Appreciative Inquiry (AI)

What is Appreciative Inquiry and why does it matter?

In our experience, working in Public, Private or Not for Profit sectors, while looking at improvement or change, people are willing to talk about the problems and challenges they face. However, this often leads to frustration, polarisation or despair. One example is that managers defend positions, while staff members feel that their concerns are not being addressed. The managers themselves feel the pressure as they often cannot influence the issues that they have to manage. In short, instead of being energised, the opposite happens: people become discouraged and demotivated.

AI takes a totally different approach. It was developed from research done by David Cooperrider connecting ideas from the ‘new sciences’, developing the concept that the images we hold shape the questions we ask. This in turn determines the actions we take, which helps form our future.

The AI process can be used for various types of organisational development projects, from a simple ‘team development’ through a ‘change management’ project, to a strategy review across a large organisation. The approach can be applied from a family unit, a school, a work group, or your whole organisation.

The approach engages people to create the sort of team or community they would like to ‘live in’ or be part of. It focuses on what is happening when things are at their best. A very inclusive and engaging process, AI is also very good at improving performance because it helps bring focus to why people are working (or volunteering) with you, and what is special about your organisation.

The rationale behind AI is based on the five core processes. This means in practice that:

“The Five D’s”

The AI process we use mostly follows the ‘Five D’s” Model. This simple model helps apply the principals, keeping the AI project focused to deliver the outcomes the client requires.

Definition

At this stage the issue or opportunity is defined. This is the key initial stage where the scope of the AI project is agreed. The Senior Managers or Directors of the organisation are involved at this stage. This demonstrates top level commitment to the process and also ensures alignment with organisational objectives. This is where the structure and depth of the work is agreed.

For example:

Discovery

At this phase, the project begins with the wider organisation. Typically, at this stage people from all levels in the organisation or team are involved in a workshop. The focus is often on a number of key questions around the Definition. Each person then interviews a colleague around the question – focusing on the positive and the stories that have meaning for their colleague. At this stage real energy and enthusiasm is released, along with real discovery and learning between colleagues. From this process, the team goes onto the next phase:

Dream

This phase is focused on creating the future together. This is a big picture macro stage where nothing is ruled out as people begin to dream built on the stories from the Discovery phase.

Design

While the Dream phase is about macro – big picture, the Design phase is about micro – planning. How can we begin to make some of these dreams happen? What processes, structures, tasks do we need to develop or undertake?

Delivery (or Destiny)

This is the final phase – where the plans are put in place and the work is done. Of course, the process has the potential to be iterative, learning from phase one, or rolling out across the organisation.