Professional Documents
Culture Documents
Pepperdine University
Graziadio School of Business & Management
“Noproblem can be solved from the
same consciousness that created it.
We must learn to see the world
anew.”
Einstein
WHY
APPRECIATIVE
INQUIRY?
Processes for Organization Change
Deficit Based “Traditional” Strengths Based “AI”
Identification of Problems Appreciating
“Valuing the Best of what is”
Analysis of Causes
Envisioning
“What might be”
Analysis of Possible
Solutions
Dialoguing
“What should be”
Action Planning
Innovating
“What will be”
• The questions we ask set the stage for the things that we find.
The seeds of change are implicit in the very first questions we
ask. Our questions are fateful.
Poetic Principal
• An organization’s story is an open book and is continually being
co-authored by those within and those outside that interact with
it.
• The more positive the questions the greater and longer lasting the
change.
PRACTICE:
THE FIVE D CYCLE OF
APPRECIATIVE INQUIRY
The “5-D Cycle” of AI
Discover
“What gives life?”
(The best of what is)
Appreciating
Design
“What should be - the ideal?”
Co-constructing
Ready to Practice?
Outcomes for the Rest of the Day
• Apply the 5 D’s of Appreciative Inquiry to your department
• Define
• Discover
• Dream
• Design
• Deliver (we wont work on this step together)