Significant differences of opinion often arise in each of three domains. These differences must be addressed in quite differ…

We have now completed our journey around the Appreciative Triangle. We have ventured into the domains of information, intent…

I turn now to the final approach to performance appraisal. I have saved this for last, because it is by far the most appreci…

Though it is plagued with as many problems as the IFA model of performance appraisal, the multi-source method for appraising…

There is no one right way to conduct performance appraisals. However, despite the need for individualized procedures, we don…

I describe appreciative processes in this essay that fulfill many if not all the twelve functions of effective feedback. …

Most leadership activities are directly or indirectly related to achieving goals and meeting human needs. Planning, organizi…

The final strategy concerns the generation of valid and useful information about the performance of employees in the organiz…

I have already proposed and described the nature of an empowerment pyramid that I believe provides a foundation for effectiv…

I propose that individuals and groups move toward empowerment and organizations move toward appreciation by addressing these…