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Exploring Appreciative Inquiry: Principles and Practices for Organizational Development

Appreciative Inquiry (A.I.) is a powerful organizational development method rooted in Positive Psychology. Developed by David Cooperrider and Suresh Srivastva in the 1980s, A.I. focuses on organizations' strengths, fostering intentional change through collaborative dialogue. Its five core principles—Constructionist, Simultaneity, Poetic, Anticipatory, and Positive—promote a culture of appreciation and innovation. The 4D Cycle (Discover, Dream, Design, Destiny) guides organizations in identifying successful practices, envisioning the future, and implementing meaningful change. Engaging in A.I. exercises helps uncover personal and collective strengths.

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Exploring Appreciative Inquiry: Principles and Practices for Organizational Development

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  1. Appreciative Inquiry: Introductionand Key Concepts

  2. Introduction to A.I. • Philosophical origins of A.I. emerge from the discipline of Positive Psychology • Development and dissemination of A.I. attributed to collaborative work of doctoral student David Cooperrider and his advisor Suresh Srivastva at Case Western Reserve University, 1980 • Cooperrider & Srivastva co-author “Appreciative Inquiry in Organizational Life”, 1987

  3. Definition/Primary Purpose: • A method of organizational development that focuses on what organizations do well • “Epistemology-like” • The A.I. process generates strategy for intentional change

  4. Five Principles of A.I. • Constructionist: The way we know is fateful • Simultaneity: Change begins the moment you ask the question • Poetic: Organizations are an open book • Anticipatory:Deep change=change in active images of the future • Positive: The more positive the question=greater/longer lasting change

  5. Key Understandings of A.I. • Appreciate/value the best of what is • Envision what might be • Engage in dialogue about what should be • Innovate what will be • A cooperative inquiry • A collaborative process • Generate new narratives/perspectives

  6. 4D Cycle of A.I.

  7. 4D Cycle expanded • Discover: The identification of organizational processes that work well • Dream: The envisioning of processes that would work well in the future • Design:Planningand prioritizing process that work well • Destiny: The implementation of the proposed design

  8. A.I. Discovery Exercise – Part 1 • Find a partner • 10 minutes each to share and listen to each other’s high point moment story. Take note of values of self; other, and work • Return to large group to evaluate positive outcomes

  9. A.I. Exercise-High Point Moments • Share a story of when someone helped you during a time of great need. • What did they do? • How did it help you? • How did it make you feel about yourself, about them? • How did it change the way you interact with others?

  10. A.I. Exercise-Challenge Moments • Describe a worst moment when you were able to step in and do what was needed to rescue the situation. • What was the situation and what did you do? • How do others describe you during that time? • What did you learn about yourself? • How have you applied that learning to other situations?

  11. A.I. Exercise – Part 2 • Original partners join with two other dyads to form group of 6 • Introduce highlights from your partner’s interview (emphasis on positive learning) • Discuss as a group • Find common themes: Highpoints, continuity, images of the future

  12. References • http://appreciativeinquiry.case.edu/intro/default.cfm • http://centerforappreciativeinquiry.net/ • http://www.pgexchange.org/ • Public Conversation Project http://www.publicconversations.org/blog

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