Picture a world where gratitude infuses every corner of our organizations, where conversations are rich with appreciation for every shared moment and discovery. This world is where AI takes center stage. And no, I’m not talking about artificial intelligence; I’m referring to “appreciative inquiry” – the other AI.
I fell in love with appreciative inquiry during a week-long course on advanced facilitation skills. To score an “A,” I had to apply a facilitation technique and reflect on it. So, I decided to take my husband out for coffee and experiment with AI on him. Now, he’s not the chattiest person (an introvert at heart), but when I asked him to tell me about a time when he was in a learning environment where he felt most engaged as a learner, I was expecting a brief response, however I was blown away by his detailed answer. An AI question had unlocked a 20-minute conversation, revealing new depths and experiences I had not been aware of. I left that conversation thinking AI is magic!
Appreciative Inquiry Fundamentals
At its core, AI celebrates strengths and individual stories, steering us away from blame and critique toward a strength-based approach. Instead of dwelling on problems, we ask “unconditional positive questions,” reframing conversations to focus on strengths, successes, and opportunities. This shift empowers individuals to engage authentically and co-create a brighter way forward.
The AI process unfolds in four stages: Discovery, Dream, Design, and Destiny.
In the discovery stage, we uncover what’s already working well by gathering feedback and data. These insights set the stage for the dream stage, where we envision an ideal future where strengths are fundamental.
Moving to the design stage, collaboration is key as we develop shared principles based on our positive findings. Finally, in the destiny stage, we put our ideas into action with purpose and determination.
Appreciative Inquiry in practice
Let me share how I used AI at work recently. After a draining recruitment process, I sought feedback from the search panel. They echoed my concerns about the lack of engagement and inclusion in the process.
Using AI, I had them reflect on:
Discovery - sharing the positives
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What was the most engaging recruitment experience you ever had?
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What were the conditions that support that?
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How are we currently succeeding in making our recruitment process more engaging and inclusive?
Dream - sharing a vision
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What would a more engaging and inclusive recruitment process look like?
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How would it look if we were inclusive and fully engaged at every stage of the recruitment process?
Design - sharing what we think should be
- What will be our guiding principles?
- How could we be inclusive and more engaged throughout the process?
Destiny - sharing a commitment to change
- What are our first steps towards creating this future with our recruitment process?
- What can I/we do now to help us more forward?
Some question for consideration
- What strategies have you implemented in your organization to foster a culture of gratitude and appreciation?
- How do you envision applying the four stages of Appreciative Inquiry (Discovery, Dream, Design, and Destiny) in your own leadership or team-building efforts?
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