APPRECIATIVE INQUIRY: A TRANSFORMATIVE PARADIGM By Gervase Thomas WHAT IS IT? Appreciative Inquiry, a concept and approach conceived and described in the work of Dr. David Cooparinder and his colleagues at Case Western Reserve's School of Organizational Behavior, is a worldview, a paradigm of thought and understanding that holds organizations to be affirmative systems created by humankind as solutions to problems. It is a theory, a mindset, and an approach to analysis that leads to organizational learning and creativity. Used in place of a traditional problem-solving approach - finding what is wrong and forging solutions to fix the problems - Appreciative Inquiry seeks what is "right" in an organization. It is a habit of mind, heart, and imagination that searches for the success, the life-giving force, the incidence of joy. It moves toward what the organization is doing right and provides a frame for creating an imagined future that builds on and expands the joyful and life-giving realities as the metaphor and organizing principle of the organization. FOUR PRINCIPLES Inquiry into the art of possible in organizational life should begin with appreciation. Inquiry into what is possible should be applicable. Inquiry into what is possible should be provocative. Inquiry into human potential of organizational life should be collaborative. DIFFERENCE BETWEEN PROBLEM SOLVING AND APPRECIATIVE INQUIRY Problem Solving Identification of the problem (felt need) Analysis of causes Analysis of possible solutions Action planning (treatment) BASIC ASSUMPTION Organization is a problem to be solved Appreciative Inquiry Appreciating - valuing the best of "what is" Envisioning "what might be" Dialoguing "what should be" Innovating "what will be" BASIC ASSUMPTION Organization is a mystery to be embraced IMPLICATIONS FOR MANAGEMENT · Organizations are made and imagined. · Any pattern of action in the organization is open to alteration and reconfiguration. · Organizations are "heliotropic" in character. · Positive imagery of the organization is self-reinforcing, educative, self-organizing. · Organizations need constant re-affirmation. · Leadership means affirmation. · Organizational learning and development are dependent on appreciation. Three conditions are essential: Get the whole system into the room. Focus on the "life-giving" past to envision the preferred future. This is not a problem-solving activity. It is an exercise in anticipatory learning - the social construction of a preferred future. THE 4 D CYCLE DISCOVERY = Inquiry into life-giving properties DREAMING = Visioning the Ideal DESIGNING = Consensual validation through dialogue DESTINATION = DELIVERY, Co-construction of the preferred future Appreciative Inquiry is a METHODOLOGY. This can be effectively used in a variety of training modules, such as: Vision and Mission, Team Building, Organizational Development, Leadership, Personal Growth, Peace and Reconciliation, Values in Management, Creative Visualization, Partnership, Effective Communication, Learning Organization, People Quality Management. Dr. Gervase Thomas, Professor and Dean, BVIMR, is a trained Faculty in AI to train people in AI and take up other modules through AI.
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Appreciative Inquiry, as a transformative paradigm, emphasizes the importance of focusing on what is "right" within an organization rather than solely addressing problems. This approach, developed by Dr. David Cooparinder and his colleagues, aims to foster organizational learning, creativity, and positive change. By appreciating the strengths and successes of an organization, envisioning possibilities, engaging in dialogue, and fostering innovation, Appreciative Inquiry offers a unique perspective on organizational development. The key principles of Appreciative Inquiry, including starting with appreciation, being applicable, provocative, and collaborative, set the foundation for a constructive and forward-thinking organizational culture. By embracing Appreciative Inquiry, organizations can shift their focus towards building on existing positive aspects, creating a shared vision for the future, and engaging all stakeholders in the process. This methodology can be effectively applied in various areas such as vision and mission development, team building, leadership training, and organizational growth. Dr. Gervase Thomas's expertise in training individuals in Appreciative Inquiry further highlights the practical applications and benefits of this approach in fostering positive organizational change.
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