Appreciative Inquiry is a method for driving positive change in organizations. It involves asking questions to identify what is working well currently and how to do more of it. The method was created in the 1980s and is based on the idea that organizations move in the direction of the questions they ask. There are five principles of Appreciative Inquiry: constructionist, simultaneity, poetic, anticipatory, and positive. The process involves four phases - Discovery, Dream, Design, and Destiny - where participants envision a positive future and develop plans to achieve it by building on current strengths. The goal is to stimulate new ideas and possibilities for action through positive dialogue.
10. Problem Solving vs AI
Problem Solving
• What to fix
• Underlying grammar = problem,
symptoms, causes, solutions, action plan,
intervention
• Breaks things into pieces & specialties,
guaranteeing fragmented responses
• Slow! Takes a lot of positive emotion to
make real change.
• Assumes organizations are constellations
of problems to be overcome
Appreciative Inquiry
• What to grow
• New grammar of the true, good, better,
possible
• “Problem focus” implies that there is an
ideal. AI breaks open the box of what the
ideal is first.
• Expands vision of preferred future.
Creates new energy fast.
• Assumes organizations are sources of
infinite capacity and imagination