“Appreciative Inquiry is more than a focus on the positive.
It is the creation of conditions that tap the generative potential of people and organizations.”
~Gervase Bushe
CPAs across the country have put the finishing touches on their “busy season” and there is a collective sigh of relief. But you’re not really done yet. Now, is a great time, while the memories are still fresh, to reflect and “re-view” your performance over the last six months.
What went well? What should I do more of? Less of? How can I use the best parts of my performance to learn and take my performance to the next level?
Taking this “appreciative approach” helps you manage your change and development through the identification of what works and analysis of how to do MORE of that.
This is an alternative to the typical view of “what did I do wrong?” or “what are my weaknesses?” We identify a problem, analyze the cause and generate solutions all through the lens of fixing or avoiding problems. That approach works in some cases but it encourages us to focus on the negative rather than the energy and sense of possibility that comes from envisioning what’s possible.
To illustrate an appreciative approach to “re-viewing” your performance, think about your responses to the following questions suggested in the Appreciative Inquiry mindset:
1. Considering all of your objectives for your role, what are you proud of? What have you accomplished and what are you doing that works?
Give yourself credit for every little thing you do that brings you a feeling or demonstration of success, to even the smallest degree, in any work situation. Be specific.
2. What contributed to those successes? What caused those things to work? What or who has allowed you to do your best work? (Consider your team leader, team, firm overall, clients, circumstances, physical situation, and opportunities.)
3. How have you changed? Think about yourself at the beginning of the year and the person you are today. How have you changed? Again, give yourself credit for every little improvement in your professional competencies or personal effectiveness. What did you do that helped you improve? The activities may have occurred at work, home or in the community.
4. Going beyond your given objectives... In your work at your firm and as a member of a greater community, what achievements, accomplishments, or activities are you proud of?
5. Becoming even more effective…. To make yourself even more effective in the future, what do you want to continue to do, do more of, do better, or do differently? Of all the items listed and described above, which are the ones you are inspired to act on. (This is where your team leader can help prioritize your objectives.)
6. What support within the firm do you have to do the things you identified in #5? (Money, time, training, access to subject matter experts and support staff, equipment, materials, etc.) What resources do you have outside the company? This is where your team leader can help in making sure you have what you need to succeed.)
Appreciative Inquiry as a model for change has been around awhile and its applications to individuals, teams and organizations are far and wide. It is a different approach to viewing your situation today that helps shape your vision for tomorrow.
What do you think? Have you used this approach in your firm’s change initiatives? I welcome your comments and input. I’d love to hear from you.
To your success,
Mary
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