Overview
The Using appreciative inquiry module will help you to learn how to:
- Have solution seeking conversations about difficult issues
- Use a positive and supportive approach
- Trust that each person can be capable
- Co-create solutions that keep people engaged and committed
- Avoid defensiveness in your discussions
To access the non-conforming version of this module, see Using appreciative inquiry learning module.
Below is the transcript for the Using appreciative inquiry | YouTube video.
Transcript
David Cooperrider, a pioneer in the field, said that at its heart, appreciative inquiry is about the search for the best in people, their organizations and the world around them. Asking questions that lean on the Appreciative Inquiry Model helps people discover and appreciate what’s working best, envision what ideally could be, and design how to make that happen. What we focus on tends to determine our actions. When we focus on strengths, it can boost morale and keep people moving in positive directions.
The dynamic of any group is heavily influenced by the words we use. This in turn will influence actions, thoughts and behaviours. When the dynamic is positive, it supports creative and collaborative problem-solving. When the dynamic is stressed or negative, it can limit our focus to what is wrong, rather than on solutions.
Even in difficult situations, taking time to appreciate the efforts that have been made helps inspire, motivate and draw out the best in people. We can ask questions like:
- “What has gone well and how did you contribute to that?”
When considering what might be, in terms of an ideal future, ask solution-focused questions like:
- “What does it look like when you’re supported to do your best?”
Taking an appreciative inquiry approach means we assume people have the potential to rise to a challenge.
Starting from this perspective, we can ask what someone needs to be successful. By co-creating a positive plan for action, you’re able to build ideas with the greatest potential for success. The next stage of the Appreciative Inquiry Model involves putting what you’ve co-created into practice.
This should be detailed and tactical. Appreciative inquiry is a process of continual improvement where you measure your outcomes and adapt your plans. Remember to stay positive and assume people are capable as you adapt plans as needed.
Concepts
To be effective, it’s important to learn from the past. The problem is when we focus on what went wrong, people tend to respond with defensiveness or justification.
Appreciative inquiry helps us avoid defensiveness and justification by focusing on what could be done differently, without spending time on assigning blame.
Using the Appreciative Inquiry Model may be useful in building or sustaining a positive team culture. It doesn’t eliminate the need for individual constructive feedback, but provides an alternative to a more toxic or negative approach in a team setting.
Appreciative inquiry includes the following concepts:
Positive approach
Foster safe and open interactions
Discover
Discover what's working and efforts made
Dream
Dream about what could be
Assume capacity
Trust that each person has strengths
Design
Co-construct what could be ideal
Deliver
Deliver, learn and adjust
The power of appreciative inquiry
The following concepts will help you harness the power of appreciative inquiry:
- Assume people have strengths they can use to meet challenges.
- Identify individual and team strengths and efforts.
- Share what has worked well to recognize promising practices.
- Use a positive approach to foster safe and open interactions.
- Use an iterative process for continual improvement.
You can lean on the Appreciative Inquiry Model as you explore opportunities for the path forward.
The appreciative inquiry model
- Step 1: Define the topic
- Step 2: Discover what's working and efforts made
- Step 3: Dream about what could be
- Step 4: Co-design what would be ideal
- Step 5: Deliver, learn and adjust
- Return to step 2
- Remember this is a positive approach
This model is adapted from the 4D Cycle presented in "A Positive Revolution in Change: Appreciative Inquiry" (2005) by David Cooperrider and Diana Whitney.
Appreciative inquiry provides many benefits, including:
- Positive communications
- A shared vision for the path forward
- Innovation
- Higher engagement
- Improved morale
A positive approach
The dynamic of any group is heavily influenced by the words we use. This in turn will influence actions, thoughts and behaviours.
When the dynamic is positive, it supports creative and collaborative problem solving. When the dynamic is stressed or negative, it can limit our focus to what is wrong, rather than on solutions.
For each of the questions below, consider how appreciative inquiry might influence the approach by focusing on the strengths and potential solutions rather than the negative.
- "What went wrong with the project?" can be "What was good about that project?"
- "Who on the team caused the most problems?" can be "What were the best things about how the team worked together?"
- "Why didn't you meet the deadline?" can be "What could we have done differently to meet the deadline?"
- "What are your areas for improvement?" can be "How did your strengths play a role in the outcome?"
Ask questions that invite solutions
Which questions can you ask that will allow all parties to "dream" of what could be?
- "What would it look like if we were at our full potential?"
- Correct!
- "What were the mistakes you made in the past?"
- Try: "How can we ensure success?
- "What strengths can we amplify to make things better?"
- Correct!
- "What's possible when we think about these strengths?"
- Correct!
Appreciative inquiry maintains a focus on solutions rather than criticism. This means that we trust that people have the capacity to contribute to a solution.
Additional examples of appreciative inquiry questions include:
- “What has gone well and how did you contribute to that?”
- “What does it look like when you’re supported to do your best?”
- “What was good about that project?”
- “What were the best things about how the team worked together?”
- “What could we have done differently to meet the deadline?”
- “How did your strengths play a role in the outcome?”
- “When you feel most engaged, what’s happening?”
- “How can we move from where we are now to where we want to be?”
- “What would success look like?”
- “What’s most important about the work we’re doing?”
Design solutions together
Of course, not everything you dream up will be possible – that’s where asking good questions comes in.
What can you ask when co-creating a design for what you will deploy?
- "What other ways could we get this done?"
- Correct!
- "What do you need to be successful?"
- Correct!
- "What will you need from me to best make use of your strengths?"
- Correct!
- "Is this really necessary?"
- When people say they need or want something, its more productive to explore why they need it rather than express doubt.
Recap question:
See Response below to see the answer to the following question.
- What’s important to keep in mind as you “design” what should be?
- a. Words, mood and mindset may affect actions, thoughts and behaviours in others.
- b. Negativity can create stress and narrow thinking, causing us to shrink opportunities to find positive solutions.
- c. Many people don’t have the capacity to learn and grow.
- d. Both a and b
Response
1. Both a and b. Most people do have the capacity to learn and grow. They’re much less likely to resist change when we use a positive approach like appreciative inquiry.
As you implement what you’ve dreamed up, you’ll want to check-in, measure impact and adapt your plans, with appreciative inquiry in mind.
Knowledge check
See Responses below to see the answers to the following questions.
- Appreciative inquiry is a strengths-based approach that reinforces communication, helps to create a shared vision for the path forward, and can inspire people to get creative and operate at their full potential.
- True
- False
- Using appreciative inquiry means you can’t say no to ideas you “dreamup” together.
- True
- False
Responses
- True – Drawing on appreciative inquiry sets the stage for working together in a productive and positive way that can be innovative and solutions-focused.
- False – Not everything your team dreams up will be actionable. Be clear up front that all ideas are welcome, but that the next step in the process will be to consider those that are currently possible given available resources.
Tip sheet and resources
Congratulations on learning Using appreciative inquiry. We’ve put together a tip sheet with the main learning points of this module. We recommend you save or print it as a reference. There are also free resources you can use if you want a deeper dive on this subject.
View the Using appreciative inquiry tip sheet | PDF
Using appreciative inquiry YouTube video.
We welcome your feedback on this module or any of our resources. Please contact us with your suggestions.