MSL 665 Belhaven University Appreciative Inquiry Discussion Prompt: Moore (2016) discusses the Five Principles of Appreciative Inquiry (5.1) in our reading

MSL 665 Belhaven University Appreciative Inquiry Discussion Prompt: Moore (2016) discusses the Five Principles of Appreciative Inquiry (5.1) in our reading assignment this week. After reviewing this pyramid, discuss which one of the five would you start with and why when dealing with a client/employee who is struggling with self-esteem? What method would you use to move that client/employee through all five levels?Requirements: 250 words minimum initial post, 100 words minimum reply MSL 665
Coaching & Conflict Resolution
Belhaven University
Unit 3
Positive about Conflict
Unit 3 Introduction
Unit Three of the Coaching & Conflict Resolution
course provides a vivid account of the power of
positive thinking. Yes, there is a very real “magic”
to thinking in the in the affirmative.
Unit 3 Topics

Positive Coaching
Appreciative Inquiry (AI)
The 5 Principles of AI
The 5-D Cycle of AI
Conflict Styles
Conflict: Causes, Creation, Effects, Prevention,
and Resolution
Zoom Session 1
Unit 3 Objectives
Course Level Competencies

Objective 1.1: Define and identify components of best
practices of coaching, mentoring, and conflict resolution.
Objective 3.1: Analyze internal and external dynamics
of teams.
Objective 3.2: Practice effective conflict resolution skills
through use of role play.
Objective 5.1: Demonstrate professional conduct in oral
communication, written communication, presentation
skills, and punctuality.
Objective 5.2: Identify attributes of God-centered conflict
resolution and coaching.
MSL 665
Coaching & Conflict Resolution
Belhaven University
Unit 3.1 Lecture

Positive Coaching
Appreciative Inquiry (AI)
The 5 Principles of AI
Coaching & Conflict Resolution for-positive-psychology-with-related-tags-and-terms.html
Coaching & Conflict Resolution
Positive Psychology
Strengths and strategies based in the principles of
positive psychology, such as optimism and
gratitude, are increasingly linked not just to greater
mental well-being but also to greater physical wellbeing.
Coaching & Conflict Resolution
Positive Psychology, cont.
Chronic stress and the accompanying negative
emotions have been shown to negatively
impact health, whereas long-term positive
emotions may prevent people from becoming ill,
favorably affecting morbidity and mortality.
Coaching & Conflict Resolution
How Does Coaching Generate Positivity?
An important mechanism of action for coaching is
that coaches build positivity by helping clients
define what makes them thrive, identify, cultivate,
develop, and harvest more positive emotions and
achieve important goals.
Coaching & Conflict Resolution
Coaching helps clients identify what makes them
flourish, building Fredrickson’s (2009) top 10
positive emotions:

Inspiration: connecting health and well-being to
higher purpose and life meaning.
Hope: creating a vision of the future, identifying
small steps forward that feel doable, and developing
the experimental mindset of a scientist.
Pride: uncovering strengths and talents and
appreciating success in meeting goals.
Coaching & Conflict Resolution
Coaching, cont.

Interest: setting goals that are engaging and “a
stretch” but not anxiety-producing.
Love: fostering trust, rapport, and connection
with the coach and harnessing social support.
Awe: identifying inspiring role models and
Coaching & Conflict Resolution
Coaching, cont.

Amusement: laughing at oneself and situations.
Joy: improving awareness and enjoyment of
Gratitude: appreciating life’s gifts including
Serenity: stopping to savor moments of
Coaching & Conflict Resolution
Appreciative Inquiry (AI): A Tool for Celebrating
the Best
AI is a philosophy as well as an approach for
motivating change and enhancing well-being that
focuses on exploring and amplifying the best in a
person or situation.
Coaching & Conflict Resolution
AI does not focus on weaknesses and problems
to fix; instead, clients are encouraged to
acknowledge strengths and imagine possibilities
in order to rise above and outgrow their problems.
Given the value of building positive emotions, AI
is a valuable coaching tool for uncovering and
celebrating the best of what is and what could be.
Coaching & Conflict Resolution
Five Principles of Appreciative Inquiry
Coaching & Conflict Resolution
The Positive Principle
Positive actions and outcomes stem from positive
energy and emotion. The positive principle asserts
that positive energy and emotion disrupt downward
spirals, building the aspirations of people into a
dynamic force for transformational change.
The positive principle asserts that positive actions
and outcomes stem from the unbalanced force
generated by positive energy and emotion.
Coaching & Conflict Resolution
The Constructionist Principle
Positive energy and emotion stem from positive
conversations and interactions. The constructionist
principle asserts that positive energy and emotion are
generated through positive conversations and
interactions, leading to positive actions and outcomes.
More than any of the other five principles, the
constructionist principle makes clear the importance of
the social context and environment in creating the
present moment and changing future moments.
Coaching & Conflict Resolution
The Simultaneity Principle
Positive conversations and interactions stem from
positive questions and reflections. The simultaneity
principle makes the following claim: Conversations
and interactions become positive the instant we
ask a positive question, tell a positive story, or
share a positive reflection.
Coaching & Conflict Resolution
The Anticipatory Principle
Positive questions and reflections stem from
positive anticipation of the future. The anticipatory
principle asserts that when there is a positive
anticipation toward the future, everything tilts in
that direction.
The anticipatory principle asserts that it takes a
specific, positive image of the future in order to
impact the dynamics of the present.
Coaching & Conflict Resolution
The Poetic Principle
Positive anticipation of the future stems from
positive attention in the present. The poetic
principle asserts that the more one attends to the
positive dimensions of the present moment, the
more positive the intentions for future moments will
Coaching & Conflict Resolution
The Christian Perspective
Take a moment and reflect on how all the principles
mentioned in this lecture would be utilized in your
Coaching & Conflict Resolution

Ending 3.1 and getting into 3.2

The 5-D Cycle
Conflict Styles
Zoom Session #1
MSL 665
Coaching & Conflict Resolution
Belhaven University
Unit 3.2 Lecture

The 5-D Cycle of AI
Conflict Styles
Conflict: Causes, Creation, Effects, Prevention,
and Resolution
Zoom Session #1
Coaching & Conflict Resolution
Coaching & Conflict Resolution
The 5-D Cycle of Appreciative Inquiry
How does a coach use this approach?
Coaching & Conflict Resolution
Some clients may not be ready, willing, or able to
implement a strengths-based approach to
transformational change. Get a sense of this by
noticing how much they want to talk about their
situation. Express compassion as an entry point to
move the conversation forward.
Coaching & Conflict Resolution
Once the learning agreement is clear, the next step is
to assist clients in discovering promising examples of
their desired outcomes, both past and present.
The AI protocol includes four discoveries:
1. Best Experience
3. Core Values
2. Generative Conditions
4. Three Wishes
How can this apply to our faith?
Coaching & Conflict Resolution
Once clients have discovered the best of “what is,”
it is time to encourage them to envision the best of
“what might be.” The discoveries of the last phase
are used to create a dream that is grounded in the
client’s history, as it expands the client’s potential.
Coaching & Conflict Resolution
The design phase of the AI process gives the
dream legs by working to align the client’s
infrastructure with the dream. Clients are asked to
make proposals and set goals as to how the
dream would manifest itself in terms of habits,
procedures, systems, technology, roles, resources,
relationships, finances, structures, and
Coaching & Conflict Resolution
The purpose of AI is to elevate the self-efficacy of
clients in order to assist them in realizing their
destinies. It is not just a feel-good process; it is
also an action process that makes dreams come
true and makes dreaming intrinsic to the client’s
way of being in the world.
Our faith displays for us how we are to impact the
world through our calling (destiny).
Coaching & Conflict Resolution
Understanding the Theory: Conflict Styles

Competitive: Used by people with power, rank,
position, or expertise.

Collaborative: Used by people trying to meet
the needs of all. They cooperate effectively and
bring viewpoints together.

Compromising: Used by people who want to at
least partially satisfy everyone.
Coaching & Conflict Resolution
Conflict Styles, cont.

Accommodating: Used by people willing to
meet the needs of others at the expense of their
own needs.
Avoiding: Used by people who seek to evade
the conflict entirely. They often delegate and
accept ineffective decisions. This approach is
usually ineffective.
Coaching & Conflict Resolution
General Causes of Conflicts

Poorly defined goals.
Divergent personal values.
Lack of cooperation/trust.
Competition of scarce resources.
Unclear roles/lack of job description.
Coaching & Conflict Resolution
Behaviors that Create Conflict

Not being a role model.
Take credit, no recognition.
Be judgmental.
Subordinate should come to see me.
Make yourself inaccessible to your team.
Individual vs Team approach.
Introduce change without consultation or
Coaching & Conflict Resolution
Effects of Conflict in Organizations

Staff turnover
Coaching & Conflict Resolution
How to Prevent Conflicts

Frequent meeting of your team.
Allow your team to express openly.
Sharing objectives.
Having a clear and detailed job description.
Distributing tasks fairly.
Never criticize team members publicly.
Always be fair and just with your team.
Being a role model.
Coaching & Conflict Resolution
Steps to Resolve Conflicts

Assure privacy.
Empathize more than sympathize.
Listen actively.
Focus on issue, not on personality.
Avoid blame.
Encourage feedback.
Identify alternate solutions.
Give your positive feedback.
Agree on an action plan.
Coaching & Conflict Resolution
Conflict Resolution Tools

Listen with empathy and see the conflict from
the other person’s point of view.
Identify issues clearly and concisely.
Use “I” statements.
Remain flexible.
Clarify feelings.
Coaching & Conflict Resolution
Zoom Session #1

This is a great opportunity to practice your
coaching abilities towards helping someone.
The coach will use the 5-D cycle to help the
client/employee through a transformational
process to meet their goals.
Remember, THIS IS PRACTICE. Through more
and more practice you will grow in your ability to
coach a co-worker/client through conflict or other
What’s next?

Complete reading assignments.
Complete writing assignments.
Answer discussion questions.
Complete unit quiz.
Complete your first Zoom session.
Fredrickson, B. L. (2009). Positivity: Groundbreaking research reveals how to
embrace the hidden strength of positive emotions, overcome
negativity, and thrive. New York: Crown.
Moore, M., Jackson, E., Moran-Tschannen, B. (2016). Coaching psychology
manual, (2nd ed.). New York: Wolters-Kluwer.
Image References
Positive coaching Scotland. (n.d.). Retrieved from
Positive thinking word cloud. (n.d.). Retrieved from forpositive-psychology-with-related-tags-and-terms.html

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