The "HPT Model: Appreciative Approach" is a very interesting hybrid of the traditional HPT model and the holistic 4-D Model.
The hybrid model was created by David Cooperrider and Suresh Srivastva of Case Western Reserve University. The model relies largely on HPT theory with two major differences: 1) It focuses on what IS working and 2) It relies heavily on positive framing of questions posed.
Appreciative inquiry (AI) is the art and practice of asking questions that strengthen a system’s capacity to apprehend, anticipate, and heighten positive potential. It centrally involves the mobilization of inquiry through the crafting of the “unconditional positive question” often-involving hundreds or sometimes thousands of people. In AI, the arduous task of intervention gives way to the speed of imagination and innovation; instead of negation, criticism, and spiraling diagnosis, there is discovery, dream, and design.
The 4-D Model (shown below) is central to AI and is largely used in organizational development, psychology, sociology and leadership theory. It is characterized as a holistic model due to its nonlinear form and its unique modeling characteristics. Holistic models are represented by overlapping domains that exist separately but form an ideal performance zone when combined. Appreciative action begins at the center of the model in which the affirmative topic choice is selected. The topic is the starting point and suggests a direction for the future. The words themselves are a powerful component to this model. For example, Would one prefer to study a project that focuses on addressing customer dissatisfaction? Or would one prefer to focus on how to create lasting customer relationships?
The HPT: Appreciative Approach Model incorporates concepts of the 4-D model into the traditional HPT Model. In combining the two, the analysis stage of the HPT Model became a key area of opportunity. Two primary changes were made to the HPT Model: 1) The addition of positive experience analysis and 2) Reframing and conversion of the cause analysis into a strengths analysis.
Performance Analysis: Discover the Positve Core
The positive experience analysis is an important addition that expands the traditional HPT data collection to include insights at the individual level, especially those of a positive nature.
Distance Analysis: Dream
This step focuses on "ideal workforce performance". Ideal workforce performance is the difference between actual and desired performance but is not defined as the "gap". Rather, it is defined as the distance between the two. Gap is not used as it is thought to be a deficit.
Intervention Selection, Design, and Development: Design
This area of the model focuses on tradional HPT theory and looks to the full array of HPT solutions. Creativity and willingness are also relied upon for additional options.
Evaluation
This area of the model relies on tradional HPT methodology with the additon of "stories" as another element to discovering strengths. Success stories are combined with lessons learned to help uncover what is happening within the organization.
Resources:
Rosenzweig, J., & Van Tiem, D. M. (2007). An appreciative view of human performance technology. Performance Improvement, 46(5), 36-43. doi:10.1002/pfi.132
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