When we are focused on traditional organizational development or redevelopment we tend to use questions like “What are the problems? What’s wrong? or What needs to be fixed?” This directs our focus to weaknesses that need to be solved.
But if we turn that approach around and use an Appreciative Inquiry, the process identifies and focuses on the organization’s strengths.
Appreciative Inquiry uses a process of asking questions to envision a better future. This in turn in allows the growth of positive relationships and builds on the present potential of a given person, organization or situation.
The 4-step AI process is as follows
The identification of organizational processes that work well.
The envisioning of processes that work well in the future.
Planning and prioritizing processes that work well.
- DESTINY (or DEPLOY):
The implementation (execution) of the proposed design.
The aim is to build – or rebuild – organizations around what works, rather than what doesn’t.
I encourage leaders of organizations to consider this perspective. Appreciative Inquiry gets people more engaged and more focused on a new positive path.
Changing the Focus, LLC