Intervention / Consulting

Organizational Consultation XXX: Leadership and the Appreciative Perspective
We have now completed our journey around the Appreciative Triangle. We have ventured into the domains of information, intentions and …

Organizational Consultation XXIX: Portfolio-Based Assessments
I turn now to the final approach to performance appraisal. I have saved this for last, because it is by …

Organizational Consultation XXVIII: Multi-Source Assessment (360-Degree Feedback)
Though it is plagued with as many problems as the IFA model of performance appraisal, the multi-source method for appraising …

Organizational Consultation XXVI: Feedback (Part Three)
I describe appreciative processes in this essay that fulfill many if not all the twelve functions of effective feedback.

Organizational Consultation XXV: Feedback (Part Two)
Most leadership activities are directly or indirectly related to achieving goals and meeting human needs. Planning, organizing, staffing and leading …

Organizational Consultation XXIV: Feedback (Part One)
The final strategy concerns the generation of valid and useful information about the performance of employees in the organization. This …

Organizational Consultation XXIII: Empowerment (Part Three)
I have already proposed and described the nature of an empowerment pyramid that I believe provides a foundation for effectively …

Organizational Consultation XXII: Empowerment (Part Two)
I propose that individuals and groups move toward empowerment and organizations move toward appreciation by addressing these four functional building …

Organizational Consultation XXI: Empowerment (Part One)
In an appreciative-oriented consulting process, attention must be paid to empowerment of individuals and teams in the organization. The objective …