Appreciative Inquiry is a methodology that focuses on the positive, identifying what is working well, analyzing why it is working well, and building on these good stories.
The basic tenet of Appreciative Inquiry is “An organization will grow in whichever direction that people in the organization focus their attention.”
It is developed by David Cooperrider (1980)
Characteristics of Appreciative Inquiry
Appreciative
- Looking for the positive core of the organization and seeking to build this foundation for future growth
Applicable
- New ideas need to be grounded in ‘what has worked in the past, Seeking ‘what is the best.’
Provocative
- Appreciative Inquiry involves inviting people to take some risks in the way they imagine the future and helps bring the future about.
Collaborative
- Involving as many people in the organization as possible or a representative cross-section of the organization is essential
Three Key Elements of Appreciative Inquiry
Element One
- Identifying ‘the positive core’
- Begin by focusing on the positives, not the problems
- This means, examples of excellencies; understanding what enables and sustains the organization
- Realizing the possibilities of success
Element Two
- Working through the 5-D
Element Three
- Creating a Kick-off point
- Meeting, a feedback session in which everyone is brought together to clarify what the next steps are
Strategies of Appreciative Leadership
- To know they belong
- To feel value for what they have to contribute
- To know where the organization or community is headed
- To know that excellence is expected and can be dependent on, and they contribute to the greater good
Methods (5-I)
Inquiry
- Let the people know that “We value them and their thinking”.
- We ask people to share their thoughts, and ideas for the future and listen carefully
Illumination
- Helps people understand how they can best contribute
- Helps people to learn about their strengths and the strengths of others:- Gives the confidence to express and express themselves
Inclusion
- Gives people a sense of belonging’
- People feel they are part of it as we open the door for collaboration and cooperation
Inspiration
- Gives people ‘ a sense of direction
- Gives people hope and unleashes energy
Integrity
- Let people know they are expected to give their best for the great good and that they can trust others to do the same
See also: Conflict Management
See also: Participative Management
See also: Collective Bargaining
