Appreciative Inquiry
Most organisational development approaches search for the causes of failure instead of the causes of success. Learning what an organisation does poorly doesn't always reveal the best alternative and rarely gets people excited about changing their ways. Appreciative inquiry is a provocative approach to organisational learning and change that engages people at all levels and releases their enthusiasm, energy and commitment. Appreciative inquiry produces new perspectives and a powerful magnetic energy that increases the value of the organisation. Appreciative Inquiry is based on five underlying principles:- Constructionist: Human knowledge and organisational destiny are interwoven. To be effective, we must understand organisations as living, human constructions.
- Simultaneity: Inquiry and change are not separate moments but are simultaneous. What we inquire about has an impact on the outcome.
- Poetic: Human organisations are like open books. The story of the system is constantly being co-authored, and it is open to infinite interpretations.
- Anticipatory: Our positive images of the future lead our positive actions - this is the increasingly energising basis and presumption of Appreciative Inquiry.
- Positive: Building and sustaining momentum for change requires large amounts of positive outlook and social bonding -things like hope, excitement, inspiration, caring, camaraderie, sense of urgent purpose, and sheer joy in creating something meaningful together. The more positive the question we ask, the more long lasting and successful the change effort.
The Appreciative Inquiry process is conducted in a cyclic fashion as shown in the diagram below.
Phase 1 - Affirmative Topic Choice: Determine an Appreciative Topic around which the Inquiry will be focused. This is the most critical part of the AI process because of the understanding that the topic choice is "fateful."
Phase 2 - Discovery: Inquiry Into The Life-Giving Properties of the organisation: Uncovering and valuing the best of "What Is." This is where information is generated through energising Appreciative Interviews conducted with the people within the organisation as well as any other stakeholders deemed important for a successful Inquiry. The focus of the interview is the Appreciative Topic.
Phase 3 - Dream: Articulation of Possibility Propositions: Envisioning "What Might Be." All participants in the inquiry uncover themes that were discovered from the interview process and envision the possibilities.
Phase 4 - Design: Consensual Validation/Agreement: Determining "What Should Be." All participants begin to zero in on a vision that is pragmatic, rooted in the strengths uncovered, and is achievable. This is where "provocative propositions" are created which form a living document representing the consensual and co-created vision for the organisation.
Phase 5 - Destiny: Co-Construction of the Preferred Future: Growing "What Will Be." Now the member's of the organisation begin the planning and implementation process to bring their vision to life. Members are committed to do what is needed and plan accordingly.