Appreciative Inquiry

Appreciative Inquiry

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Appreciative Inquiry (AI) is a positive, strength-based approach to organizational change and leadership development. It can be used by organizations, individuals, teams and at a societal level as well (Conklin & Hartman, 2014). It helps the people to move towards shared vision by ensuring they engage others in the strategic innovations.

This can be manifested in an organization in various ways. For instance, a school which was designed to be a college-preparatory school for the students with learning differences such as dyslexia made use of Appreciative Inquiry approach. Such students in other traditional schools are considered, slow, stupid and lazy. The organization thus designed their library differently to encourage them learn. The library was previously intimidating for the students with dyslexia. When designing the library, the concern was “what if the students wouldn’t come when it is built?” The question was later reframed to, “how to catch the attention of the students and encourage them to stay in the library.” The students would thus walk into the library and be attracted by various colorful magazines which are interesting and age-appropriate. Several other strategies were put in place such as placement of comfortable chairs within the shelves, the walls were made by glass which would reduce noise and give the students the chance to interact and view the activities and people around them. The library previously was used for researching and reading but was shifted to a place where the students can be able to create a community of their own.

The elements of AI that have been employed in this case include: questions that create change; creation of future images which provide guidance and inspire actions, positive actions which promote positive change (Stavros et al 2018). These are beneficial in that they help in accelerating change within the organization and thus enable the management to focus on being proactive as opposed to being reactive in the elimination of business elements that are undesirable. It as well promotes positive interactive discussion within the organization and helps improve the levels of communication and engagement and staff morale therefore providing a positive environment for productivity.

In conclusion, it is important to note that a leader can make use of Appreciative Inquiry to benefit in leadership coaching as well as developing personal strategic visions. Organizations and teams as well use Appreciative Inquiry for them to get to understand the best organizational practices, shift culture, develop strategic plans and as well create a forward momentum on the large-sale initiatives. It is thus a beneficial approach to organizations which might want to embrace change.

References

Conklin, T. A., & Hartman, N. S.(2014). Appreciative Inquiry and Autonomy-Supportive Classes in Business Education: A Semilongitudinal Study of AI in the Classroom. Journal of Experiential Education, 37(3),285-309. doi: 10.1177/1053825913514732

Stavros, J. M., Torres, C., & Cooperrider, D. L. (2018). Conversations worth having: Using appreciative inquiry to fuel productive and meaningful engagement. Berrett-Koehler drafters.