How can you use appreciative inquiry to create a positive change culture in your organization?

1 What is appreciative inquiry?

Appreciative inquiry (AI) is a philosophy and a process that engages people in collaborative and creative conversations about their desired future. It is based on the assumption that every system has something that works well, and that by identifying and building on those positive elements, people can generate more energy, enthusiasm, and innovation for change. AI challenges the traditional problem-solving approach, which often focuses on what is wrong, broken, or lacking, and creates a negative and defensive mindset. Instead, AI invites people to explore what is working, what is possible, and what is meaningful, and creates a positive and generative mindset.

2 How to use AI for change?

AI follows a four-phase cycle, known as the 4-D model: Discovery, Dream, Design, and Destiny. Each phase involves asking appreciative questions, listening deeply, sharing stories, and co-creating action plans. In the Discovery phase, you help your clients and their teams discover the best of what is; you ask them to share stories of success and achievement and to identify core strengths and values. The Dream phase encourages them to envision their ideal future; you help them stretch their thinking beyond the status quo and connect their dreams to the broader context. The Design phase enables them to co-create the best of what will be; this involves aligning actions with values and engaging other stakeholders. Finally, the Destiny phase helps them sustain the best of what is and will be; you help them implement, monitor, and evaluate their action plan while celebrating achievements. The purpose of this cycle is to facilitate change in your organization through building a positive foundation, inspiring motivation, empowering mobilization, and reinforcing change.

3 What are the benefits of AI for change?

AI has many benefits for creating a positive change culture in your organization, such as building trust and respect, leveraging existing strengths and opportunities, fostering a sense of ownership and responsibility, generating positive emotions, and aligning the vision, values, and actions of people. This enhances communication, collaboration, commitment, resilience, agility, innovation, confidence, competence, performance, well-being, creativity, productivity and creates a coherent meaningful and impactful change.

4 What are the challenges of AI for change?

AI is not a panacea for change, and it comes with its own set of challenges and limitations. It requires a shift from problem-solving to possibility-seeking, which may be difficult for some people. Moreover, it demands high levels of participation, engagement, and empowerment from people, which may be challenging for some leaders or managers. AI also involves a complex and dynamic process of inquiry, dialogue, and co-creation, which may be time-consuming or messy for some organizations. Finally, it relies on the authenticity, integrity, and sincerity of people, which may be compromised by hidden agendas, power dynamics, or conflicts of interest.

5 How to overcome the challenges of AI for change?

AI can be a powerful and rewarding tool for change, but it isn't always easy. To maximize the benefits of AI for change, you should educate yourself and your clients about its principles and practices, as well as assess the readiness and suitability of your clients and their teams. You should also facilitate the AI process with skill and sensitivity, balancing the positive and negative aspects of the reality and the future. Additionally, you should follow up and follow through with your clients and their teams, providing feedback, coaching, and recognition to sustain and enhance the change.