Appreciative Inquiry
Appreciative Inquiry
Appreciative Inquiry is a collaborative way of doing things and is a strengths-based method of change management that is the identifying factor of a company. It is built on the principle of promoting and reinforcing the things that work successfully, thus creating an atmosphere conducive to effective communication and innovative ideas that will facilitate the development and upliftment of the organization.
What are the main principles of Appreciative Inquiry?
The primary principles of Appreciative Inquiry are the constructionist principle, which holds the view that our perspective of the world is shaped by our emotional encounters; the principle of simultaneity, which claims that inquiry and change happen together; the poetic principle, which emphasizes that organizations have the right to choose their own narratives; and the anticipatory principle, which is relational because of imagining a best future. A good example could be during a meeting instead of talking about problems, the team members share success stories that motivate and inspire others to build a positive atmosphere.
How is Appreciative Inquiry different from traditional problem-solving methods?
Instead of the traditional approaches to problem-solving which are concerned with finding and resolving problems, Appreciative Inquiry is a method that focuses on lifting the advantages and achievements that an organization has. This method cultivates a positive and proactive attitude, which in turn leads to the promotion of creativity and the collaboration of team members. For example, when a company has a high number of employees leaving, rather than talking just about the causes of the departures, the Appreciative Inquiry would include the conversations about how much the current employers appreciate and enjoy their work in the company.
Can you provide an example of how Appreciative Inquiry is applied in an organization?
One case of Appreciative Inquiry in operation is in a health care organization where team workers are having burnout. In place of carrying out a survey that entails problems, the company could arrange several sessions that appeal to workers to tell their bright moments at work. This not only finds the things they enjoy about their positions but also brings out the most efficient practices that should be duplicated to make the workplace better. By emphasizing what is effective, the organization devises the plan that will not only boost the workers happiness but also keep them on the team longer.
What are the stages of the Appreciative Inquiry process?
Usually, the Appreciative Inquiry process is seen to consist of five major steps or the 5-D cycle: Define, Discover, Dream, Design, and Destiny. During the 'Define' stage, one primarily tries to identify the central issue to be explored. 'Discover' pertains to collecting success stories, while 'Dream' entails picturing a preferred future. The 'Design' step revolves around working together in the creation of the actual strategies and 'Destiny' has to do with carrying out the changes and keeping them. For instance, a firm may decide to improve customer service first then go ahead to ask the employees what they think are the success stories, imagine the best customer experience, create training programmes based on their ideas, and finally carry out and check the new procedures.