Specialist Family Focus Team
Appreciative Inquiry (AI) into an Observed Session
Date of observation: / Date of AI: / Worker: / Observer:What went well during the session? What did you feel proud of?
How did you make this happen?
Who or what else helped you succeed?
What do you think the family or other people in the network would say you did to contribute to the success of the session? Did they say or do anything that suggested they thought you were making a difference?
When you think back to the session, what was the most important thing you learned?
On a scale of 1-10, where would you rate you work in this session where 0 is your worst effort ever and 10 is a good as you can do?
1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
What could you have done to make your score closer to 10?
Is this a realistic goal? What needs to happen to enable this to be possible for the next time?
Managers observations/comments and items for supervision:
Guidance for observers and workers
This tool has been adapted from the Signs of Safety Appreciative Inquiry (AI) model. It is designed to be empowering for staff and focus on paying attention to what is working well, thereby emphasising, amplifying and growing the positive or the strengths while monitoring the quality of interventions with families.
The tool is designed to be relevant to any session, meeting or review with a family. If the meeting is one in which the observer would reasonably participate in any event (i.e. network meeting, delivery plan review) no additional permission need be sought. However, in cases where an additional observer would not usually be present (i.e. one to one parenting session) permission should be sought from the service user(s) in advance explaining the purpose of the observer’s presence.
The worker and observer should aim to meet for the AI reflection as soon as possible. The observer’s role is to facilitate the session using the EARS model below. Although observers may need to comment on areas of strength and weakness, where possible workers should be encouraged via inquiry to self-assess areas for development.
There is a section at the end of the form for managers to record any additional observations or concerns arising from the session (i.e. safeguarding, risk to others); these will need to be placed on the supervision agenda for the worker.
**All positive practice should be shared and celebrated at team or service meetings**
Elicit / First Question
Amplify / Behavioural detail:
What, who, when, how . . .
What would or do you actually see?
Reflect / Meaning?
What is the significance of that behaviour?
Consider and reflect on different perspectives on a situation or issue.
Start Over / Start a new question