The Neuroscience of Appreciative Inquiry – Positive Change Methods Podcast Ep. 2
How discoveries in neuroscience support Appreciative Inquiry and related approaches. Plus: two brain networks, and the brain’s negative bias!
The Neuroscience Of Appreciative Inquiry – Video And Transcript
In this video, Appreciative Inquiry facilitator Andy Smith introduces two networks in the brain that have been discovered (relatively) recently: the Task Positive Network and the Default Mode Network. This video shows why you need both for effective problem solving and performance improvement – but usually at work we’re only in ‘Task Positive’ mode, which
The IKEA Effect: How To Use It For Staff Engagement
A series of experiments at Harvard Business School by Michael Norton, Daniel Mochon, and Dan Ariely, found that people value products more when they have put work into assembling them. In one experiment, participants each assembled an item of IKEA furniture and then were asked how much they would pay for it. Then a new
Why Coaching With Compassion Works Better Than Coaching For Compliance – The Neuroscience Of Coaching
It’s fairly well established that coaching works. For example, a meta-analysis of studies of workplace coaching in 2015 shows a strong positive effect on individual performance, and smaller but still positive effects on skills, mood and motivation. But the term ‘coaching’ covers a wide range of approaches, from a strong emphasis on rapport and listening at
Why Your Brain Is Hardwired For Negativity, And What You Can Do About It
There’s a wealth of research showing that most people give more attention to threats than opportunities, for example: Negative experiences are remembered in more detail than positive ones Our attitudes are influenced more heavily by bad news than good news (research by John Cacioppo) People feel more negative emotion if they lose $100 than positive
Appreciative Inquiry Research
From our own experience we know how effective and energising Appreciative Inquiry can be. I would like to see more peer-reviewed research to prove its effectiveness to people who haven’t yet experienced AI first-hand. Peer review is important, because it acts as quality control and increases the likelihood that you can trust the research methods
Four Ways Appreciative Inquiry Can Help Your Team
1. Strengths-based, inclusive strategic planning. To build a future vision that everyone can feel part of, you need a format that can discover and build on those strengths and generates enthusiasm and energy at the same time. You don’t have to sell the resulting vision or get ‘buy-in’ – the participants already own it because they