Firms like EMI, offer OD consultants who have an outstanding background in helping organizations introduce and institutionalize different types of changes to their operational practices.  We have a toolkit of various techniques and methodologies that are utilized depending on the specific situational needs of an organization, a team, or an individual.  This article highlights the tool Appreciative Inquiry (AI), which is often referred to as the “the invitation to a positive revolution.”

Case studies of AI’s success in organizations, municipalities, and government agencies has sparked enthusiasm for a radically affirmative approach to change which completely lets go of problem-based management.  AI is an OD methodology based on the assumption that inquiry into and dialogue about strengths, successes, values, hopes and dreams is itself transformational.  The creator of this methodology, David Cooperrider outlines his process for renewal in his 4D Model which structures the approach to bring together as many members of the organization to identify and focus on the best of “what is” in order to actively pursue the possibilities of “what could be.”

Discovery:  This phase includes a diligent and extensive search of the organization to understand the “best of what is” and “what has been”.  It involves a collaborative process of creating and asking interview questions, written as affirmative probes, to generate stories that enrich the images and inner dialogues about the organization.  The interview process enhances organization-wide sharing and learning, ignites energy, and provides a rich mapping of the organization’s positive core.

Dream:  An energized exploration of “what might be” as people explore their hopes and dreams for their work, their organization, their relationships, and the world.  Energy is sparked by thinking out-of-the-box, and out-of-the-boundaries of the past.  This phase illustrates the images of the future created by unusual combinations of stakeholders exploring positive potentials, innovative strategic visions and an elevated sense of purpose.

Design:  This phase is all about choices and alignment. It involves making choices of “what should be”.   Through this conscious transformation, systems, structures, strategies, processes and images will align the organization’s positive past (Discover) and its highest potential (Dream) and point the organization in the direction of change.

Destiny:  This phase supports commitment to ongoing improvement.  It usually results in a series of inspired actions that support ongoing learning and innovation – “what will be.”  Since the AI process is a collaborative, open forum for employees and stakeholders to provide a service to the organization unlike any other, change occurs through all the phases.  Destiny usually results in organizational changes impacting business functions such as HR processes, customer service systems, work processes and structure, management practices and metrics.

Organization Development consultants like EMI, along with our clients like Appreciative Inquiry because it treats people like people.  We know and acknowledge that people are social and curious.  We like to tell and listen to stories.  That’s one way that we pass on our values, beliefs and wisdom.  We like to learn and to use what we learn to be our best.  And, we are delighted when recognized by others that we care about and respect for doing good work.  AI enables leaders to create natural human organizations.  This technique is one of many for approaching change within an organization.