The Design phase is sometimes described as “building a bridge from the ‘best of what is’ (revealed, at least in part, in the Discovery stage) to the best of ‘what could be’ (the vision set out in the Dream stage)”. But how to bridge that gap, particularly when the Dream seems far removed from even the best of the current reality?
As we mentioned in the post about using Fishbone Analysis with Appreciative Inquiry, many Appreciative Inquiry textbooks can seem rather vague in supplying actual step-by-step procedures for getting from the Discovered present to the Dream future.
Here is another method you can use for getting from Dream to Delivery – “Logical Levels” of organisation.
Spirit (Purpose): What are we here for? What are we as an organisation part of that is greater than ourselves?
Identity: Who are we?
Values and Beliefs: What is important to us? What motivates us?
Capablities: What do we know how to do? What skills do we have?
Behaviour: What are we doing?
Environment: Where do we operate? What is around us?
Dilts suggests that each level organises and influences the ones below it. A change at a lower level may change the levels above, but it is far more likely that change at a higher level will change the levels below it.
- Our Behaviour acts on our Environment
- Our Capabilities (skills) govern our Behaviour
- Our Values and Beliefs determine which of our Capabilities we use
- Our Identity is supported by our Beliefs and Values
- Our sense of Purpose and of being part of something more extensive and important than ourselves shapes our Identity.
When we look for connections with the AI model, we see that:
- ‘Provocative propositions’ are usually statements of Identity and/or Purpose. When they are inspiring, as they should be, they will also resonate with:
- Values, which are what motivate us as well as our criteria for deciding what is right or wrong, will emerge from questions in the Appreciative Interview: “What’s important about this experience? What do you value about it?”
- Capabilities and Behaviour are pointed to by questions such as “What is already working? What should we be doing more of?” This level also equates to the new forms of organisation, workflows and processes that are often mentioned as emerging from the Design stage in the AI literature.
- Environment is what the organisation operates in: customers, other stakeholders, competitors, partners, markets, and regulatory frameworks, as well as physical locations and resources. This is also where we would look for consequences and knock-on effects of our changes.
Each level needs to be aligned with the others – for example, the Behaviours we need to undertake in order to achieve our Purpose and fulfil our Values may require us to expand our Capabilities.
One way of using this model in the Design stage would be to start with the Provocative Proposition (a bit of Appreciative Inquiry jargon to signify a ‘mission statement’ or slogan which sums up the aspirations coming out of the Dream stage, which is meaningful to the people within the organisation or team who have come up with it, and which acts as a ‘stretch’, inspiring people to raise their game and make the Dream a reality) at Identity or Purpose level, and to examine the Behaviours needed to make it a reality.
Or you could start with the Values and work down by asking “What Behaviours do we need to pursue? What Capabilities do we need?” At the same time you could work upwards by asking “Who are we when we truly fulfil these Values?”
As you examine each level in the light of the others, expect more information to emerge at each level. You may find yourself refining the Provocative Proposition in the light of the re-examined Values, or that the Values set expands as you consider the implications of Identity or Behaviours.
When each ‘Logical Level’ of the organisation is aligned with the Provocative Proposition and with the other levels, you have a sound basis for action.