I was an administrator at a school that was behind the game. Graduates’ final results were fairly strong, but students particularly in the middle years were disengaged.

Change was needed.

I had to work with the leadership team to move the faculty to a more contemporary style of teaching.

I learned that taking a change approach to search for the best in people and the school would have driven change in a different kind of way – one that was more appreciative and collaborative. One that shone a light on what was already good, and one built a clear positive vision of what could be.

Drop the focus on the negative and build an exciting vision of a desirable future with your team.

In traditional problem solving, the first step is to fully explore the root causes of a problem, create alternatives, and then choose the best solution.

But, this created a self-perpetuating downward spiral of negativity, hopelessness and even disunity. Why? It rekindled those emotions connected with the problems and contentious situations!

I needed a change approach that was positive (not necessarily easy), collaborative and energizing.

Here’s what I learned to ensure you don’t make the same mistake:

Take time to have team members interview each other about the organization’s best practices and desired future.

#1. Amplify your organization’s peak experiences.

• Think back through your career here. Locate a moment that was a high point, when you felt most effective and engaged. Describe how you felt, and what made the situation possible.

#2. Amplify your organizational best practices.

• When has the organization been at its best?

• Describe our organization’s best practices.

• What makes these stand out to you?

#3. Imagine a hopeful and inspiring vision of the future

• Describe your three concrete wishes for the future of this organization, or for yourself.

This is powerful work that creates a sustainable increase in the team’s potency, transformational leadership and builds a stronger sense of team!