Appreciative Inquiry (AI)
When members of any team or organisation discover their running short of positive uplifting emotions and feelings like joy, gratitude, love, hope, inspiration, respect, interest, motivation, and connection affecting their day-to-day efficiency, they realise their dire need for change.
When such a change process is brought about through the identification and solving of problems by fixing what’s wrong, team members are likely to become problem-bound. The resulting high levels of resistance to change are reflected in emotions and feelings such as frustration, fear, anxiety, distrust, inadequacy, and loneliness.
It stands to reason that a better change approach would be to opt for creating a more positive environment ensuring natural change in areas of improved efficiency, enhanced competitiveness, and abilities to survive under difficult circumstances as well as to perform better. In this way, positive emotions and feelings like the stated joy, gratitude respect, hope, etc. will lead to limited levels of resistance to the desired change.
To meet this need, Appreciative Inquiry proves to be exactly the way to engage groups of people in self-determined change within an environment or atmosphere of positive emotions through an inquiry that focuses on what’s right, what’s working, and how to work toward a desired vision.
An Appreciative Inquiry Intervention can be facilitated for a period varying between a few hours or days depending on the size of the participating group. A team-building activity can easily fit well within such an intervention.
The group will be involved in a 5-Phase process of collaboratively, collectively, and systematically rediscovering their strengths, life-giving qualities, and aspirations ultimately aimed at a "whole system positive change". This 5-D AI Model consists of:
When such a change process is brought about through the identification and solving of problems by fixing what’s wrong, team members are likely to become problem-bound. The resulting high levels of resistance to change are reflected in emotions and feelings such as frustration, fear, anxiety, distrust, inadequacy, and loneliness.
It stands to reason that a better change approach would be to opt for creating a more positive environment ensuring natural change in areas of improved efficiency, enhanced competitiveness, and abilities to survive under difficult circumstances as well as to perform better. In this way, positive emotions and feelings like the stated joy, gratitude respect, hope, etc. will lead to limited levels of resistance to the desired change.
To meet this need, Appreciative Inquiry proves to be exactly the way to engage groups of people in self-determined change within an environment or atmosphere of positive emotions through an inquiry that focuses on what’s right, what’s working, and how to work toward a desired vision.
An Appreciative Inquiry Intervention can be facilitated for a period varying between a few hours or days depending on the size of the participating group. A team-building activity can easily fit well within such an intervention.
The group will be involved in a 5-Phase process of collaboratively, collectively, and systematically rediscovering their strengths, life-giving qualities, and aspirations ultimately aimed at a "whole system positive change". This 5-D AI Model consists of:
Benefits of Appreciative Inquiry
AI assists organisations in becoming workplaces that are alive with purpose, meaning, passion, high engagement, trust, inspired innovation, and cooperative agility.
Appreciative Inquiry leads to people flourishing and growing together in terms of:
- Quality of their relationships
- Quality of their health
- Quality of their performance
- Their capacity for growth
- Resilience
- Positive change
082 973 6374
