What is “Appreciative Inquiry”?

What is a recent success or something you’ve done really well?

What if your boss asked you that at the top of every check-in? How would you feel? Often, many check-ins or business meetings are primarily surrounded by identifying problems, accessing all aspects of that problem, and then creating a solution to fix it. Though logical, this technique lacks heart. The issue is that it cultivates a deficit-based approach, fixating on “the issues”.  What if instead we accessed our work (and lives) with an “appreciative inquiry” (AI)?

What does that even mean? 

“At its heart, AI is about the search for the best in people, their organizations, and the strengths-filled, opportunity-rich world around them. AI is not so much a shift in the methods and models of organizational change, but AI is a fundamental shift in the overall perspective taken throughout the entire change process to ‘see’ the wholeness of the human system and to ‘inquire’ into that system’s strengths, possibilities, and successes.”

Instead, we intentionally focus on our strengths, what is working well, and build organizational change from that vantage point. The benefits of this inquiry far surpass its counterpoint—the deficient-based approach—which often leads to burn out. 

So, how can we realistically practice this? Encourage your colleagues to talk about their successes and what they are doing well. It might feel odd at first, but this small step can be a catalyst of great change. You are actively promoting a positive and forward thinking work culture. Remember, that by generating a positive image of the future you can solicit behavioral change in your present. Ultimately, bringing about the desired positive results.