice, measure
    levels of wellbeing for their workplaces and implement strategies to enhance the wellbeing
    of their people;
  2. workers in Maroondah to assess their personal wellbeing against a best practice framework
    and use simple tools and practical tips to create their own personal wellbeing plan; and
  3. both Communities of Wellbeing and Maroondah City Council to measure the state of
    workplace wellbeing in the local community as an aid to ongoing planning and evaluation of
    workplace wellbeing initiatives in the local community.

Why do you want to sign up?

There are some really significant business imperatives:
1. We need to meet our positive duty to eliminate or minimise psychosocial hazards
and sexual harassment.
2. We are suffering unprecedented levels of mental illness and burnout and we need to
find ways to help our people through investment in their wellbeing.
3. We are challenged to find and retain the people that we need to succeed in our
organisation and we need to get better at that.
4. As business owners and managers, we need to invest in our own wellbeing so that
we are OK and we can lead the way positively in our organisations and our
communities.

And, of course, you will be making a contribution to wellbeing in your local business community. 

About the PERMAH Survey

The PERMAH Workplace Wellbeing Survey is a centrepiece of Business Victoria’s small
business workplace wellbeing programs and the instrument used by the Australian Human
Resources Institute to measure workplace wellbeing nationally.
It is derived from the work of Professor Martin Seligman, a luminary in the field of positive
psychology.
The Michelle McQuaid Group, developers of the survey, have recently added additional
content to address the 14 psychosocial hazards contained in the Model Code for Managing
Psychosocial Hazards at Work published last year by Safe Work Australia.
So organisations which participate in this project will not only learn more about good
wellbeing practice and get a line of sight on where that is in their businesses, they will also
start to address their positive duties in assessing risks associated with psychosocial hazards
and consulting their people about those things.

PROGRAM PARTICULARS
1.Maroondah Workplace Wellbeing Survey – participating organisations undertake
the survey from mid-September to mid-October
2. Free workshops:
a. Understanding PERMAH: 9.30 – 11.30, Wednesday 11 October 2023
b. Leveraging Character Strengths, 9.30 – 11.30, 18 0ctober 2023
c. Managing Psychosocial Hazards, 9.30 – 11.30, 25 October 2023
3. Celebration – event presenting aggregated data for community and showcasing
organisational stories of success.
PRICING BENEFITS
Businesses with 10 or more employees will be able to access special pricing for a 12 month
sub-licence for the PERMAH Workplace Wellbeing Survey and the Psychosocial Hazard Panel
Add-on as follows:
PERMAH SUB-LICENCE – NORMALLY $1997 – NOW $499
PSYCHOSOCIAL HAZARD ADD-ON – NORMALLY $799 – NOW $499
For businesses with less than 10 employees, there will be options for debriefs from
professionally accredited PERMAH consultants at heavily discounted (or free) rates.
THE BONUS
Every employee who does the survey gets their own personal report and the tools and
tips to develop their own personal wellbeing plan….for free.

Want to sign up?

Go to http://communitiesofwellbeing.org.au/mww/ and register.

Our Practice Leader, Peter Maguire is the Project Leader and, if you have any questions, give him a call on 0438 533 311 or email info@poswork.com.au.

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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It starts with why

It starts with why

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It starts with why

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We love Simon Sinek’s Golden Circle and use it as the starting point for developing a strategy on pretty much anything from an overall business plan to program design and workshops and communications and social media etc. We start with “WHY” and then move to “HOW” and “WHAT” and then we add on “WHERE” and “WHEN”.

Here is a bit of background on the theory behind his Golden Circle model.

Simon Sinek’s Golden Circle is a concept he introduced in his book and TED Talk titled “Start With Why.” The Golden Circle provides a framework for understanding the fundamental drivers behind successful individuals, organizations, and movements. It consists of three concentric circles: Why, How, and What.

  1. Why: At the core of the Golden Circle is the question of “Why?” Sinek argues that truly exceptional leaders and organizations start with a clear sense of purpose or belief—why they exist and why they do what they do. The “Why” represents the underlying motivation and values that inspire action and resonate with people on a deeper level.
  2. How: The next circle is “How.” This represents the unique approach or guiding principles through which an organization or individual pursues their purpose. It involves the actions, strategies, and processes that differentiate them from others in achieving their goals.
  3. What: The outermost circle is “What.” This refers to the tangible results or products an organization produces or the services they provide. It represents the visible outputs, such as the products they sell or the tasks they perform.

Sinek’s key proposition is that most organizations communicate from the outside in, starting with the “What” and moving towards the “Why.” However, he suggests that truly influential leaders and organizations communicate from the inside out, starting with the “Why” and moving towards the “What.” By focusing on the “Why” and effectively communicating their purpose, they can inspire others and build deep loyalty and engagement.

The research behind Sinek’s Golden Circle draws on various fields such as psychology, biology, and neuroscience. Sinek highlights the importance of the limbic system—the part of the brain responsible for emotions, decision-making, and behavior—in influencing human behavior and decision-making. He argues that by appealing to the emotional “Why,” leaders can tap into the part of the brain that drives loyalty, engagement, and trust.

While Sinek’s concept is not based on a specific scientific study, it synthesizes research findings and provides a practical framework that resonates with many people, offering insights into effective leadership, communication, and building successful organizations.

 

Want to know more about how we can help you to find your WHY? Call us on 1300 108 488 or email info@poswork.com.au.

 

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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A Better Change Process

A Better Change Process

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A Better Change Process

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We chose the Appreciative Inquiry process as our change management methodology because we believe (and the evidence shows) that it delivers much more positive results and a much more positive, inclusive and collaborative experience for participants than traditional change management processes. Her is she background on what it is, how it works and why it is beneficial.

Appreciative Inquiry (AI) is a problem-solving and change management approach that focuses on identifying and amplifying the positive aspects of an organization or system. It emphasizes the exploration of what works well, the discovery of strengths and opportunities, and the envisioning of a desirable future. AI is rooted in the belief that organizations and individuals grow and thrive by building on their strengths rather than focusing solely on fixing problems.

The process of AI typically follows a four-phase cycle known as the 4-D model:

  1. Discovery: This phase involves identifying and appreciating the positive qualities, experiences, and successes within the organization. It includes interviews, surveys, and other data collection methods to gather stories and examples of what has worked well in the past.

  2. Dream: In this phase, participants collectively envision a desired future based on the discoveries from the previous phase. They engage in creative and collaborative exercises to imagine an ideal state for the organization and explore possibilities.

  3. Design: Here, the focus shifts to designing practical and actionable strategies to realize the envisioned future. Participants identify specific steps, goals, and initiatives that can help move the organization toward the desired state. They leverage the strengths and positive elements identified earlier to shape the design of these initiatives.

  4. Destiny (or Delivery): The final phase involves the implementation and execution of the designed strategies. The organization takes concrete actions, monitors progress, and adjusts its approach as needed. This phase emphasizes learning, adaptation, and ongoing improvement based on feedback and results.

Appreciative Inquiry is beneficial for several reasons:

  1. Positive focus: Unlike traditional problem-solving approaches, AI places emphasis on what is already working well, fostering a positive mindset and energizing participants. This approach creates a more engaging and motivating environment for change.

  2. Strengths-based approach: By identifying and amplifying strengths, AI helps organizations build upon their existing capabilities and resources. It encourages individuals to leverage their skills and talents, leading to increased self-confidence and a sense of empowerment.

  3. Collaboration and engagement: AI is a participatory process that involves multiple stakeholders within an organization. It promotes collaboration, communication, and shared ownership of the change process. This involvement enhances employee engagement, buy-in, and commitment to the desired future.

  4. Sustainable change: By focusing on strengths and positive elements, AI generates momentum for sustainable change. The approach builds on what is already successful, creating a foundation for continuous improvement and long-term growth.

  5. Innovation and creativity: Appreciative Inquiry encourages participants to think creatively and explore new possibilities. By envisioning an ideal future, organizations can generate innovative ideas and approaches that may have otherwise been overlooked.

  6. Organizational learning: AI promotes a learning culture within organizations. By reflecting on past successes and applying them to future endeavors, organizations can develop a deeper understanding of their strengths and capabilities, fostering a continuous learning and improvement mindset.

Overall, Appreciative Inquiry offers a constructive and positive approach to organizational change, empowering individuals, fostering collaboration, and enabling sustainable growth and improvement.

 

Want to know more about how you can use Appreciative Inquiry to run better change management programs? Call us on 1300 108 488 or email info@poswork.com.au.

 

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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Get set for 2022

Get set for 2022

Blogs and Stories

GET SET FOR 2022

Author: Peter Maguire
Published On:
people better workplace team

So 2021 is done and dusted and many of us will be glad to see it gone (we said that about 2020 too, didn’t we?)

A New Year is here albeit that many of the challenges of the last couple of years with COVID and the downstream effects of COVID will be with us for some time to come. Some of these effects (eg the growth of hybrid work models and expectations) are permanent. 

Ready

So what does the new world of work look like for you? And what does this mean for you in 2022? Spend a little time on reflection – what have you learned and what are you going to do with that learning in the year ahead. Ready yourself by thinking about all of the elements that are at play in your working life (as reflected in our EngageMentality coaching model):

  • The roles that you play (the things you do and the technical knowledge and skills that help you to do those things well)
  • The relationships you have (what you rely on others for and what they rely on you for)
  • Values and how you live them (whether they are your values or your employer’s, how does you behaviour align with those values)
  • Your strengths and how you can use them (giving you the opportunity to be yourself and optimise your potential)
  • Your wellbeing (how you look after you)

If you want some insights on your strengths, the free VIA Character Strengths Survey is a great tool – access it at https://www.viacharacter.org

Likewise the free PERMAH survey is a great tool for assessing your wellbeing – get that at https://permahsurvey.com  

Get set

Now that you have worked out what the priorities for the year are for you in each of those 5 areas, it is time to set some goals and make sure that they are SMART goals:

  • Specific – the goal is clearly defined
  • Measurable – there is a means of assessing your progress
  • Achievable – even if it is a stretch, the goal is one that can be realised  
  • Realistic – the goal is not too much of a stretch or something that you don’t have the means to achieve in the time frame
  • Timebound – there is a timeframe for achievement of the goal

Don’t forget to cover off each of the 5 elements of your working life as per our EngageMentality model (roles+relationships+values+strengths+wellbeing) – try to have at least one goal for each element.

And make sure you have a plan as to how you are going to achieve your goals and who you need help from to do that. A simple spreadsheet with 4 columns is a clear and simple way to record this and set your self up to succeed:

  1. What? Your objective
  2. How? The actions you are going to take
  3. Who? You and anyone else involved in the actions
  4. When? The timeline for when the actions are to happen

Go

So now you have your plan done, it is time to start implementing it and that means living it every day.

So don’t just file it away in one of your folders or your filing cabinet if you still have one of those. Keep it handy and revisit it at least one each month to check on how you are going. That is also an opportunity to recalibrate.

As we all know very well from the last couple of years in particular, things can change quickly and we need to be able to adapt quickly to changed circumstances. That is just part of life now.

Finally, you might think about getting a coach to help you in managing your personal plan. In looking for a coach, ask them how they could assist you in each of the 5 elements noted above. Also ask them about their strengths to see if they have it in them to bring what you need to the conversation.

Wishing you a fabulous 2022! 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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