This follows on from last week’s article – you can discover the first 3 reasons that leadership coaches shouldn’t give advice here. And just like in that article, I’m using the term ‘learner’ rather than the more traditional – but misleading – ‘coachee’. Let’s get straight into the rest of those reasons not to give advice
Note: I’m going to use the term ‘learner’ throughout this article rather than the more traditional ‘coachee’. I’m not a fan of that term, because it implies being a passive recipient, which is emphatically not what’s going on in the coaching process. Let me start by saying that there are some situations where it’s appropriate,
1. Appreciative Inquiry Is Only About Being ‘Positive’ ❌ On first hearing about Appreciative Inquiry, it might be tempting to dismiss the approach as ‘looking at the world through rose-coloured glasses, pretending everything is wonderful, and sweeping problems under the carpet.’ That’s a misunderstanding of the approach. Rather, Appreciative Inquiry is a way of looking
A new Practical Appreciative Inquiry training starts soon – click here to get the details and how to book I’m always on the lookout for great Appreciative Inquiry resources to share in my Positive Change Methods groups on Facebook and LinkedIn – here are some of the best that I’ve found in the last few
Some Quick Ways You Can Start Using Appreciative Inquiry in Your Work, Plus How to Deepen Your Understanding and Where You Can Train If you’ve been reading the articles on my blog or you’ve subscribed to Coaching Leaders Secrets, I hope that by now you feel inspired to want to begin using Appreciative Inquiry, learn
Framing Affirmative Topics As Questions Makes Them More Engaging Questions are more engaging than statements. If someone asks you a question – any question – a part of your mind starts looking for an answer. That’s why I encourage my Appreciative Inquiry clients and students to craft their affirmative topics (the frame that we set
I’m quite choosy about recommending other people’s work, but sometimes I come across some tips that are so good I just have to share them with you. So today’s post is about an episode of the ReThinking podcast with organizational psychologist Adam Grant (note: I don’t have any association with the podcast, but it will
This is the second in a series inspired by Professor David Cooperrider’s recent interview on the Inspiring Impacts podcast – the first article is here. The original interview is well worth a listen! Cooperrider mentioned in passing Wittgenstein’s idea that the limits of our language are the limits of our world. Unless we have the language
I love listening to podcasts – if you select them carefully, they can be a real source of learning and new ideas. That was certainly true of Professor David Cooperrider’s recent interview on the Inspiring Impacts podcast. Although I’ve been working with Appreciative Inquiry for over 15 years, I learned a lot from this interview.
Recently I had a ‘Core Process‘ session with Nick Heap, which was interesting, inspiring, and I’m still thinking about it. This article aims to say about about what Core Process is, its parallels with Appreciative Inquiry and other approaches, and to explore a bit what my own core process is about. What is ‘Core Process’?
Just received the best evaluation I’ve ever had for in-house training (for a Practical Appreciative Inquiry two-day training I ran in Birmingham for the NHS) – the first face to face training I’d done since before the pandemic. They were a fantastic group of allied health professionals (AHPs) – e.g. physios, dietitians, and occupational therapists,
The Inspiring Impacts podcast (from the Cooperrider Center for Appreciative Inquiry at Champlain College) launched recently, and I highly recommend it. Each week Dr Lindsay Godwin interviews a leading figure from the world of Appreciative Inquiry, and the latest episode with Luc Verheijen was a particular highlight. I have around 15 years experience as an
