Presentation of Diana Whitney at the 1st Global Conference on Positive Change, April 2017

1. The Heart of Positive
Change
Diana Whitney
Founder, Corporation for Positive Change
Co-Founder, Taos Institute
Diana Whitney, PhD
diana@positivechange.org
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2. What do we mean by
Positive Change?
The results we create:
• Personal and
organizational changes that
inspire and enable people
to act for the greater good.
• Personal and
organizational changes that
advance us on our
collective journey toward
unconditional love.
Diana Whitney, PhD
diana@positivechange.org
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3. What do we mean by
Positive Change?
The vocabularies we speak:
• Transformation toward
vocabularies and
narratives of appreciation,
positivity, happiness, joy,
flourishing, thriving,
wholeness, what works
well, resiliency.
• The language of the heart.
Diana Whitney, PhD
diana@positivechange.org
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4. What do we mean by
Positive Change?
The Processes we use:
• That build capacities and
enhance resiliency for
ongoing learning,
growth, transformation
and new designs for
living.
• Seven Considerations…
Diana Whitney, PhD
diana@positivechange.org
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5. One
Conversations Matter
• Processes for Positive Change are based on the notion
that the worlds we inhabit are artifacts of dialogue.
• Conversations give form to our worlds.
• For example, imagine listening to the conversations of:
• Marie Currie and her research team.
• The writers of the Declaration of Independence.
• Susan B. Anthony and the suffragettes.
• Organizations as we know them, are artifacts of the
imaginations, conversations and social interactions of
people, in and out of them – generally before us!
Diana Whitney, PhD
diana@positivechange.org
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6. If conversations create,
conversations can re-create.
Diana Whitney, PhD
diana@positivechange.org
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7. Two
An Invitation to Co-Creation
• Processes for Positive
Change invite us to be
active, reflective and
relationally responsible
co-creators of our
worlds.
• An invitation to join the
conversation and to
change the
conversation.
Diana Whitney, PhD
diana@positivechange.org
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8. Change the Conversation
• Co- creators consciously shift conversations
• From deficit based narratives to positive possibilities
• From what’s wrong around here to what works well
• Co- creators realize that “words create worlds.”
• They choose words to illuminate strengths and inspire
action
• They use language that is affirmative and heartfelt.
• Co- creators have conversations with people, rather
than conversations about people or for people.
• “Don’t talk about me without me”
• “Don’t fix me, empower me”
Diana Whitney, PhD
diana@positivechange.org
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9. ‘Right Relationship’
• Care for Self
• Relationship with Spirit
• Relationship Enhancing
Conversations
• Not Self Enhancing!
• The Triple Bottom Line:
People, Planet & Profit
• Consider implications for
Seven Generations
Diana Whitney, PhD
diana@positivechange.org
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10. Three
Intentional Inclusion
• Processes for Positive
Change are
intentionally inclusive
of improbable people
with diverse
experiences,
approaches and ways
of knowing.
• Ask, “who else needs
to be included?” Diana Whitney, PhD
diana@positivechange.org
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11. Why Inclusion?
• An ethical stance – people should have a say in their own
lives, in their own future.
• Positive Change Processes include all the people whose future is
impacted by the discussion.
• A pragmatic stance – people commit to what they help
create.
• Positive Change Processes include a max-mix of stakeholders
relevant to the issue being discussed.
• An imperative for innovation.
• Innovation lives on the edges, it is not mainstream!
• Inclusion of improbable people fosters innovation.
Diana Whitney, PhD
diana@positivechange.org
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12. Five
Inquiry into the Positive Core
• Processes for Positive
Change begin with
inquiry into the positive
core of strengths,
resources, capabilities,
hopes and dreams – of
our organization,
project, situation,
team, family or
community.
Diana Whitney, PhD
diana@positivechange.org
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13. Appreciative Inquiry
• A process for successful positive change.
• Appreciative Inquiry is the study of what gives life to
human systems when they are at their best.
• Root cause of success analysis
• The questions we ask are fateful, they guide our
learning and transformation.
• The more positive and life giving the questions we
ask, the more positive the change we generate.
Diana Whitney, PhD
diana@positivechange.org
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14. Four
Compassionate Presence
• Processes for Positive Change make space
for compassionate listening and witnessing.
They enable people to tell their stories, to
share their suffering, as well as their hopes
and dreams - personal, collective and global.
• We cannot care for and build a better world if
we can not acknowledge our own and other
peoples’ vulnerability and suffering.
Diana Whitney, PhD
diana@positivechange.org
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15. Suffering is part of life…
• It may be as simple as frustration or dissatisfaction
with a situation or relationship.
• It may be as human as feeling powerless, ignored,
blamed or criticized.
• It may be as personal as humiliation, failure or shame.
• It may be as extreme as bullying, violence, abuse or
war.
• It may be as global as poverty, homelessness,
inequality or hunger.
Diana Whitney, PhD
diana@positivechange.org
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•

16. The Flip
from deficit to affirmative dialogues
• Listen attentively. Listen actively. Listen
compassionately.
• Sometimes people need to be heard
• Acknowledge the pain, the problem or the complaint.
• Sometimes people need to have their experience validated.
• Ask, “what do you want more of?’’
• Sometimes there is a dream wanting to be full filled.
• Ask, “what are your hopes and dreams for the future?”
• Sometimes people want encouragement to be courageous!
Diana Whitney, PhD
diana@positivechange.org
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17. Six
Shift the Balance of Power
• Processes for Positive Change shift the balance of
power among people within and out of the
organization.
• From Authoritarian to Participatory – leave your title, uniform
or degree at the door.
• From Individualistic to Relational – its not about the leader, its
about collaboration
• From Experts to Co-creators – people are the experts of their
own lives, own work, own organizations
• Processes for Positive Change level the playing field.
They give voice to people who might not otherwise be
heard. Diana Whitney, PhD
diana@positivechange.org
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18. Seven
Design of Social Innovations
• Processes for Positive Change are experiments in
the design of social innovations, new ways of
being in relationship, of doing work, of caring for
each other, and of governing our societies.
• Organizational design as if life matters.
• Design so your values are inevitable.
• Our conversations and imaginations today are
creating the organizational artifacts of the future!
Diana Whitney, PhD
diana@positivechange.org
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19. Seven Considerations for
Processes of Positive Change
1. Conversations Matter
2. An Invitation to Co-Creation
3. Intentional Inclusion
4. Inquiry into the Positive Core
5. Compassionate Presence
6. Shift the Balance of Power
7. Design of Social Innovations
Diana Whitney, PhD
diana@positivechange.org
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20. Questions for Discussion
• What did you hear that is
most meaningful to you?
Why is it meaningful?
• What did you hear that
most surprised you and
challenged your thinking?
How does it challenge
you?
• What questions do you
have?
Diana Whitney, PhD
diana@positivechange.org
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