So in the last few training sessions we have done at SFI Inc., it was not mandated that the attendees be there, but it was strongly encouraged.  And by that, I mean that our trainings were offered as a more proactive alternative to anger management interventions, or another round of communication skills training.  Our training was an opportunity for them to make a good faith attempt to analyze their own behavior and interpersonal style of communication – with the inherent pluses and minuses.  And what we all – trainers and participants – discovered in the sessions, were three key incentives not necessarily voiced prior to the work:

• When participants, no matter their perceived role in the company – start to look at themselves as leaders and therefore capable of exerting strong impact on their peers and colleagues, they take their own behavior more seriously.
• The possibility of building a positive legacy in the organization is increased and a sense of empowered responsibility takes hold
• The question “What’s in it for me?”  gets answered in that they are able to experience themselves via the role plays and Activated Scenes, as part of the solution, not just part of the identified problem.

These discoveries through the course of the workshops start to open participants up to the power of Appreciative Inquiry as a management tool  - and get them started on a quest to look for what is right – what is already working – in an organization or work team.  Then we can start to discuss how to amplify the positive – and even if we can’t eliminate the negative, we can turn down the noise.  What do you think?  What has been your experience?