Appreciative Inquiry

Appreciative Inquiry, shortly AI is a value-oriented approach from the team and organizational development, which encourages an appreciative and affirmative attitude in teams, organizations or communities in which the appreciative inquiry (or investigation ) is a central element. It was developed in the 80s of the last century by David Cooperrider of Case Western Reserve University in the USA.

Influences from the organizational development: As a method of organization development, appreciative inquiry has borrowed a lot from the strengths of other methods from the field of organizational development. In Harrison Owen with " Open Space Technology " the potential of self-organized processes became visible. From the pioneering work of Kathleen Dannemiller and her colleagues Dannemiller Tyson and the method " Whole Scale Change," many design and monitoring elements were adopted for large group formats. Pete Senge - the creator of the Learning Organization - and his colleagues have emphasized the importance of dialogue for change processes and learning. By Marvin Weisbord and Sandra Janoff, creator of the Future Conference, the approach " The whole system is put into a room and create the future " was adapted.

The importance of Appreciative Inquiry (AI): Appreciative can recognize with, appreciate and translate value. In Appreciative it goes around the appreciation of the best in people ( as a partner, colleague, employee, etc.) or in the world around us. It is about the affirmation and acknowledgment of strengths, achievements and potentials of the past and the present, as well as to provide the detection and apprehension which a system invigorating factors (team, organization, community or network ) Energy, Excellence or vitality. These factors are anticipated and reinforced in the future.

Inquiry can come to inquire of what you " explore " with or " investigate " translate. The point is to ask specific questions to find the jewels - what worked well in the team or organization - to discover. In addition, it comes to be open to learn new things and ready for.

The basic idea is simple: people and systems move in the direction in which they look; and the questions we ask determine what we find. AI therefore focuses on the strengths, the positives, the potential of a system (eg, business, organization, person) and not focus on the negative points in the foreground. Unlike traditional approaches are not processed directly from the AI problems, but reformulated in change requests.

The use of AI there is appropriate where skills, behaviors or performance of an entire system will be further developed or where it is important to design the future of this system and redesign. The core element of AI is the " appreciative interview ."

Within the Appreciative Inquiry four phases are passed through:

AI - processes can be in various forms, even in combination thereof, may be used:

  • As area-wide process
  • As part of a team development workshops
  • Be passed through as part of a restructuring project at an " AI Summit", a major event, in which the four phases ( as above).
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