In this course we discuss the practice of Appreciative Inquiry (AI) as a collaborative and constructive inquiry process. We start with a brief overview of AI and its links to a strength-based approach to human development and organizational change versus a deficit-based change approach. This leads to a conversation about the power of positive questioning and storytelling as effective ways to engage stakeholders in change efforts, including a guide to conducting appreciative interviews, and the impact of ‘best past’ questions. Then, we explore the AI change method in the form of the 4-D cycle: Discovery, Dream, Design, and Destiny phases to tap into the core strengths of the organization.
This course examines the foundation principles of AI and the research that demonstrates the organizational impact of positive questions, and the relationship between positive possibilities of the future and the resulting actions.
Learning Objectives
- Discover Appreciative Inquiry (AI) and its links to a strength-based approach to human development and organizational change.
- Identify the power of positive questioning and story-telling as effective ways to engage stakeholders in change efforts.
- Explore the Appreciative Inquiry (AI) change method in the form of the 4-D cycle.
Included In Certifications
This course is included in the following Certification Programs:
11 CoursesOrganizational Development Certification
- History and Evolution of Organization Development (OD) and Change
- Organization Development (OD) in Practice
- Organization Development (OD): The Diagnostic Phase
- Designing Organization Development (OD) Interventions
- Appreciative Inquiry in Practice
- Organization Development (OD): The Evaluation Phase
- Organizational Frameworks
- Organization Design Theory and Practice
- Leading Change and the Use of Self
- Ethical and Professional Practice
- Organizational Development: A Tool Kit for People-Led Change (Article)
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Prerequisites
No advanced preparation or prerequisites are required for this course.