Snap Preview of Appreciative Inquiry (AI) for Strategic Planning and the differences between SWOT and SOAR models as well as the benefits of AI Vs. Problem Solving.

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A
1
Appreciative Inquiry
For
Strategic Planning
Inspiring Possibilities
Cost Effectively Throughout the entire organisation

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80% of
Strategic
Planning Fail
@ Execution
2

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– Peter Drucker, quoted by David Cooperrider
“The task of leadership is to create an alignment of strengths
in ways that make a system’s weaknesses irrelevant.”

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https://www.youtube.com/watch?v=3JDfr6KGV-k
Citius Altius Fortius
What if change can do more than PERFORM?
Positive change can TRANSFORM!
WHAT YOU APPRECIATE, APPRECIATES

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APPRECIATIVE INQUIRY
• A philosophy and way of looking at the world
• A framework and practical approach for creating positive change
• The study and exploration of what gives life to human systems
when they are at their best
• Based on the theory that inquiry into strengths, successes,
values, and dreams is itself transformational

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Identify problem or issue
Conduct root cause analysis of
failures
Brainstorm & analyze possibilities
Discuss changes in order to correct a problem
Formulate Action plans & Re-
evaluate if the problem is resolved
Problem Solving Appreciative Inquiry
Appreciate & value the best of what is.
Discovering the organisation’s root causes of success
Envisioning bold new possibilities for
the future
Dialogue & design what could be
Designing the organization for excellence based upon
best practices
Co-constructing the future towards the
desired destiny
assumptionAn organization is a
problem to be solved
An organization is a solution/
mystery to be embraced.

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Slow pace of change
Requires a lot of positive emotion to
create change
Assumes an organization is made up
of a series of problems
Cultivates a deficit based culture
Problem Solving Appreciative Inquiry
Quickly creates a new dynamic
People unite around a shared vision of
the future
Assumes an organization is a source of
limitless imagination and capacity
Creates an appreciative culture
Planed by few top leaders Engages many from all ranks, inclusive
of internal and external stakeholders

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Focus on strengths … Instead of deficits
All-inclusive … Instead of a privileged few
Solutions from within … Instead of an outside “expert”
Creating the future … Instead just “fixing” the past
HOW APPRECIATIVE INQUIRY WORKS

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Discovery
Dream
Design
Destiny Define
Discovery
“What gives life?”
The best of what is.
Appreciating
Dream
“What might be?”
Envisioning
Results/Impact
Design
“What should be –
the ideal?”
Co-constructing
Destiny
“How to empower,
learn, and improvise?”
Sustaining
Definition
“What to study?”
“Who to involve?”
Affirmative Topic &
Stakeholders
THE AI 4-D (+1) MODEL OF POSITIVE CHANGE

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