Autumn 2015

WORKFORCE COUNCIL
A FRESH APPROACH TO
PROBLEM-SOLVING
USING APPRECIATIVE INQUIRY
APPRECIATIVE INQUIRY IS A STRATEGY FOR INTENTIONAL CHANGE THAT
IDENTIFIES THE BEST OF ‘WHAT IS’ TO PURSUE DREAMS AND POSSIBILITIES OF
‘WHAT COULD BE’. IT IS A COOPERATIVE SEARCH FOR STRENGTHS, PASSIONS AND
LIFE-GIVING FORCES THAT ARE FOUND WITHIN EVERY SYSTEM AND THAT HOLD
POTENTIAL FOR INSPIRED, POSITIVE CHANGE. 1
While traditional problem-solving paradigms are effective in
leading our response to critical and regular issues arising, for
some challenges we face, the problem-solving paradigm does
not generate effective or sustainable change. When an issue
such as team dysfunction or intense behavioural management
demands arise and our normal ways of addressing them stop
working, we experience that “stuck” feeling. The circumstances
do not change and things do not feel better. This can lead us
to continue to repeat the same recipe for problem-solving over
and over again with increasing frustration.
If left too long the issue that has us feeling “stuck” can become
part of team or organisational culture entrenched, unspoken
and there to be implicitly passed on to new staff, children
and our families as “just the way we do things around here”.
Appreciative Inquiry is an approach that allows us to shift
from traditional deficit-based thinking to a strengths-based
paradigm that exposes new opportunities. Author and
practitioner Bliss Browne 2 outlines the four cornerstones of the
Appreciative Inquiry approach as being:
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2
3
4
The questions we ask determine what we will find: The
simple act of asking questions influences a system or
community. Therefore the questions we ask are ‘fateful’.
Words create worlds: Words have the power to create
or destroy, inspire or discourage. Negative words
and images weaken us on every level, positive words,
images and conversations strengthen us and what we
are able to accomplish.
Stories shape identify and expand imagination: Humans
hold their knowledge in story form. Their internal mental
maps or stories help to create their view of reality and
shape that reality.
Every voice is important: Within any system, engaging
the full ecology and diversity of the system is the best
way to create new possibilities that are richer and
stronger than what any one group could create alone.
An Appreciative Inquiry approach exposes the dynamic
leadership qualities needed to generate effective and
sustainable improvement. It gives permission to set aside the
things that do not work and to focus on that which is working
well and build on those strengths to expose new, creative and
brave choices that have perhaps been hidden up until this
point.
Appreciative Inquiry asks us to be very deliberate in how we
decide what we are going to focus on. For instance, which
statement feels more constructive: “Addressing team conflict”
or “Growing a vibrant, resilient and dynamic team”? Which
of these activities would you rather put your time, energy and
power into?
Redirecting to this new way of engaging with challenges is
most commonly facilitated through the use of the 5D model
which comprises: Define, Discover, Dream, Design and
Destiny/Deliver.
At the ‘Discover’ stage lots of time is spent crafting and
exploring great questions that from the very outset draw out
the stories people carry which reflect opportunities, strengths
and meaningful connections with themselves and others. What
is the best of what is here? Where is the story we like telling?
At the ‘Dream’ stage participants draw on those good stories
to envisage a bold desirable future. Green fields and blank
canvases–it is the chance to grow ideas previously dismissed
as ‘silly’ or not even visible before.
While a visionary and positivity driven approach, the appeal
of Appreciative Inquiry is that it does not leave lofty ideas
floating aimlessly but has the two key stages that enable you
to ‘Design’ ways to successfully implement and action required
change that will help you advance towards your ‘Destiny/
deliver’.
The approach is practical and energising and is a great way
to illuminate opportunities for growth when things have turned
lacklustre. Appreciative Inquiry is useful when a different
perspective is needed, or when we wish to begin a new
process from a fresh, positive vantage point. Appreciative
Inquiry can be used with individuals, partners, small groups or
large organisations.
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IN THE LOOP