Appreciative coaching is a strengths-based approach focusing on positive change by asking transformative questions, applicable to individuals and organizations. It encompasses five principles that emphasize the impact of positive attitudes, collaborative inquiry, and the power of envisioning a desired future. Key methods include appreciative inquiry, positive psychology, and solution-focused therapy, which promote growth by fostering resilience and actionable insights.

1. APPRECIATIVE COACHING:
A Positive Process for Change

2. “
”
APPRECIATIVE COACHING IS A POWERFUL PROCESS
OF ASKING THE “RIGHT” QUESTIONS THAT ARE
CAREFULLY MADE TO CREATE A JOYFULLY FOCUSED
STATE OF MIND AS THE CLIENT CONSIDERS AND
ANSWERS THEM.
Appreciative Coaching: A Positive Process for Change

3. WHAT IS APPRECIATIVE COACHING?
Appreciative Coaching is a strengths based
method that can be applied to organizational
management, staff, teams, and individuals. It
focuses on existing strengths and distinctive
competencies, reaffirming them and
encouraging these qualities/traits to promote
positive growth and change.

4. THE FIVE PRINCIPLES
• The Constructionist Principle
• The Positive Principle
• The Simultaneity Principle
• The Poetic Principle
• The Anticipatory Principle.

5. PRINCIPLE ONE: THE
CONSTRUCTIONIST PRINCIPLE
A Person’s future is an extension of what she knows and doesn’t know, both as a
coach/manager and as a client/employee. By inquiring about an individual’s past
successes, we determine that they know and how we can apply what they know to a
desirable future.

6. PRINCIPLE TWO: THE POSITIVE
PRINCIPLE
Positive attitudes, actions, and connections
influence long-term change. Suggests that
when both the coach/manager and
employee/client are connected as partners in
the positive pursuit of a dream and when they
both retain positive attitudes and act toward
the change they want, the change will happen
positively.

7. PRINCIPLE THREE: THE
SIMULTANEITY PRINCIPLE
Inquiry and change happen in the same
moment. It is when the future happens and as
a result of the present. The kinds of questions
asked sets change in motion whether positive
or negative.

8. PRINCIPLE FOUR: THE POETIC
PRINCIPLE
The Poetic Principle suggests that life
stories can be rewritten to better fit how
individuals see themselves in their
present or future. It is a reminder that a
story can be reframed, reimagined, and
refocused to enable more hopeful and
joyful action toward a desired change.

9. PRINCIPLE FIVE: THE ANTICIPATORY
PRINCIPLE
This Principle states that a particular dream of
the future can guide current behavior in the
direction of that future. Focusing an individual
on their particular vision or dream enables
them to take clearer action in the present
toward the dream. Similar to affirmations that
are stated positively in the present and that
relate to some desired future state.

10. FOUR POSITIVE METHODS
• Appreciative Inquiry
• Positive Organizational Scholarship (POS)
• Positive Psychology
• Solution- Focused Brief Therapy

11. Appreciative Inquiry or AI is an approach to organizational analysis and
learning that is intended for communicating, discovering, understanding, and
fostering innovation.
• Inquiry should begin with appreciation
• Inquiry into what is possible should yield information that can be used, applied, and
validated in action
• Knowledge that appreciates what is becomes provocative and can stir organization
members to actions.
• Inquiry into human potential should be collaborative, assuming an immutable relationship
between the process of inquiry and its content.

12. • Positive Organizational Scholarship is a discipline that promotes an interest in
positive attributes and dynamics in organizations. Investigates the positive. neither
ignores nor dismisses the negative. Examines the elements in an organization that
help develop strengths, foster resiliency, and produce extraordinary performance.
• Positive Psychology is informs practitioners of Appreciative Coaching of the
workings of the human mind, emotions, and spirit. It gives direction in how to
support individuals in their growth, both when staff/clients are in a state of positive
expectation and when they are not.
• Solution-Focused Brief Therapy is accepts what the individual has to offer and
turns it to positive use. It does not seek the why but a resolution of problems to
help find substitute behaviors that will break undesired patterns.

13. THE MAIN STAGES OF APPRECIATIVE
COACHING FOR APPLICATION
•Discovery
•Dream
•Design
•Destiny Topic

14. DIFFERENCE IN PROBLEM SOLVING
AND APPRECIATIVE COACHING
Problem Solving
• Identify problem
• Conduct analysis of causes
• Brainstorm solutions and analyze
• Develop action plans
Appreciative Coaching
• Discovery: What gives your life or job
meaning?
• Dream: What might be your future?
• Design: How can it be the future?
• Destiny: What will be your future?

15. APPRECIATIVE COACHING IN
MANAGEMENT
Don’t ask Ask
What’s wrong with you? What’s wrong with them? When have you been successful in the your other job
duties?
Why can’t you learn from your past mistakes? How did that work out in your past?
Why do you think that it doesn’t work? What are your strengths & abilities to complete
company goals?
Why did you choose that outcome? What is your desired or dream outcome for this
situation?
Why bother? What do you want to do about the issue?
What are you supposed to do about it? What actions can you start with now?

16. SUMMARY
Appreciate coaching is another method of effective communication that can be
used for life coaching and business management. In my opinion as a life coach
and business owner, it is necessary to learn how to empathize and appreciate a
client or employee’s individual goals in order to assess their effectiveness in life
and the company’s vision.

17. AppreciativeCoaching:APositiveProcessforChange
bySaraL.Orem,JacquelineBinkert,andAnnClancy