Appreciative Inquiry is a process that starts with strengths. Traditionally, organisations tend to focus on what is wrong and fix weaknesses, instead of on strengths that create opportunities and help to overcome threats. Appreciative Inquiry does not ignore problems but approaches issues from a different angle; how to use collective strengths to create opportunities and overcome threats. This method gives way to imagination and innovation, by asking unconditionally positive questions. This strengthens apprehension and anticipation, heightens positive potential and becomes an agenda for learning, knowledge sharing and action.
The four key phases of Appreciative Inquiry are:
• Discovery: engaging stakeholders in the articulation of strengths and best practices.
• Dream: creating a clear results-oriented vision in relation to discovered potential.
• Design: creating propositions of the ideal organisation, articulating an organisational design that people feel magnifying the positive core.
• Destiny: enabling the system to sustain momentum for ongoing positive change and high performance.
Read more in:
A Positive Revolution in Change
by David L. Cooperrider and Diana Whitney