Introduction
On August 6, 2024, the British Red Cross Nepal Office organized an impactful training session on Appreciative Inquiry (AI) at the serene Godavari Village Resort. The event brought together 18 national and international staff members, including stakeholders from the ECOLAB project including the Nepal Red Cross, the National Trust for Nature Conservation (NTNC), and the British Red Cross.
The British Red Cross Nepal Office is committed to providing humanitarian assistance and disaster relief, focusing on enhancing the resilience of vulnerable communities in Nepal. Their initiatives encompass disaster preparedness, health services, and community resilience. Through partnerships with local organizations, they aim to strengthen the capacity and effectiveness of relief efforts, ensuring that communities can better withstand and recover from disasters.
Appreciative Inquiry in Red Cross Operations
Appreciative Inquiry (AI) is a transformative approach to organizational development that emphasizes the identification and amplification of existing strengths and successes. Globally, AI has been instrumental in fostering a culture of collaboration and innovation within Red Cross organizations. For instance, the American Red Cross has leveraged AI to enhance team effectiveness and drive organizational change, leading to increased volunteer engagement and more efficient disaster response strategies.
Objectives of the Training
The primary goals of this training were to:
- Empower Staff with AI Techniques: Equip staff members with the skills to identify and build on their strengths.
- Foster a Collaborative Culture: Promote a positive and collaborative organizational environment.
- Drive Innovation and Growth: Provide participants with practical skills to innovate and grow within the organization.
Methodology
The training employed a variety of methodologies to ensure a comprehensive understanding and application of Appreciative Inquiry principles. These included:
1. Peer Group Discussions
Participants engaged in discussions within small groups, sharing experiences and insights. This allowed them to learn from each other’s strengths and successes, fostering a collaborative learning environment.
- Indoor and Outdoor Games
Both indoor and outdoor activities were incorporated to illustrate AI principles in a fun and interactive manner. These games emphasized teamwork, problem-solving, and creative thinking.
- Case Studies
Real-world case studies were presented, showcasing successful implementations of AI in various organizational settings. Participants analyzed these cases to identify key strategies and outcomes.
- Discovery Exercises
- Personal Discovery: Each participant reflected on their personal strengths, achievements, and aspirations. They shared these insights with the group, helping to build a supportive community.
- Organizational Discovery: Participants conducted an analysis of their respective organizations, identifying core strengths and areas of success that could be leveraged for future growth.
- Letter of Acknowledgment: As part of the discovery exercise, participants wrote letters of acknowledgment to their closest supporters. These letters expressed gratitude for the unconditional support that had contributed to their career growth and personal development.
- Dream Exercise
Participants crafted new dreams for their personal lives, envisioning their ideal futures.
- Designing Exercise
Participants developed strategies to translate their dreams into reality.
- Delivery Exercise
Participants set realistic and attainable goals and developed personal action plans based on their dreams, expressing commitment to continuous learning and improvement.
Significance and Scope
This training was crucial for the British Red Cross Nepal Office as it aimed to cultivate a positive and resilient organizational culture. By focusing on strengths and successes, participants are better prepared to tackle challenges and capitalize on opportunities, enhancing the effectiveness and sustainability of humanitarian efforts.
Introduction to ERIPS
The Eastern Research Institute of Positive Science (ERIPS) is a leading center for professional learning and development, renowned for its expertise in Appreciative Inquiry. ERIPS collaborates with numerous national and international organizations, offering training programs that inspire positive transformation. Their proven methodologies have driven organizational change across various sectors. For a glimpse of ERIPS’ training standards and performance by Dr. RC Lamichhane, visit their YouTube channel here and their blog at blog.myerips.org.
About Dr. RC Lamichhane
Dr. RC Lamichhane, a certified Appreciative Inquiry trainer from Case Western Reserve University, USA, has extensive experience in conducting AI training sessions worldwide. His tenure as the executive director of ACORAB and his strategic planning roles for municipalities highlight his expertise in implementing AI in diverse contexts. Dr. Lamichhane has significantly contributed to fostering positive organizational change, exemplified by his involvement in the 3rd Child-Friendly City Conference and numerous training programs for I/NGOs.
Major Outputs of the Training
The training sessions yielded several key outcomes:
- Enhanced Understanding: Participants gained a deeper understanding of Appreciative Inquiry principles.
- Improved Organizational Culture: The sessions fostered a more collaborative and positive work environment.
- Practical Skills: Staff members acquired skills to identify and leverage organizational strengths.
- Actionable Strategies: Attendees developed strategies for innovation and growth in humanitarian efforts and disaster preparedness and response.
Participants Reflection:
Ambika Khatiwada, NTNC Officer: Ambika Khatiwada praised the training for its insightful approach to leveraging organizational strengths. She highlighted how the AI techniques would be instrumental in enhancing the effectiveness of NTNC’s conservation efforts.
Ram Krishna Khatri, Senior PMEAL Officer, BRC: Ram Krishna Chhetri expressed immense gratitude to the facilitators, emphasizing how the training inspired a renewed sense of purpose and collaboration among the staff members.
Sim Kwang Wei Clarence, PMEAL Advisor, Asia, BRC: Cleair found the training to be exceptionally effective and energizing. She noted the innovative perspectives gained from the sessions, which she plans to implement in her work in Malaysia.
Manik Saha Bangladesh Red Cross: Manik appreciated the training’s unique approach, stating it offered a fresh perspective on viewing the world. He emphasized the value of AI in fostering positive change within organizations.
Ms. Gita Kumari Pandey, Senior PSEA and CEA Officer, BRC : Gita described the training as a lifetime learning experience, expressing her commitment to applying AI principles to enhance the organization’s impact in Nepal.
Ms. Madhu Bhandari, Senior Finance and Admin Officer, BRC: “Hi sir, Thanks a lot for your time in building up our knowledge on AI. It’s new for me but very interesting topic. Will watch your videos also.”
Laxmi Joshi, NTNC: Laxmi Joshi highlighted the transformative impact of the training. She was particularly impressed with the stages of change and AI’s role in facilitating this transformation. Laxmi plans to organize full training for her staff to extend these benefits to her entire organization.
Narendra Bhatta, DPC NRCS, Kailali: “The training was outstanding; never participated in such high energy training before, although attended many trainings.”
Surendra Bahadur Bam, Senior Technical Officer, BRC: “Very empowering training. If learned before, various changes could have occurred in life, but I will use all tools and techniques in my personal and professional life from now onward.”
Mr. Lok Joshi: “Read some books about AI but today felt very live, engaged, and empowered.”
Mr. Mayanath Baral, Senior Finance Officer, NRCS HQS: “Very empowering training ever experienced but felt the duration was very short.”
Bharat Raj Bhat, Engineer/GIS Officer, NRCS, HQS: “It was great learning, and positivity inside is exploding.”
Mr. Ajit Tumbahamphe, Project Office NTNC: “It is very worthy and learn how transformation happened. Will apply all the learned lessons.”
Mr. Firoj KC, Office, BRC: “Great learning. Feel proud that we could hire the right person as a resource person.”
Recommendations for Future Training
Based on the positive feedback and outcomes of this training, it is strongly recommended that the British Red Cross Nepal Office continue to invest in Appreciative Inquiry training for its staff members. Future training sessions should:
Expand Participation: Include a broader range of staff members and stakeholders to maximize the impact of AI principles across the organization.
Regular Follow-ups: Conduct regular follow-up sessions to reinforce learning and track the progress of action plans developed during the training.
Advanced AI Training: Offer advanced AI training sessions to deepen the understanding and application of AI techniques.
Customizable Modules: Develop customizable training modules tailored to different departments and projects’ specific needs and challenges.
Integration with Other Programs: Integrate AI training with other professional development programs to create a holistic approach to organizational growth and resilience.
Conclusion
The Appreciative Inquiry training organized by the British Red Cross Nepal Office has not only equipped participants with essential skills but also fostered a culture of positivity and collaboration. This training is a significant step towards more effective and sustainable humanitarian efforts in Nepal and beyond. The success of this program underlines the potential of AI to transform organizations by focusing on strengths and fostering an environment of continuous improvement and innovation.
By implementing the recommendations and continuing to invest in AI training, the British Red Cross Nepal Office can further enhance its capacity to serve vulnerable communities and respond effectively to disasters, ensuring a resilient and prepared organization for the future.
References
- Cooperrider, D. L., & Whitney, D. (2005). Appreciative Inquiry: A Positive Revolution in Change. Berrett-Koehler Publishers.
- Ludema, J. D., Whitney, D., Mohr, B. J., & Griffin, T. J. (2003). The Appreciative Inquiry Summit: A Practitioner’s Guide for Leading Large-Group Change. Berrett-Koehler Publishers.
- Stavros, J. M., Godwin, L., & Cooperrider, D. L. (2015). Appreciative Inquiry: Organization Development and the Strengths Revolution. In W. J. Rothwell, J. M. Stavros, R. L. Sullivan, & A. Sullivan (Eds.), Practicing Organization.
