Nov 04

Appreciative Inquiry Competencies

Think positive, do not negative

Important competencies in framing Appreciative Inquiry evaluations are Professional Practices and Project Management. In thinking about evaluations, educators must strive for ethics, integrity, and honesty in all approaches towards clients and stakeholders. Any breach in honest interactions causes disruptions and invalid evaluation results. Evaluators must obtain consent from all stakeholders and participants prior to beginning any study. Consent leads to constant communication with clients to ensure a collaborative teamwork approach. Appreciative Inquiry evaluations are not meant to fix problems but are meant to work and improve situations and interactions. Positive communication is a great benefit for all stakeholders to build professional relationships within organizations.

Preskill, H. & Catsambas, T. (2006) Reframing Evaluation Through Appreciative Inquiry. Thousand Oaks, California: Sage Publications, Inc.

Nov 03

Appreciative Inquiry: The Poetic Principle

A continuation in the posts describing the Core Principles of Appreciative Inquiry:

Appreciative Inquiry is an evaluation process that develops and creates a better future in organizations. It is not a means to fix organization issues but is a means of addressing and changing challenging issues to make organizations better and more successful. It works to discover what is working well and then envisions what the organization would look like if the best occurred.

 

reframingeval

 

People and organizations are stories. They learn through stories. They are inspired through stories. In a classroom with young children, pull out a book for story time and most students will join in to listen and learn. Children love stories. People want to be a part of stories.

People can choose what they want to study in an organization which influences the direction of the organization (Preskill & Catsambas, 2006, 10). The stories in an organization are subject to interpretation and inspiration and the perspectives of the individuals. The direction of the interpretations determines the direction of the organization.

 

Preskill, H. & Catsambas, T. (2006) Reframing Evaluation through Appreciative Inquiry. Thousand Oaks, California: Sage Publications, Inc.

Nov 03

Appreciative Inquiry: The Principle of Simultaneity

A continuation in the posts describing the Core Principles of Appreciative Inquiry:

Appreciative Inquiry is an evaluation process that develops and creates a better future in organizations. It is not a means to fix organization issues but is a means of addressing and changing challenging issues to make organizations better and more successful. It works to discover what is working well and then envision what the organization would look like if the best occurred.

questions

 

Individuals must ask questions. They must ask a lot of questions. Questions allow individuals to learn and grow. There is really no such thing as a dumb question. The only dumb question is the one not asked. By asking questions, individuals “begin to change the way they think and act” (Preskill & Catsambas, 2006, 10). Answers from the questions set the stage for what is discovered, and individuals (and organizations) learn from the stories to discover and grow for the future.

 

Preskill, H. & Catsambas, T. (2006) Reframing Evaluation through Appreciative Inquiry. Thousand Oaks, California: Sage Publications, Inc.

Oct 31

Strawinsky Video Review

The following video is geared for school-age children to teach a lesson. The video is done with clear, crisp animations where characters teach a lesson through story and music and singing. The story appeals to the visual needs and interests of young children and offers quality education in a technology mode. The story teaches the importance of books and reading while appealing to the video interests of young students.

Click the following link to view the video:

Strawinsky.net

Oct 29

Appreciative Inquiry Evaluations

AIprinciplesAppreciative Inquiry is an evaluation process that develops and creates a better future in organizations. It is not a means to fix organization issues but is a means of addressing and changing challenging issues to make organizations better and more successful. It works to discover what is working well and then envision what the organization would look like if the best occurred.

There are eight core principles of Appreciative Inquiry. The next few blog posts will highlight these principles.

The Constructionist Principle

Relationships play a major role in Appreciative Inquiry Evaluations and how people interact with one another and create the future. “Social knowledge and organizational destiny are interwoven” (Preskill & Catsambas, 2006, 10). When people in an organization interact with one other, they are constructing knowledge by their experiences and conversations which create the future.

Preskill, H. & Catsambas, T. (2006) Reframing Evaluation through Appreciative Inquiry. Thousand Oaks, California: Sage Publications, Inc.

Oct 05

Plants We Eat

The pre-kindergarten students were learning about Creation and they had a featured guest science teacher talk about plants we eat. She presented a poster of plants with foods grown as roots, stems, leaves, and flowers. Then the students got to touch, smell, and taste the different foods.

What a great way to teach about God’s plants He provides as food for us to eat and a great way to see how these plants grow.

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