ACU 2010 Conference

Departement Sentrum • Department Centre

UNIVERSITEIT VAN DIE VRYSTAAT • UNIVERSITY OF THE FREE STATE • YUNIVESITHI YA FREISTATA Tel (051) 401 3000 • E-mail: info@ufs.ac.za • www.ufs.ac.za

Utilising AI in improving research outputs and service delivery

Dr. Renalde HuysamenMrs Marietjie du Plessis

Introduction and background

Definition of a Leadership Learning community

Methodology

Part 1: The Authentic Leadership Journey:

Diversity

Inner core

Overcoming fear

Establishing support networks

Findings

AgendaAgenda

PART 2

• Theoretical Foundations of AI

• The 4- D Cycle

• Overall Results of the AI Process

• Practical Application

AgendaAgenda

Background and history of the University of the Free State

28 January 1904

GREY University College

1945 – 1980

1950: University of the Orange Free State 7 Faculties

Growth Period

Name Change to University of the Free State

2009 M I

STUDENT HEAD COUNT 2009 27241PERMANENT STAFF: 2055

STUDENT SUCCESS RATE: 71 %GRADUATES: 5379

UFS VISION

EXCELLENCEEQUITABLEINNOVATIVE

PURPOSE:

Improvement of employees research outputs and service delivery

• MAIN OBJECTIVES:

• Utilise Training and Development to develop academic /non academic staff• Improvement in Research Outputs and Service Delivery

Introduction and Background of the Leadership Learning Community

Definition of a Leadership Learning Community

Six to twenty members year long programLeadership , AI, Community Building

Phase 1 Jan – June

RETREAT 1 (2days) 3 x 4 hour meetings

Part one: Examine your own leadership journey Part two: Discover you authentic leadershipPart three: Put your authentic leadership into action (Bill George).

Phase 2 July – Nov

RETREAT 2 (2 days) Appreciative Inquiry3x 4 hour meetings: Appreciative Inquiry - research articles (David Cooperrider).

QUESTIONNAIRES: Questionnaires were distributed after each phase

Methodology

Appearance / Body Language

Strengths and Weaknesses

Values/ Motivation

Understanding life story/ Shadow

sides and vulnerabilities

Authentic Self

Diversity: The Transformation from “I” to “We”

“JUMPING MOUSE”

• Allegory to apply Theory on Leadership styles and Power

• Advantages and disadvantages of Leadership Styles

• The type of Power used has an influence on people and how they react

restaurant

Bloemfontein

unemployed

Domestic work

university

cleaner

supervisorThe Leadership Journey

Overcoming fear and establishing support networks

A Summary of the factors which influenced participants to develop as authentic leaders on a 4 point Likert scale

BILL GEORGE (2007) Leadership Frequency distribution

Largely: % Completely: % Total: %

Q5: Impact Of Intrinsic motivators 25 75 100

Q21:Passionate about Purpose 33.33 66.67 100

Q7: Support from others 25 75 100

Q13:Identification of Purpose 41.67 58.33 100

Q4:Influence of Extrinsic motivators 25 66.67 92

Q12: Reflect on passion as a person 25 66.67 92

Q18: Influence of others on personal development

41.67 58.33 100

Q 19:Importance of Honesty 8.33 75 83

Findings: Phase 1

Q2: Defining own values 33.33 58.33 92

Q1:Lead with my heart 41.67 50 92

Q3:Acknowledge weaknesses 50 41.67 92

Q10: Importance of Professional support network

25 50 75

Q15: Apply different leadership styles 33.33 50 83

Q8: Balanced life 16.67 58.33 75

Q20:Purpose as a leader 33.33 50 83

Q23: Acknowledge strengths 33.33 50 83

Q17:Link between leadership style and power

75 16.67 92

A Summary of the factors which influenced participants to develop as authentic leaders on a 4 point Likert scale (continue)

Q6: Utilisation of capabilities 58.33 16.67 75

Q11: Develop relationships 41.67 25 67

Q14:Empower other to fulfil purpose 41.67 25 67

Q22:Compassion with myself 33.33 33.33 66

Q16: Followers’ reaction to power 33.33 8.33 42

A Summary of the factors which influenced participants to develop as authentic leaders on a 4 point Likert scale (continue)

PHASE 2: Theoretical foundations of Appreciative Inquiry

• Principles of AI: 3 Schools1) Social constructivism

2) Image Theory

3) Grounded Research• AI takes this frame work and sets it in a positive frame of reference:

“AI views organisations as centers of Human Relatedness where people control their destiny by envisaging what they want and develop actions to move toward it”(Cooperrider, Whitney & Stavros,2003)

AI: 4-D Cycle

discovery

'what gives life'

'what might be'

design

'how it can be'

destiny

'what will be'

FINDING AND ANALYSIS

• DISCOVERY• A deeper understanding of exceptional professional experiences.• The identification of a core life-giving factor for each participant; and• Wishes for improved performance with regard to research outputs or

service delivery projects

• DREAM• Expression was given to dreams by means of drawings; and• 5 life-giving themes were identified and prioritised.

Dreaming…

Design

• Provocative propositions for each individual;• There was an overwhelming sense of excitement that each individual was in

a position to link their passion and purpose as individuals to their present work related roles;

• Ascribing of actual behaviours to the five main themes namely;– Every person can be a leader in his own field– Person centred approach– Appreciating innovation in scholarly field– Passion– Positive Attitude.

Design

• Identification of a new set of behaviours:– Each person creates a visual image of this behaviour

Now each person has a positive image image of the past and the future

Facilitator asked:

“How can the research that you need to undertake for the LLC help you to achieve the identified behaviour?”

• Participants reflected on the implementation of the authentic leadership principles and their unique capabilities in the context of their own academic or non-academic work environment

• Participants defined their topics and identified resources needed to write their articles/implement projects

Destiny

• Research topics and service delivery projects defined;• Strategies formulated to:• Write describe research design, project outcomes,

population and samples, etc.; and• Where participants were unsure, others provided

assistance/advice.

RESULTS OF THE LEADERSHIP LEARNING COMMUNITY PROJECT

ACADEMIC STAFF

7 Published Articles

National and International Conferences

SUPPORT STAFF

4 projects implemented

2 National Conferences

1 Invitation to present project Internationally

Interviews

Appreciating : HR

• INTERVIEW PROTOCOL• Appreciate the Past

• 1. Tell me about one peak experience as a HR practitioner that you will always cherish. What made this so special?

• Appreciate the Present

• 2. What do you value most about HR as a discipline?

• Appreciate the Future

• 3. Imagine you have a magic wand and you would have any three wishes granted what would your dreams for HR as a discipline be? What do you think future people in the HR discipline should do?

Conclusion Appreciative inquiry can successfully be applied to improve performance in

a Higher Education context, for both academic and non-academic staff.

• The Appreciative Inquiry Process is inclusive, consultative, generative and energizing.

AI, as a philosophy and process that is based on what is positive and that is applied through collaboration, may provide a paradigmatically different point of departure to ensure improved performance

Thank you!FINISHED WITH THE FIMISH

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