Appreciative Inquiry is often presented in terms of a 4 step process around an affirmative topic choice: 1. DISCOVER: What gives life? What is the best? Appreciating and identifying processes that work well. 2. DREAM: What might be? What is the world calling for? Envisioning results, and how things might work well in the future. 3. DESIGN: What should be--the ideal? Co-constructing - planning and prioritizing processes that would work well. 4. DESTINY (or DELIVER): How to empower, learn and adjust/improvise? Sustaining the change (Source: The 4-D Model was developed by Suresh Srivastva, Ron Fry, and David Cooperrider in 1990 - Appreciative Inquiry Commons - AI Hisory and Timeline. See David Cooperider's website for more information on these stages) While Appreciative Inquiry has always had an evaluative focus (working out what is working well and seeking to improve performance and conditions), in recent years there have been explicit efforts to embed AI principles and processes in formal evaluation processes:
Resources
Resources suggested by BetterEvaluation membersAppreciative Inquiry Principles: the Anticipatory Principle: blog post by Andy Smith in a series on the principles that underpin AI. Ray Calabrese's Buckeye Blog; website of Professor Ray Calabrese which includes copies of his journal article on using AI in education and other programmes. SourcesPreskill H, & Catsambas T T (2006), Reframing Evaluation through Appreciative Inquiry, Thousand Oaks, California. Sage Publications Cooperrider, D., & Whitney, D. D. (2005). Appreciative inquiry: A positive revolution in change. Berrett-Koehler Store. The power of Appreciative Inquiry is unleashed through what we call a 4-D Process. DISCOVERY: Identify and appreciate what works. DREAM: Imagine what might be. DESIGN: Develop systems, structures leveraging the best of what was and what might be. DESTINY: Implement or deliver the proposed design. This 4-D cycle – an anchor for everything from a one-on-one conversation to whole system change – leverages our best experiences and local wisdom. It stimulates creativity, and builds energy and commitment to change.  The 4D process is at the core of the Appreciative Inquiry model – here we outline Appreciative Inquiry and the four steps involved in the system. About Appreciative InquiryThe more you berate someone for their poor performance and continuously highlight their flaws, the more likely they are to lose confidence and regress. Conversely, if you take a positive approach and draw attention instead to that person’s strengths, there’s a greater chance of them working on and developing those competencies even more. That is the premise behind the theory of Appreciative Inquiry, which states that people, teams and organisations naturally head in the direction in which they consciously ‘inquire’. This has an almost endless number of applications, for instance in performance feedback and improvement. Whether we choose to dwell on a manager’s strengths or weaknesses, their development is likely to gravitate in the direction we choose. The 4D Model of Appreciative InquiryLeader/Manager 360 degree surveys take Appreciative Inquiry theory to heart, making sure the subject’s strengths are highlighted, providing constructive feedback for improvement. Taking action on insights is obviously the most important part of any personal development method – so how does the 4D model of Appreciative Inquiry seek to enact change? 1. DiscoveryIn this initial stage of Appreciative Inquiry, efforts are focused on elaborating on current positives and strengths – looking at the best of ‘what is’. Through discussions and feedback, the ‘positive core’ of the subject – in this scenario, a manager’s workplace performance – is reached, providing a foundation for further development. 2. DreamNext, time is spent contemplating ‘what might be’, or how we would like things to be in the future. Given the positive core that has been determined in the Discovery stage, what are the possibilities that may be attained if we continue to develop and grow this core? 3. DesignHere, the first steps are taken to turn this speculation into reality. What steps must be taken in order to transition from the present state to the vision generated in the Dream stage? 4. DestinyIt’s now time to move towards progress and make the desired state a reality. Through this constructive four-step process, it’s easy to see how a range of entities – from individual managers to entire organisations – can continuously improve. Leader/Manager Model™ surveys make use of the Appreciative Inquiry model, using the power of positive feedback to help managers of all levels reach their Destiny. What is the Appreciative Inquiry process?Appreciative Inquiry is a systematic process that uses the art and practice of asking questions and building upon stories to foster innovation and imagination.
What is the 4 D model?The 4 Ds are: Do, Defer (Delay), Delegate, and Delete (Drop). Placing a task or project into one of these categories helps you manage your limited time more effectively and stay focused on what matters most to you.
Which of these are the four important tasks of the Appreciative Inquiry 4 D cycle?This toolkit is based on the 4 D's of appreciative inquiry – discovery, dream, design, and deliver. It follows a step-by-step approach and discusses practical strategies of AI that works best in each of the four stages of the 4-D cycle.
How many basic stages does Appreciative Inquiry have?The Appreciative Inquiry process works by:
The Partnerships in Dementia Care (PiDC) Alliance has modified the traditional 4-step Culture Change process created by Cooperider and others and uses a 5-phase process.
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