Appreciative Inquiry: A Positive Revolution in Change, written by Diana D. Whitney, is a book that offers an exciting new approach to organizational change. In it, Whitney argues that organizations should use Appreciative Inquiry (AI) to achieve change, by shifting the deliberative action away from problem-solving, and instead focusing on strengths, creativity, and innovation.
The premise of Appreciative Inquiry is that change happens not by looking to fix what is wrong, but by emphasizing what is right. The AI model encourages people in an organization to uncover the positive core of their organization - the capabilities, processes, initiatives, and more - and using these as the basis for creating and achieving change. This approach works at all levels of the organization - from the individual and team level to the organization-wide.
AI has four different core processes: Discovery, Dreaming, Designing, and Destiny. Whitney outlines each of these processes in detail in her book. She explains that during Discovery, organizations uncover their “positive core”, their sources of strength and commitment. During Dreaming, employees come together to create a shared vision of what is possible for the organization's future. Designing is where the organizational teams develop plans for achieving their individual and collective dreams. Destiny is the implementation stage where the organization takes action to realize its vision.
AI places special emphasis on the “positive core” of an organization. Rather than just focusing on what needs to change, AI encourages teams to identify their strengths and potentials, and to use these to move forward. It is also a powerful tool for bringing everyone in the organization together, accomplishing open and honest communication, and cultivating a culture of trust and cooperation.
Whitney believes AI is not just a nice way to approach change, but is a revolutionary way to change an organization. She argues that AI is not just a process, but a complete paradigm shift in thinking about change and organizational renewal. By creating "affirmative conversations" within the organization, AI helps teams to recognize and build upon their strengths rather than dwelling on problems and obstacles.
One of the key advantages of AI, according to Whitney, is that it allows an organization to rapidly achieve change, with minimal disruption. By propelling change from a place of strength and collaboration, it enables teams to achieve the outcomes they want much faster than with traditional problem-solving models. This makes AI especially effective for "turnaround" organizations where major changes must be made quickly.
Appreciative Inquiry is a powerful tool for organizations to achieve positive, lasting change. Whitney’s book offers a comprehensive, in-depth overview of AI, emphasizing its potential to revolutionize organizational change. Through examples and case-studies, Whitney outlines the four steps of AI, as well as how to effectively use the process to create tangible and enduring change. With this book, she is offering a revolutionary approach to organizational change and renewal.
