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Summit 2006
Seeking a New Life Together
Appreciative Inquiry Summit for the
Presbytery of the Twin Cites Area
November 10 & 11, 2006
Christ Presbyterian Church
Summit Purpose
Vision of a Life Together in the Midst of
Differences
Develop a Dynamic Organizational
Structure
Matthew 18: 19-20
“Again I say to you, that if two of you agree on
earth about anything that they may ask, it
shall be done for them by My Father who is
in heaven. For where two or three have
gathered together in my name, I am there in
their midst”.
Summit Objective # 1
Engage as many clergy, elders and
members of the presbytery as possible to
discern God’s will, and to dialogue and
develop a bold vision for the future
Summit Objective # 2
Build trust and collaborative working
relationships between churches within
the presbytery and churches and the
presbytery
Summit Objective # 3
Develop greater capacity for on-going
dialogue among members of the
presbytery that enables collaboration in
the midst of differences
Summit Objective # 4
Design and plan for implementation of
dynamic new structures, strategies,
initiatives, and ways of working that are
congruent with the vision
Day 1 Agenda
Introduction to AI and Discovery Phase
Appreciative Interviews
Identify Key Themes
Introduction to Dream Phase
Write Dream Statements
Dinner and Dream Presentation
Day 2 Agenda
Introduction to Design Phase
Create Design Possibility Maps
Develop Possibility Propositions
Introduction to the Destiny Phase
Innovation Teams
Recommendations and Action Initiatives
Ap-pre’ci-ate, v.
Valuing; the act of recognizing the best in people or
the world around us; affirming past and present
strengths, successes, and potentials; to perceive
those things that give life (health, vitality,
excellence) to living systems 2. to increase in
value, e.g. the economy has appreciated in value.
Synonyms: valuing, prizing, esteeming, and
honoring.
In-quire, v.
The act of exploration and discovery. 2. To ask
questions; to be open to seeing new potentials
and possibilities. Synonyms: discovery, search,
and systematic exploration, study.
What is Appreciative Inquiry?
Approach to organizational change
Leverages organization’s best qualities toward
change
Organizations move in the direction of what you
ask about
Art and practice of asking powerfully positive
questions
Linking of inspiring accounts of peak
experiences to a change agenda
The “4-D Cycle”
Discover
“What gives life?”
(The best of what is)
Appreciating
Deliver Dream
“How to empower, learn,
Affirmative “What might be?”
and adjust/improvise?”
Sustaining Topic Choice (What is the world calling for)
Envisioning Results
Design
“What should be - the ideal?”
Co-constructing
The Appreciative Interview:
Initial Instructions
Each person will conduct an interview and be
interviewed using the questions on pages 6
to 11 in the workbook
Select someone that you don’t know (bring
workbook and a pen or pencil)
The Appreciative Interview:
Guidelines
Have fun!
Listen intently and ask questions
Try to understand behavior and values
Active listening techniques
The Appreciative Interview:
Dealing with Negatives
By all means listen
Be empathic
Find the underlying hope or the missing ideal
Guide the person back
The Appreciative Interview:
Final Instructions
Follow me
Seek stories by asking who, what, when,
where, why, and how
Take good notes of the stories and what you
find most compelling
Question 1
Peak Church Experience
Take a minute to reflect upon your involvement and
relationship with your current church. You most likely have had
some high-point experiences with this community of believers.
Talk about a moment that truly stands out as a “peak experience”
at your church -- a time when you felt most engaged, worthwhile,
loved, committed, connected, or close to God.
Please share the story…what happened? When? Where? What
was it about you, the others around you, or your relationship with
Christ, that made it a high point?
Question 2
Positive Core of the Presbytery
We are living in a time of rapid and significant change, when many
of the structures and traditions that have held sway in the church
are being questioned. Presbyteries have historically been a way
for groups of congregations to be related to each other. It is
inevitable that presbyteries will go through some significant
changes in the near future.
Recognizing this, what aspects of a presbytery at its best do you
believe are so vital that they should remain core to its identity?
What qualities (i.e. strengths, structures, processes, values,
beliefs, etc.) do you believe should be foundational as this
presbytery moves into the future? Give an example of one of
these qualities in action.
Question 3
Dynamic Organizations
It is truly wonderful to behold and experience an organization,
faith-based or otherwise, that brings out the best in its people and
accomplishes its goals and objectives in the process. These
organizations have ways of doing things and cultures that are
energizing, engaging, efficient, and effective. Think about
organizations that have deeply impressed you.
What it is that makes these organizations stand out in your mind?
Is it the leadership philosophy, creative approach to its mission,
unique delivery of its product or services, flexible organizational
design, or some other qualities? What makes them so
exceptional? Can you share a story about these qualities in
action?
Question 4 - Relationship
in the Midst of Differences
Tell a story of an experience you have had when you
were part of an enriching and prosperous relationship
with another person, at work, or in your personal,
community, or church life, despite having significantly
different beliefs, outlooks on life, or ways of being.
Who was involved? What was present in the
relationship that allowed it to flourish? What were the
outcomes and benefits that you experienced?
Question 5
God’s Call
Engaging in an envisioning process provides an opportunity to
listen carefully to God’s call. It is an opportunity to push the
creative edges, to do new things, and to wonder and pray about
our ministry’s greatest potentials -- both as congregations and as a
presbytery.
What is your sense of what God is calling us to be and to do?
What do you think is God’s desire for us in terms of our life together in the
midst of differences?
It is likely that you come with ideas that are already formed – and that is
OK. Yet, we gather in the expectation that God will speak to us. In light
of this we will take a few minutes now for silent prayer prior to answering
this question.
Question 6
Miracle Question (Part 1)
Imagine that one day you wake up and God has answered our
prayers and miraculously given us a new and beautiful and
meaningful life together. The presbytery has become something
you would most like to see for yourself and friends, for children, for
our community and for our world. It is a dynamic organization and
its members are experiencing an abundant spiritual life and
accomplishing great things for the kingdom of God -- even in the
midst of differences. It is seen as an astounding development and
other presbyteries, and even other denominations, are clamoring
to learn what has happened. You are moved and proud in a
heartfelt way. It’s the kind of presbytery and faith community you
most want to be part of -- one that is living God’s call in fresh,
vibrant, meaningful and powerful ways. (Continued)
Question 6
Miracle Question (Part 2)
Please share some highlights of what you see in this
vision of the presbytery: What do you see happening
that is vital and good? What is happening that is new,
different, or better? What do the relationships between
the congregations and the presbyteries, and the
congregations with each other, look like? Before you
answer this question, we will again take a few minutes
for silent prayer in the hope that God speaks to us.
Group Roles
Discussion Leader
Timekeeper
Recorder
Reporter
Steps for Part One of Discussion
Introduce your partner and share highlights
from questions 1, 2, 3, & 4 of the interview.
Share at least one of the best stories told by
your interview partner from these questions.
The group members should listen and take
notes on patterns and themes. A theme is an
idea or concept about what is present when
people are reporting the times of greatest
excitement, creativity, inspiration, etc.
Steps for Part One of Discussion
(Continued)
Brainstorm list of themes that were high-points,
ideas that “grabbed you”, examples of things
when they are at their best. The Recorder should
write these on a piece of flipchart paper.
Agree on and select 3 to 5 themes for that you
think are most compelling and important.
Recorder should put these on flipchart paper in
the format shown below.
Top 3 to 5 Themes
from Interviews
Themes Dots
1)
2)
3)
4)
5)
Steps for Part One of Discussion
(Continued)
Prepare 1 to 2 minute presentation for
the Reporter to give to the large
group to briefly describe and
explain chosen themes.
Problem Solving or Appreciative
Inquiry
Problem Solving: Appreciative Inquiry:
Identify problem Appreciate “What is”
Root cause analysis Imagine “What Might Be”
Solutions & analyze Determine “What Should Be”
Develop action plans Create “What Will Be”
Metaphor: Organizations are Metaphor: Organizations are a
problems to be solved mystery to be explored.
4 Key Principles of Appreciative
Inquiry
Constructionist Principle (The way we know is fateful)
Principle of Simultaneity (Change begins at the moment you ask
the question)
Anticipatory Principle (Change in active images of the future)
Positive Principle (The more positive -- the greater and longer-
lasting the change)
Positive Image = Positive Action
Powerful Placebo
Pygmalion Effect
Positive Effect
Inner Dialogue (2:1)
Rise and Fall of Cultures
Affirmative Capability
ENVISIONING THE FUTURE
Select a discussion leader, timekeeper, recorder,
and reporter for your group
Share highlights from partner’s responses to dream
questions (5 & 6) in the interview. What ideas,
stories, and images did you find most compelling?
The rest of the group members should be listening
and taking notes ideas, stories, images of the future
that have distinct power and possibility.
ENVISIONING THE FUTURE
(Continued)
Brainstorm and identify most engaging, powerful, and
potentially important elements to have as part of the
future presbytery. Recorder writes ideas on flipchart
paper.
Narrow down to 3 to 5 key elements your group wants to be
part of a collective dream – especially with regard to
having a life together in the midst of differences and
developing a dynamic organizational structure.
Recorder should put 3 to 5 key elements on sheet of flipchart
paper.
Dream Statement
Transform key dream elements into a “dream statement” and
have Recorder write it on flipchart paper
Start dream statement as follows: “In 2007 the Presbytery of
the Twin Cities Area is (insert your image of the ideal as if
it is happening right now)
As a group, visualize the presbytery you really want -- as if it
exists now. Again, especially as it relates to life together
in the midst of differences and dynamic organizational
structure
Dream Statement
(Continued)
Desired
Bold, provocative
Affirmative
Grounded
Creative Presentation
Choose a creative way to present your dream
statement as if it is happening now.
Prepare a 3 minute presentation for members
from your group to share with the large
group. It can be a skit, a song, a TV
special, news story, work of art, etc.
Creative Presentation Notes
Best Ideas Organizational Elements
Most important and What kind of
appealing ideas for: organizational elements
are needed in order to
bring these ideas to life?
Life Together in the Midst
of Differences
Examples: Systems,
and Structures, Culture, Strategies,
Dynamic Organizational Training, Leadership, Policies,
Structure etc.
Denominational Structure
Presbyterian Church USA (PC/USA)
General Assembly
Synods (16)
Presbyteries (173)
Congregations (11,100)
16 Synods in the United States
16 Presbyteries in the Synod of Lakes
and Prairies
Presbytery of the Twin
Cities Area (PTCA)
Synod of Lakes and Prairies
Presbytery of the Twin Cities Area
71 Congregations
7 Paid Staff
Book of Order
Presbytery Council
Committee on Preparation for Ministry
Committee on Ministry
Nominating Committee
Committee on Representation
Permanent Judicial Commission
Design Possibilities Map
Dream Statement
Key Relationships
Design Elements
Sample of Organizational Design
Elements
Organizational structures
Training and leadership development
Key organizational strategies
Planning processes
Communication systems
Decision-making approaches
Governance
Steps to Creating a Possibility
Proposition
1. Self-Manage by selecting a Discussion Leader,
Timekeeper, Recorder and Reporter
2. At your table, review the guidelines listed below
and the examples of possibility propositions on
the next page so that you all have a shared
sense of what your possibility proposition
might look like at the end of this exercise.
Steps to Creating a Possibility Proposition
(Continued)
1. Discuss/brainstorm the “ingredients” you would like to see
present in the ideal version of the ”organizational element”
assigned to your table.
2. As a group, create a first DRAFT of a possibility
proposition for the “organizational element” assigned to
your table. This is a picture of what the element would
look like when infused with the essence of your dream.
3. Finalize your DRAFT possibility proposition by printing a
neat version on a single flip chart page. Be prepared to do
a 2 minute presentation.
Key Components Of Possibility
Propositions
Provocative
Desired
Language is exciting and energizing
Represent things we believe in, like constitutional beliefs
Describe what is wanted in a positive way
Written in the present tense, as if they are already happening
Sample Possibility Proposition:
Education and Training
Education and Training are the foundation of the
empowered culture of excellence at ACE. We foster
leadership that encourages, challenges, and supports
all members of the agency to engage in ongoing
learning, both personal and professional. ACE provides
life long training and education opportunities that
support a sense of purpose, direction, and continual
growth. This, in turn, nurtures the strength and
confidence people need to achieve their full personal
and professional potential.
Sample Possibility Proposition:
Decision Making Process
DRI recognizes that people from all levels of the
organization have valuable knowledge, experience,
and immense potential. We have a culture that
fosters empowerment at all levels of the
organization. Toward this end, decisions are made at
the most local level possible and include all relevant
and affected parties ensuring the sharing of good
information, and creating the empowered
involvement that breeds commitment.
Sample Possibility Proposition:
Strategy
All members of Grace for the City share a basic
common vision in relation to the organization’s core
mission, intent, and direction. It is an exciting,
challenging, and meaningful direction which helps
give all staff and stakeholders a feeling of
significance, purpose, pride, and unity. Grace for the
City uses whatever time and resources that are
needed to bring everyone on board and thus
continuously cultivates “the thrill of having a feeling
of deep connection and understanding”, of being a
valued member of an outstanding organization.
Sample Possibility Proposition:
Leadership
At all levels, our bold and empowered leadership
nurtures an atmosphere of collaboration, mutual
respect, and diversity. As colleagues, we continue
to challenge each other to contribute through
empowering both dialogue and teamwork, in order to
create a university that is second to none. We
promote leadership at every level. Our culture of
openness to new ideas fosters unrestricted dialogue,
innovation, positive communication, and the
emergence of new leaders.
Innovation Teams:
Questions to Discuss
– What is the vision of this initiative/action/innovation? What is
the intent? What do you hope to accomplish?
– How will this initiative promote Life Together in the Midst of
Differences or the development of Dynamic Organizational
Structure?
– What is the name of the action initiative?
– Who else needs to be involved in the implementation?
– What are the steps you need to take to accomplish your goal?
– When should it be started? What is your timeline?
– Who is the initiative leader? Who is the initiative
coordinator?
– How will you as a team stay in communication with one
another?
Action Plan
Be prepared to summarize, write up and submit the
following:
1. Group Members:
2. Name of Pilot project:
3. Short purpose statement that relates it to the
propositions of the ideal future we want: “The
purpose of this initiative or pilot is….”
4. Write a short description of the proposed pilot:
What, When, Where, How, Etc.
