Appreciative Inquiry is an approach to organizational change that focuses on identifying what is working well within an organization and building on those strengths, rather than emphasizing problems or weaknesses. The core principles of Appreciative Inquiry include social constructionism, simultaneity, poetic principle, positive principle, anticipatory principle, and free choice. Appreciative Inquiry involves a 4-D cycle of Discovery, Dream, Design, and Destiny to help organizations envision and achieve a preferred future state.
“Appreciative Inquiry is the cooperative search for the best in people, their organizations, and the world around them. It involves systematic discover of what gives a system ‘life’ when it is most effective and capable in economic, ecological, and human terms.” Cooperrider, D.L. & Whitney, D
It is a methodology aimed at the development of the organization based on the assumption that inquiry into and dialogue about strengths, successes, values, hopes and dreams is in itself transformational.
The process used to generate the power of Appreciative Inquiry is the 4-D Cycle:
Discovery - Dream - Design - Destiny
Discovery: The Discovery phase is a diligent and extensive search to understand the "best of what is" and "the best of what has been."
Dream: The Dream phase is an energizing exploration of "what might be:"
Design: The Design phase involves making choices about "what should be" within an organization or system.
Destiny: The Destiny phase initiates a series of inspired actions that support ongoing learning and innovation - or "what will be."
School leaders and teachers are searching for a purpose and a sense of identity. We want more than just pay; we want a ‘sense of mission’. When you believe in a professional way of doing your job you have to be able to transmit this to all the people involved in teaching/learning process.
The Appreciative Inquiry methodology helps to create our identity and to transmit our values and beliefs. Educational institutions need to be knowledge rich, adaptable and permanently changing. We need to be able to design curricula according to our student’s individual needs.
Appreciative Inquiry, an organizational development method, is the study and exploration of what gives life to human systems when they function at their best.
“Appreciative Inquiry is the cooperative search for the best in people, their organizations, and the world around them. It involves systematic discover of what gives a system ‘life’ when it is most effective and capable in economic, ecological, and human terms.” Cooperrider, D.L. & Whitney, D
It is a methodology aimed at the development of the organization based on the assumption that inquiry into and dialogue about strengths, successes, values, hopes and dreams is in itself transformational.
The process used to generate the power of Appreciative Inquiry is the 4-D Cycle:
Discovery - Dream - Design - Destiny
Discovery: The Discovery phase is a diligent and extensive search to understand the "best of what is" and "the best of what has been."
Dream: The Dream phase is an energizing exploration of "what might be:"
Design: The Design phase involves making choices about "what should be" within an organization or system.
Destiny: The Destiny phase initiates a series of inspired actions that support ongoing learning and innovation - or "what will be."
School leaders and teachers are searching for a purpose and a sense of identity. We want more than just pay; we want a ‘sense of mission’. When you believe in a professional way of doing your job you have to be able to transmit this to all the people involved in teaching/learning process.
The Appreciative Inquiry methodology helps to create our identity and to transmit our values and beliefs. Educational institutions need to be knowledge rich, adaptable and permanently changing. We need to be able to design curricula according to our student’s individual needs.
Appreciative Inquiry, an organizational development method, is the study and exploration of what gives life to human systems when they function at their best.
Appreciative Inquiry & Change ManagementBrent Jones
This talk starts with a general overview of developments in the field of Change Management, and goes on to explore the hot new field of Appreciative Inquiry (AI). AI has received much attention in organizational development (OD) circles, and has been successfully used in a wide range of change management initiatives around the world. However, there are still relatively few published reports related to AI initiatives in Japan. The presenter will argue for an approach to Change Management that focuses on peak experiences, individual and institutional strengths, and increased human potential and empowerment. Participants will be introduced to the 4D cycle (Discovery-Dream-Design-Destiny) developed by David L. Cooperrider and his colleagues at Case Western Reserve University, and shown how professional development activities have been developed for each of these phases. Together with other findings in the field of positive psychology, this 4D AI cycle should be a welcome addition to the manager's toolbox.
Slides from the Peer Academy class on Appreciative Inquiry hosted by Max Hardy. All rights are reserved by Max Hardy as the creator of this presentation.
Program presented an overview of appreciative inquiry, the study and exploration of what gives life to human systems when they function at their best. This approach to organizational change is based on the assumption that questions and dialogue about strengths, successes, values, hopes and dreams are themselves transformational. It offers a positive way to engage library staff in assessment. Although this method had its inception in the health care industry, this program will demonstrate its relevance to continuous improvement in libraries. Presenters included Maureen Sullivan and Gene Spencer.
Workshop introducing appreciative inquiry using Positive Matrix, a collaborative software tool that energizes people and their enterprise to bring about positive change.
Appreciative Inquiry: strengths-based approach to information literacy instru...Alan Carbery
Slide deck from a workshop presented at LILAC 2016 conference in Dublin in March 2016. This workshop gave an overview of appreciative inquiry, and then rounded out with how appreciative inquiry has been used in Champlain College library within its teaching librarian group.
Appreciative Inquiry for Organizational Change Amy Lewis
Appreciative Inquiry (AI) is a positive approach to change management that focuses on the strengths of the organization rather than the weaknesses. This model is utilized for large scale change management that will ignite engagement and inspiration into a diverse workforce.
The Power of Appreciative Inquiry - a talk delivered at the University of C...John Mauremootoo
Excerpt from the PowerPoint presentation given by John Mauremootoo at a workshop to introduce Appreciative Inquiry to the Centre for Pollination studies for them to assess its value as an organisational development paradigm.
Evolving Changes of Leadership: Navigating ComplexityLeland Sandler
cAs companies grow, and as leaders take on higher levels of responsibility, they must deal with more and more complexity. Not just a complicated set of problems, but often unpredictable, overwhelming complexity; with lots of moving parts, many interrelated forces, and a whole host of perspectives and opinions of the stakeholders around them. Consequently, leaders need to be ever more agile and fluid in navigating the challenges and uncertainties of their world. Leaders need to think differently so that they can act differently.
Appreciative Inquiry & Change ManagementBrent Jones
This talk starts with a general overview of developments in the field of Change Management, and goes on to explore the hot new field of Appreciative Inquiry (AI). AI has received much attention in organizational development (OD) circles, and has been successfully used in a wide range of change management initiatives around the world. However, there are still relatively few published reports related to AI initiatives in Japan. The presenter will argue for an approach to Change Management that focuses on peak experiences, individual and institutional strengths, and increased human potential and empowerment. Participants will be introduced to the 4D cycle (Discovery-Dream-Design-Destiny) developed by David L. Cooperrider and his colleagues at Case Western Reserve University, and shown how professional development activities have been developed for each of these phases. Together with other findings in the field of positive psychology, this 4D AI cycle should be a welcome addition to the manager's toolbox.
Slides from the Peer Academy class on Appreciative Inquiry hosted by Max Hardy. All rights are reserved by Max Hardy as the creator of this presentation.
Program presented an overview of appreciative inquiry, the study and exploration of what gives life to human systems when they function at their best. This approach to organizational change is based on the assumption that questions and dialogue about strengths, successes, values, hopes and dreams are themselves transformational. It offers a positive way to engage library staff in assessment. Although this method had its inception in the health care industry, this program will demonstrate its relevance to continuous improvement in libraries. Presenters included Maureen Sullivan and Gene Spencer.
Workshop introducing appreciative inquiry using Positive Matrix, a collaborative software tool that energizes people and their enterprise to bring about positive change.
Appreciative Inquiry: strengths-based approach to information literacy instru...Alan Carbery
Slide deck from a workshop presented at LILAC 2016 conference in Dublin in March 2016. This workshop gave an overview of appreciative inquiry, and then rounded out with how appreciative inquiry has been used in Champlain College library within its teaching librarian group.
Appreciative Inquiry for Organizational Change Amy Lewis
Appreciative Inquiry (AI) is a positive approach to change management that focuses on the strengths of the organization rather than the weaknesses. This model is utilized for large scale change management that will ignite engagement and inspiration into a diverse workforce.
The Power of Appreciative Inquiry - a talk delivered at the University of C...John Mauremootoo
Excerpt from the PowerPoint presentation given by John Mauremootoo at a workshop to introduce Appreciative Inquiry to the Centre for Pollination studies for them to assess its value as an organisational development paradigm.
Evolving Changes of Leadership: Navigating ComplexityLeland Sandler
cAs companies grow, and as leaders take on higher levels of responsibility, they must deal with more and more complexity. Not just a complicated set of problems, but often unpredictable, overwhelming complexity; with lots of moving parts, many interrelated forces, and a whole host of perspectives and opinions of the stakeholders around them. Consequently, leaders need to be ever more agile and fluid in navigating the challenges and uncertainties of their world. Leaders need to think differently so that they can act differently.
SCORE (Strengths, Challenges, Opportunities, Responses, Effectiveness) is a more versatile alternative to the commonly-used SWOT strategy-assessment framework
Developing professional learning communities through Appreciative InquiryChris Jansen
Appreciative Inquiry as a powerful tool for positive change in organisations, networks and communities - INTASE Leadership Conference Singapore April 2014
Ai Workshop Slides Used By John Loty In 2008.John Loty
These slides together with a workbook were used in a 2 day Introductory Workshop on Appreciative Inquiry and how AI is being used for change management and organisational development.
Elf 2011 Chris Jansen Appreciative Inquiry In ActionSmartNet
Positively Engaging Education Professionals - The power of Appreciative Inquiry to strengthen
a learning community's capacity to adapt and innovate and transform learning culture presented by Chris Jansen, Senior Lecturer, University of Canterbury at Education Leaders Forum 2011, Wellington.
ELF14 Leading positive and sustainable change Chris Jansen UCSmartNet
Education Leaders Forum - Enhancing Learning Culture, 21&22 August 2014 Christchurch
Leading positive and sustainable change
From cynicism and disillusionment to optimism and hope.
Experiencing Appreciative Inquiry tools and processes.
1. Appreciative Inquiry
“If you are prepared to believe in people, trust them, and
acknowledge that in all probability they are the true
experts about what needs to be done, then this is a
highly productive approach for you.”
David Cooperrider
3. Emergence of AI Theory
1983 David Cooperrider starts doctoral program at Case Western Reserve- Cleveland
AI Commons Timeline
Clinic
1982 Ken Gergen : Toward Transformation of Social Knowledge on Social
Construction theory which was foundation to David’s work with AI.
1986 David Cooperrider completes his doctoral dissertation "Appreciative Inquiry:
Toward a Methodology for Understanding and Enhancing Organizational
Innovation" This paradigm shifting work laid out the principles and logic of
Appreciative Inquiry, the phases of AI (e.g. affirmative topic choice, discovery,
developing provocative propositions, etc), and provided a social constructionist
meta-theory arguing the need to go beyond the deficit or problem focus of the field.
1987 “Appreciative Inquiry in Organizational Life”
first published article on AI in 1987
1988 Generative Metaphor Intervention- Best Paper National Academy of Management.
1997 ASTD Best Organizational Change Project GTE Corporation with Cooperrider and
Whitney
4. Appreciative Inquiry Involves a
Shift
“No problem can be solved from the same
level of consciousness that created it. We
must learn to see the world anew.”
“Hope is like a road in the country there
was never a road, but when many people
walk on it, the road comes into existence.”
Lin Yutang
5. Problem Solving vs. Appreciative
Inquiry
1. Identification of Problem
2. Analysis of “
Root Causes
3. Analysis on Possible
Solutions
4. Action Planning
(treatment)
1. Appreciating and
Valuing the Best of
What is
2. Envisioning, What might
be?
3. Dialoguing about, What
should be?
4. Innovating , what will
be?
6. Appreciative Inquiry
Principles
1. Our world, our experience is socially constructed -
Social Constructionism
2. The minute you ask a question, change happens -
Simultaneity
3. We can choose what we want to study, organizations
are open books yet to be written - Poetic
4. Positive compelling images of the future, inspire
positive action - Positive
5. We move in the direction of the most positive images
of the future - move toward light - Anticipatory
6. People perform better and are more innovative when
they have choice - Free Choice (Whitney, 2003)
7. Appreciative Inquiry: The “4-D” Cycle
Discovery
Discovery
“What gives life?”
(The best of what is)
Appreciating
“What gives life?”
(The best of what is)
Appreciating
Dream
Dream
“What might be?”
“What might be?”
(What is the world calling for)
(What is the world calling for)
Envisioning Results
Envisioning Results
Design
Design
“How to empower, learn,
and adjust/improvise?”
“What should be--the ideal?”
“What should be--the ideal?”
Co-constructing
Co-constructing
Destiny
Destiny
“How to empower, learn,
and adjust/improvise?”
Sustaining
Sustaining
Affirmative
Topic Choice
8. Enhancement of Th e “4-D” Cycle
1. Inclusion of “Definition”
2. Addition of Describe in Valuation Model
6D
3. Modifying to a 4 I Model
4. Summit- Whole Systems
5. Renaming of Delivery to Destiny
6. Focus on the application of Design
7. Integration with World Café, Open Space
9. An alternative approach to strategic planning can be summarized by the
acronym “SOAR” and the implied image of a high-flying organization.
- SOAR Framework -
“Indeed a new definition of leadership can be expressed as the
‘ability to align strengths (toward a purpose) in such a way that weaknesses are irrelevant.’"
What are we doing really well?
What are our greatest assets?
- Peter F. Drucker
Aspirations Results
APPRECIATIVE
INTENT
What are the best possible market
opportunities?
How are we to best partner with others?
To what do we aspire?
What is our preferred future?
What are our measurable results?
What do we want to be known for?
STRATEGIC
INQUIRY
Strengths Opportunities
Diagram adapted from “The Heart of Appreciative Strategy” by John Sutherland and Jacqueline Stavros and “Strategic Inquiry > Appreciative Intent:
Inspiration to SOAR - A New Framework for Strategic Planning” by Jacqueline Stavros, David Cooperrider, D. Lynn Kelley, AI Practitioner, November 2003.
10.
11. Positive Psychology Movement
Marty Seligman-Authentic Happiness
• Pleasant Life (positive feeling and emotions)
• Good Life- (optimally engaged)
• Meaningful Life- (life of affiliation)
Barbara Fredrickson (1998 & 2000)
• Positive Emotions
• Broaden and build (flourish)
Elevation Theory
• Elevation is a moral emotion and is pleasant. It involves a desire
to act morally and do "good"; as an emotion it has a basis in
biology, and can sometimes be characterized by a feeling of
expansion in the chest or a tingling feeling on the skin.
12. AI’s Positive Affect Creates an Upward
Spiral
Appreciative
Positive Affect
Dialogue
Appreciative
Inquiry
High Quality Connections
1. Appreciative Dialogue enhances high quality connections
2. High quality connections result in positive affect
3. Positive affect reinforces the use of Appreciative Inquiry
Adapted from Developing Leaders
13. Convergence of Disciplines (2007
SOS)
Appreciative Inquiry
Strength Based Change
Positive Organization Scholarship
Positive Psychology
14. Theory AI: Co-elevation
Elevate-and-Extend
• Spirit of Inquiry & Ethos of Appreciation
• Resonating Patterns of Positive Emotions
• High Quality Connections
Broaden-And-Build
• Pro-fusion of Strengths
• Magnification (analysis, synthesis)
• Savoring (ritual, story, meaning)
Establish-and-Eclipse
• Generative Imagination and Energy
• Doing & Undergoing (“undoing”)
• Upward spiral
David Cooperrider:SHRM in 2008
15. Magnifying the Strengths-Revolution in Human
Capital Strategy through Appreciative Inquiry
Strengths-elevating
Strengths-combining/
amplifying
Strengths-extending
organizations
16. Appreciative Inquiry
“Appreciative Inquiry is like a road in the country,
there was never a road,
but when many people walk on it,
the road comes into existence.”
-Lin Yutang
17. Appreciative Inquiry
Resources
AI Commons an archive of cases and
resources for Appreciative Inquiry
http://appreciativeinquiry.case.edu/#
AI Consulting, LLC, a community of
consultants and thought leaders in AI
www.aiconsulting.org
AI Practitioner-Newsletter for Appreciative
Inquiry and Strength Based Change
www.aipractitioner.com
Editor's Notes
Elevation is a moral emotion and is pleasant. It involves a desire to act morally and do "good"; as an emotion it has a basis in biology, and can sometimes be characterized by a feeling of expansion in the chest or a tingling feeling on the skin.