Changing Attitudes to Change Results: Alzheimer Society of Kingston

They called us after they had lost their second executive director in a short period of time. Board resignations were at an all-time high. They'd lost a couple of staff. We used the Appreciative Inquiry model to help them create some conditions where as a group they could decide whether they were viable or not.

Roger Dowker, Board Chair

We were having some organizational problems and we hired Christie to help us. I'm an old retired banker, and some would probably call me a cynic. I didn't expect much.

We did one all-day meeting and then three half days. The first day, I really didn't get it. But the second day it hit me that it was all about attitude change. I noticed the attitude shift within days of that first meeting, and then it just started to grow from there.

Christie's personal approach is what really impressed me. She will not allow people in the group to go negative. That's how you grow the seeds of positivity.

In the last meeting, we had to develop our Provocative Statements. We had 12 people at the meeting and we divided them into two groups of six. An hour later, we put the two statements side-by-side and except for a tiny bit of wordsmithing, they were identical. It was amazing, and the reason it happened is that we were focusing on strengths and not problems.