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Positive Team Development

Bushe, Gervase R., Ph.D. (1998). Appreciative inquiry with teams (full html article). The Organization Development Journal, 16(3), pp. 41-50. Retrieved January 13, 2002, from, http://www.gervasebushe.ca/

• Article excerpt: A simple process based on the principles of appreciative inquiry that I've referred to as the "best team" inquiry has been experimentally shown to effect groups positively. In this article I've tried to look at why. I tried to show how it helps members of new teams establish personal identity and differentiate themselves. New teams can also benefit from this way of generating "group guidelines" and appreciative recognition can help to build group cohesion. Ongoing teams can benefit from a "best team" inquiry in several ways. It can help to create a safe gateway into difficult issues for a group. When lack of appreciation is the issue, It can create so much tension in members that they deal up their resentments and expectations. It can aid the development of shared mental maps of group success. It can help create affirming, generative images that allow for a different discourse, a different set of understandings and opportunities to materialize for a group. This can be therapeutic for a group stuck in a paradox. In working with teams to develop affirming, generative images, an appreciative inquiry into something other than teams is often appropriate and can have very positive impacts on groups and their members. As a change process appreciative inquiry is a powerful "pull" strategy and can sometimes transform a relationship or a group."

Bushe, G. R. (1998). Meaning making in teams: Appreciative inquiry with pre-identity and post-identity groups. Retrieved January 13, 2002, from, http://www.gervasebushe.ca/aimeaning.htm

Bushe, G. R. (1998). Five theories of change embedded in appreciative inquiry. Paper presented at the 18th Annual World Congress of Organization Development, Dublin, Ireland, July 14-18, 1998. Retrieved January 13, 2002, from, http://www.gervasebushe.ca/ai5.htm

Head, Robert Lee, Ph.D. (2002) Appreciative inquiry as a team-development intervention for newly formed heterogeneous groups. Dissertation Abstract. Benedictine University.

Barner, C. P. (2002). Appreciative Inquiry as an Alternative Methodology in Team Development (.doc). Personal Interest Research Paper for Graduate School of Education, Instructional Technologies. Fairfax, VA: George Mason University.

Watkins, J. M., & Cooperrider, D. (2000). Appreciative inquiry: A transformative paradigm. OD Practioner, 32(1). Retrieved September 18, 2001, from http://www.odnetwork.org

Traditional Team Development

Catalyst Consulting. (2002). Tuckman's traditional model of team development - Accelerating group development. Retrieved September, 2001, from http://catalystonline.com/