We assist organisations in Wales and beyond
to improve based on an Appreciative Inquiry approach. Contact
us now and learn more!
APPRECIATIVE INQUIRY
Appreciative Inquiry (AI) is a way of looking at things that
takes the best of the past and uses it to build a positive and meaningful
future. Wikipedia
defines AI as- 'A particular way of asking questions and envisioning
the future that fosters positive relationships and builds on the
basic goodness in a person, a situation, or an organisation. In
so doing, it enhances a system's capacity for collaboration and
change.'
Traditional models of organisational evaluation, either external
or internal, focus on action plans arising out of weaknesses and
deficiencies. These can have a short term impact, but in the long
term individuals will typically gravitate towards old practices
and ways of working; their heads will have been moved but not their
hearts.
Appreciative Inquiry has long term impact because it engages people
in conversations about what has worked for them; it has meaning
and resonance. The basic idea is to build and develop organisations
around what works, rather than trying to fix what doesn't. It is
the opposite of the traditional problem solving approach. Instead
of focusing on gaps and inadequacies to find blame and remediate
skills or practices , AI focuses on creating more of the occasional
exceptional performance that is occurring.
In practical terms AI can be used in many ways including:
A framework for a self evaluation process
A review of the efficiency and effectiveness of services and
systems
As the basis of a thematic review (e.g. customer service or
equal opportunities)
As a catalyst for cultural change
To structure a supervision process
To facilitate person centred working and planning processes
To see a selection of comments from participants on our AI workshops
click here.
Appreciative Inquiry is being used increasingly in the UK within
statutory, voluntary and private organisations. It has also been
successfully used within multinationals such as Nokia, Halfords,
and British Airways. To find out more about AI and some frequently
asked questions - click here.
We do not describe the world we see,
we see the world we describe.
David Cooperrider (2000)
The task of organisational leadership
is to create an alignment of strengths in ways that make a
system's weaknesses irrelevant.
Peter Drucker
AI can be used as an evaluative technique,
but its main purpose is to identify good practice, introduce
and implement change successfully.
NFER report
At first I was a bit worried that the
'Appreciative Inquiry' process would overlook all the weaknesses
of the service, of which I felt there were many. As we went
on I have found that it has been a very positive way of looking
at our weaknesses and not dwelling on them and looking into
the future. I have found this process very helpful and hope
people will take notice of recommendations that came from
it.
AI participant
Best practices are developed and enhanced
though the use of appreciative inquiry. If best practices
are developed, the strengths of the employees develop as well
as customer satisfaction. When organizations become better
at what they do best, all stakeholders will be happy.
