Create a shared vision built on core strengths and values to improve your organization
Appreciative Inquiry (AI) equips leaders with a revolutionary approach to achieving positive organizational change. Rather than the traditional managerial method of first evaluating a problem and then proposing a solution, AI teaches you to ask, “What is going right here, and how can we grow more of it?”
In Practical Appreciative Inquiry, expert organizational consultant and facilitator Sarah Lewis teaches you how to apply the AI methodology in an array of management situations. Step by step, this practice-oriented guide helps you leverage the versatility and flexibility of Appreciative Inquiry to make rapid, positive change.
Covering all key aspects of AI, this concise yet comprehensive resource provides a wealth of ideas and activities designed to develop an AI leadership mindset, build resilience within your organization, motivate performance, increase team innovation, support change processes, create AI interventions, and much more. Each chapter features discussion questions, teaching exercises, links to online resources, and real-world case studies of AI in practice.
Whether an experienced practitioner or a newcomer to change management, Practical Appreciative Inquiry: A Toolkit for Applying Appreciative Inquiry to Organisational Challenges, Opportunities, and Aspirations is a must-read for all leaders, managers, and team members wanting to improve their organization, as well as consultants, trainers, and organizational development experts interested in AI.
Tabella dei contenuti
About the Author xii
Foreword xiii
Preface xv
Acknowledgements xvii
Part One: Background and Practice Theory 1
1 What Is Appreciative Inquiry? 3
What Are the Origins of Appreciative Inquiry? 4
How Is Appreciative Inquiry Different to Other Change Methodologies? 5
How Does Appreciative Inquiry Engage with Organisational Problems? 7
What Is Dialogic Organisational Development? 8
How Can We Ensure That Our Appreciative Inquiry Practice with Organisations Is Evidence- Based? 11
Critiquing Appreciative Inquiry 12
Conclusion 14
Learning Points 14
Discussion Questions 15
Teaching Practice 15
Resources and Further Reading 15
Notes 16
References 16
2 The Appreciative Inquiry Summit 18
Introducing the 5D Model of Appreciative Inquiry 18
The Principles of Appreciative Inquiry 24
Narrative, Stories and Sensemaking in Appreciative Inquiry 26
Research that Supports Appreciative Inquiry as a Practice 30
The Effectiveness of Appreciative Inquiry in Transformational Change 30
Conclusion 31
Learning Points 31
Discussion Questions 31
Teaching Exercises 32
Helpful Resources and Further Reading 32
Notes 33
References 33
3 Preparing, Delivering and Following- up an Event 34
Contraindications for an Appreciative Inquiry Event 34
Common Myths Attached to Appreciative Inquiry 36
Preparing for an Appreciative Inquiry Event 38
Delivering the Event 40
The Quality of Conversation 41
The Quality of the Questions 44
The Volunteer Principle in Appreciative Inquiry 45
After the Event 46
Conclusion 46
Learning Points 47
Discussion Questions 47
Teaching Exercise 47
Further Reading and Resources 47
References 48
4 Creating the Appreciative Inquiry Commission, Psychological Safety and Equality, Diversity and Inclusion 49
Developing an Appreciative Inquiry Commission 50
Frequently Encountered Pushbacks Against Adopting an Appreciative Inquiry Approach 55
Practice Design Principles 55
Ethical Practice 57
How Appreciative Practice Can Support Equality, Diversity and Inclusion 58
Case Studies Using Appreciative Inquiry to Enhance Diversity, Equality and Inclusion 62
Conclusion 63
Learning Points 64
Discussion Questions 64
Teaching Exercises 64
Helpful Resources 64
Notes 65
References 66
Part Two: Applications 67
5 Appreciative Inquiry for Flourishing Organisations, SOAR and I- IPOD 69
Appreciative Practice and the Flourishing Organisation 69
Strengths and the Organisational Power Zone 73
The SOAR Model of Strategy Development 74
Case Study: Using SOAR to Return to the Power Zone 75
Case- Study: A Community System I- IPOD Appreciative Intervention 80
Conclusion 82
Learning Points 82
Discussion Questions 83
Teaching Exercise 83
Helpful Resources and Further Reading 83
Notes 84
References 84
6 Appreciative Leadership 86
Leadership Actions That Can Undermine an Appreciative Inquiry Event 87
The Leadership Mindset Required for Appreciative Inquiry 88
Leadership Conversations that Include or Exclude 89
Leading Through Uncertainty 93
Case Study: Appreciative Leadership in Action 93
Conclusion 96
Learning Points 97
Discussion Questions 97
Teaching Exercise 97
Further Resources 97
Notes 98
References 98
7 Building Resilience for People and Organisations 99
Appreciative Inquiry and Organisational Resilience 100
Appreciative Inquiry and Personal Resilience 102
The Resilience Boosting Effects of Strengths 104
Case Study: A Positive Approach to Difficult Issues 105
Case Study: Bringing Appreciative Inquiry to the Disruption of Organisational Change 109
Conclusion 111
Learning Points 112
Discussion Questions 112
Teaching Exercise 112
Helpful Resources 112
Notes 113
References 113
8 Engaging with the Particular Challenges of Project Management 115
The Psychology of Project- Craft 115
Taking an Appreciative Approach to Team Member Diversity 118
Applying Appreciative Inquiry to Project Management 120
Case Study: A Project Team- Based Large- System Change 121
Conclusion 126
Learning Points 126
Discussion Questions 126
Teaching Exercise 127
Further Resources 127
Notes 127
References 127
9 Boosting Innovation and Creativity 128
Understanding Innovation and Creativity as Generativity 128
How the Appreciative Inquiry Process Generates Ideas and Energy 129
Working Generatively with Discovery Stories 131
Inquiring into Creativity 133
The Relationship Between Appreciative Inquiry and Improvisational Theatre 135
Case Study: An Organisation Adapting to Market Changes 135
Case Study: Creativity for Business Growth 136
Conclusion 137
Learning Points 137
Discussion Questions 137
Teaching Exercises 138
Helpful Resources 138
Notes 138
References 139
10 Challenging the Silo Mentality 140
Why the Siloed Organisation Is Popular and How It Becomes Dysfunctional 141
The Nature of Organisational Energy 143
What Does Appreciative Inquiry Bring to the Challenge? 144
Case Study: A Merged Organisation 145
Conclusion 153
Learning Points 154
Discussion Questions and Practical Exercise 154
Teaching Exercises 154
Helpful Resources On and Offline 154
Notes 155
References 155
11 Motivating Performance with PRISMM Coaching 156
The Importance of a Performance Culture 157
Appreciative PRISMM Coaching 159
Case Study: An Inquiry into Creating a Great Performance Management Culture 162
Conclusion 172
Learning Points 172
Discussion Questions 173
Teaching Exercise 173
Helpful Resources 173
Notes 174
References 174
12 Releasing the Synergy of Teams 175
What Is a Team? 176
What Makes a Successful Team? 176
Creating Team Positivity 177
When Teams Get Stuck 178
Case Study: Working with a Stuck Team 179
Conclusion 186
Learning Points 186
Discussion Questions 187
Teaching Exercises 187
Helpful Resources 187
Note 187
Reference 188
13 Virtual, Remote and Hybrid Working 189
Some of the Challenges of Remote Working for the Individual 190
Applying Appreciative Inquiry to the Challenges of Remote Working 190
Hosting an Appreciative Inquiry Online 196
Effects of Remote Working on the Workplace 197
Hybrid Working 198
Case Study of Hybrid Working Challenges 200
Conclusion 203
Learning Points 203
Discussion Questions 204
Teaching Exercise 204
Helpful Resources and Further Reading 204
Notes 204
References 205
14 Reviewing and Evaluating Practice 206
Why Evaluate Activity? 207
Meaningless Measurement Points and the Reflective Ritual Review 208
Appreciative- Informed Evaluation of Leadership or Management 208
Appreciative Process for Management Performance Assessment 209
Case Study: Introducing Appreciative Peer Reviews to a Regional Health Team 211
Conclusion 218
Learning Points 218
Discussion Questions 219
Teaching Exercise 219
Helpful Resources and Further Reading 219
Notes 219
References 220
15 Supporting Planned Change Processes 221
The Challenges of Wholesale Large- Scale Planned Change 222
Appreciative Inquiry and the Generation of Hope 222
Some General Principles for Bringing Appreciative Inquiry to Planned Change 224
The Blended Approach Is Best 227
Case Study: From Push to Pull 229
Case Study: Impact of a Two- Hour Workshop on Change Practice 231
Conclusion 232
Learning Points 233
Discussion Questions 233
Teaching Exercise 233
Helpful Resources and Further Reading 233
Notes 234
References 234
16 Health and Well- being at Work 236
People at Work 237
How Organisational Cultures Can Become Toxic 239
The Importance of Relationships and Emotional States 240
System- level Health and Well- being Intervention 241
Psychological Safety in Teams 243
Case Study: Working with Respect 245
Conclusion 249
Learning Points 249
Discussion Questions 249
Teaching Exercise 250
Helpful Resources and Further Reading 250
Notes 250
References 250
Index 253
Circa l’autore
SARAH LEWIS is Managing Director of Appreciating Change, an Associated Fellow of the British Psychological Society, and a founder and principal member of the Association of Business Psychologists. As a chartered psychologist, Sara has been helping people and organizations change their behavior for more than 30 years. Her clients include government agencies, non-profit organizations, and private sector clients, particularly in the manufacturing, financial, and educational sectors. She is the author of five books, including Appreciative Inquiry for Change Management and Positive Psychology and Change.
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