About A-I Theory
The management of change & diversity is a key issue at the top of the ‘most challenging’ list for many people today. To be successful you need to define and use diversity to your advantage; but this can only be done with knowledge and skill.
The Adaption-Innovation Theory and its associated psychometric instrument (KAI) will provide you with insight into how people solve problems and interact whilst decision-making. Using this insight, you can improve the dynamics and cohesion of your teams. You can show that individuals within a team approach problems differently and that this very difference can be used to strengthen the team. This understanding should lead to the differences not only being tolerated, but welcomed. In addition, it will help you to reduce stress within the team, by reducing individuals’ stress.
You can use A-I theory to help individuals plan their personal development. Knowledge of KAI allows realistic and appropriate personal learning programmes and targets to be set. Individuals can then acquire apt techniques and skills and so enlarge their problem solving ‘comfort zone’.
Team building and development are also within the scope of KAI and this course. Teams within a company must keep adjusting to meet the changing requirements of the company, as the company itself has to keep transforming to stay in business. For any team to survive, it needs to keep up with the changing nature of its problems and consequent changes in ‘Cognitive Climate’; and yet remain within ‘Organizational Fit’. A-I Theory provides you with a useful tool to investigate business cycles, product cycles, and more importantly, the rise and fall of both established and new entrepreneurial companies.
Team collaboration and the reduction of conflict figure largely in any person’s life. For you to have an efficient team you need the people within it to expend the greatest effort on the problems in hand – rather than spending a great amount of time & effort on problems raised in collaborating! KAI will help you to achieve this, by exposing, and allowing a non-pejorative understanding of differences in cognitive style (‘cognitive gap’).
A command of these skills allows you to offer effective leadership, by asking people to work in their preferred style most of the time, thereby reducing stress and increasing efficiency. If you achieve this goal, it will help you to retain good staff and get the best out of your teams with the minimum of psychological effort & conflict.
The KAI instrument is a form containing 32 questions. It is supplied with an extensive Feedback Booklet.