Differences among members with regard to gender, race, ethnicity, nationality and disabilities are viewed as strengths and valuable resources. Successful participants in this culture tend to be aware and supportive of the traditions and history of their group and organization. They frequently honor the contributions of past and current members. They enjoy celebrating the distinctive features and accomplishments of their group and organization.
The intentions-rich culture tends to be particularly supportive of employees who are skillful in providing personal assistance to other members of the group when requested. Furthermore, competent members of this culture provide assistance in a manner that is responsive to the other person’s needs and that respects the other person’s autonomy and sense of self-worth. Personal risk-taking and interpersonal learning among all group members is encouraged in this culture. Inspiring leaders thrive in this organizational culture. These leaders focus on values and the vision, purposes and personal aspirations that are derived from these values. The inspiring leader in this culture will find enthusiastic support for her concerns about the welfare of employees and the building of community and commitment.
Culture of Ideas
The leaders of some organizations with which I have worked tend to dwell on the domain of ideas. They readily embrace the strategies of empowerment, development and feedback. These leaders and their organization thrive on decisive action. In terms of the Appreciative Triangle, the idea-rich leaders and organizations tend to be right leaning. Once again, this doesn’t refer to political ideology, but rather to the tendency of these leaders and organizations to dwell in the right-hand domain (ideas) and employ the appreciative strategies located in the lower right-hand corner of the triangle.
