During the summer of 2016, the 60th District Court in
Muskegon County was facing a number of significant challenges: an abrupt
vacancy in the administrator position; budget constraints from the funding unit;
significant employee turnover; diminishing morale among staff; and a general
sense of uncertainty about the future. In
an effort to provide stability, maintain court operations, and lay a foundation
for the future, Chief Judge Raymond J. Kostrzewa approached retired Region V
Administrator Jim Hughes about the prospect of serving as interim
administrator. What Jim Hughes brought
with him to the 60th District Court turned out to be more than a calming
presence and 20 + years of court administration experience—he introduced to the
court’s judges, managers, and staff to the concept of Appreciative Inquiry (AI).
AI is a philosophical approach to organizational change. At its core it is about searching for, identifying, and working to enhance the very best aspects that an organization and its people have to offer. Recognizing that an organization will grow in whatever direction its energy is focused, the AI approach offers a fundamental shift in the perspective of change management. Rather than identifying, analyzing, and focusing on problems, AI asks participants to identify and examine the things that work well within their organization; to imagine how good things could be if everything worked that well and to reach agreement on the best ways to grow the organization in a positive direction.
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| Members of the court's core group |
Mr. Hughes, a certified Appreciative Inquiry facilitator,
first assembled a core group comprised of nine individuals from various job
classifications and court departments. This
team met on a weekly basis for nearly two months, learning the philosophy
behind AI and focusing on the positive elements at the court’s core. They also set to work on preparing for a summit,
at which all staff would be exposed to the concepts of AI and to focus their
energy toward identifying and building on existing strengths through teamwork,
communication, trust, and respect.
On August 30, 2016, by local administrative order, the 60th
District Court closed for four hours so that the court’s judges, managers, and
staff could meet at an off-site location. After a shared breakfast, Interim
Administrator/Facilitator Jim Hughes introduced the philosophy and concepts
behind the Appreciative Inquiry process. Then, strategically paired individuals were
asked to sit down with one another to conduct interviews based on a list of
predetermined questions, such as:
- What first attracted you to work for the 60th District Court?
- Tell me a story about the best time you have ever had while working at any organization.
- What positive things do you think our court brings to our community?
- What things do you value about your role within the 60th District Court?
“It was remarkable to see just how many things we actually
have in common,” said Deputy Court Administrator Wanda Weber. “I was happy to learn that so many of us value
the fact that our job gives us the opportunity to help people and to serve the
interests of justice. Knowing that so
many of my coworkers come here every day with a strong desire to do the right
thing makes me proud.”
Kelly Davison, chief clerk of the court’s civil division, found
the format and the conversations energizing. “Just being able to have all of us gathered in
the same place, at the same time, on the same level, collectively discussing
positive ways for us to make our court a better place was a truly refreshing
experience.”
The summit was concluded by reaching a consensus on the
shared goals and dreams for the court moving forward, and by obtaining
commitments from each participant on how they plan to work toward achieving those
shared aspirations.
In the months following the summit, the court began holding
monthly staff meetings to improve communication and to give employees the
opportunity to discuss matters directly with administration and judges. Internal fundraisers were organized to provide
resources for after-hours activities that help build camaraderie. And a new method of employee recognition known
as “bravos” was implemented, whereby managers and staff are encouraged to catch
their coworkers doing something right, so that positive action can be
highligh
ted and recognized.
The 60th District Court maintains a plan to hold annual Appreciative
Inquiry summits and to continue rotating different staff members into the core group,
all while focusing on the court’s strengths and inspiring action toward
positive change.
Chief Judge Kostrzewa sees benefits from Appreciative
Inquiry beyond improved morale and a more positive outlook from employees. “It should always be at the forefront of our
minds that we are here to serve our fellow citizens. When we work well as a team, we can appreciate
what each of us brings to the table, and when have mutual respect for and trust
in one another, we are benefitting not only our work environment, but we are
also improving the quality and efficiency of the service we provide to the
public.”
To learn more about Appreciative Inquiry, visit www.centerforappreciativeinquiry.net