An Introduction to Appreciative Inquiry

Dr John PetersAcademic Development and Practice Unit

October 2008

A word to describe working at UW

• Demanding• Frustrating• Challenging• Soul destroying

• unfolding• Exciting• Weaving• Exciting• empowering• New

Learning Outcomes

• Set Appreciative Inquiry in the context of other applied research methods

• Explain the key features of Appreciative Inquiry methodology

• Make an informed judgement about whether to use this method for:– Research– Change Management

• Implement a piece of Appreciative Inquiry

Plan

• Explain the emergence of Appreciative Inquiry as a method

• Introduce the AI framework

• Do a small piece of AI

• Discuss other applications

Appreciative Inquiry• Ap-pre’ci-ate, v., 1. valuing; the act of recognizing the

best in people or the world around us; affirming past and present strengths, successes, and potentials; to perceive those things that give life (health, vitality, excellence) to living systems 2. to increase in value, e.g. the economy has appreciated in value. Synonyms: valuing, prizing, esteeming, and honouring.

• In-quire’ (kwir), v., 1. the act of exploration and discovery. 2. To ask questions; to be open to seeing new potentials and possibilities. Synonyms: discovery, search, and systematic exploration, study.

What is it?• A reaction against problem-focused action

research• Shifts focus to strengths and positives, to the

‘positive core’ of a situation or organisation• Focus on social construction & collective

strengths• ‘A cooperative, coevolutionary search for the

best in people, their organizations, and the world around them.’

– [Cooperrider & Whitney 2005]

The Key Question in AI

• The ‘unconditional positive question’

• The systematic discovery of what gives “life” to a living system when it is most alive, most effective, and most constructively capable in economic, ecological, and human terms.

• What gives life here?

The 4-D cycle

• Discovery Phase– Sharing the positives

• Dream Phase– Sharing a vision

• Design Phase– Sharing what should be

• Destiny Phase– Sharing a commitment to change

1. Discovery Phase

• What gives life here?

• Making explicit and appreciating the best of what is

• What most enthuses you about …?

• Tell the story about a situation when you have felt most alive, engaged, valued, etc.

• Mobilising the community and sharing findings through ‘propositional statements’

Things that give life at UW 1

• The people: they encourage you and help you innovate and do things

• If you have an idea you are encouraged to develop it

• I have the opportunity to work in line with my core values and beliefs

• I have the opportunity to be creative and discover new things

Things that give life at UW 2

• The students: their enthusiasm, challenge and contribution

• Opportunity to develop personally and own learning with students and colleagues

• The opportunity to make narratives from disparate sources

• Being part of a community that caters for personal and professional development

Propositional statements

• I feel life in working at Worcester when:– There are opportunities for personal

development– There is freedom and flexibility to develop

ideas– There is encouragement and support– I can work pro-actively with students– My work is in line with my core motivational

drivers, values and beliefs

2. Dream Phase

• Envisioning what might be

• So what is at our heart?

• What should be the ideal?

• What have we always wanted to be?

• What is the world calling us to become?

• Picturing a future: drawing a vision

Visions of the University of Worcester

• Constant circulation of positive energy

• Nourishing

• Open

• Growing, organic – no ceiling or limit

• Connected

• Community and participatory

• Inclusive and non-hierarchical

3. Design Phase

• Co-constructing

• What should we be?

• Possibility propositions and new organising principles

• What would this organisation be like if it were designed to maximise the positive core and accelerate the achievement of our dream?

4. Destiny Phase

• Not the action plan!

• ‘An inspired movement not a packaged product’

• ‘Positive protest’

• Realising the dream

• An appreciative organisation

Can we use this?

• As an evaluation process

• As an annual cycle

• Constant renewal

• Still issues about – action planning: how does it get changed?– So what about the negatives?

• As a marketing device!

References• Cooperrider, D & Whitney, D 2005 Appreciative

Inquiry: a positive revolution in change, San Francisco

• Ludema, J. Whitney, D. Mohr, B. & Griffin, T. 2003 The Appreciative Inquiry Summit, San Fancisco

• Ludema, J. Cooperrider, D & Barrett, F. 2001 ‘Appreciative Inquiry: the power of the unconditional positive’ in Reason, P. & Bradbury, H. Handbook of Action Research

• http://ai.cwru.edu