Recently in a post on the Australian Facilitators’ Network discussion forum there was a question about how to create a sense of team identity. I rather liked the response from John Loty who outlined an appreciative enquiry approach. Thanks John! www.johnloty.com
Although context and focus of varies according to different situations, industries and organisations, there is a standard or generic format as follows:
- Best Experience
Tell me about the best times that you have had with your organisation.
Looking at your entire experience, recall a time you felt most alive, most involved most excited about your involvement. And what made it an exciting experience? Who was involved? Describe the event in detail. (Tell the story of that time).
What are the things you value deeply; specifically, things you value of about yourself, your work and your organisation?
a Yourself — without being humble, what do you value most about yourself?
b Your work — When you feel best about work at your organisation, what do you value about it?
c Your organisation — What is it about your organisation that you value?
What is the single most important thing that your organisation has contributed to your life?
- Core Values
What do you think is the core value of your organisation? What is it that, if it did not exist, would make your organisation totally different than it currently is?
- Three Wishes
If you had three wishes for your organisation, what would they be? (No limit on resources)
People interview each other (preferably persons they don’t know and then the pairs form groups of 6 or 8 — 3 or 4 pairs and relate (share) their discoveries…with each group then sharing the highlights to the larger body.
This process (Discovery) is the first step of the full-blown Appreciative Inquiry process, but it would probably be sufficient to achieve a sense of identity and/or cohesion. And, (my comment) allow for in-depth discussion of differences – what they are, how they enhance to the team, whether any need to be resolved in some way.