The Problem: How To Change

How can an organization, or any part of it, change if it doesn't even know what the problems are, or how - or even if - things could be any better? Why will people invest in creating a different world if they think things are 'fine as they are' or just don't believe that there is a better way of doing things?

 

The Solution: Appreciative Inquiry

Highly adaptable, Appreciative Inquiry can be can be combined with other approaches or used alone. Almost any organizational activity benefits from an appreciative approach.

Appreciative Inquiry builds on existing organisational strengths and capability to create energised, sustainable change. Highly adaptable, Appreciative Inquiry can be can be combined with other approaches or used alone. Almost any organisational activity benefits from an appreciative approach. It is a very effective approach to change, built on positive psychology principles. It is good for coaching, team development and organizational development. It is excellent for developing employee engagement and motivation, improving performance and achieving change. It is effective when there is a problem, for example an unmotivated individual, a stuck team, or when the organization is resistant to change.

See how Appreciative Inquiry can work in action in one of our Case Studies

Also have a look at our Learning and Development Tools for using Appreciative Inquiry

When someone is appreciated, when what they do is appreciated, they grow towards that appreciation.
— Sarah Lewis; Founder and MD of Appreciating Change
Every problem is a frustrated dream.

Organizations are living human systems.
— David Cooperider; Farther of AI and professor at Case Western University

Want to see the types of changes these methods can bring about? Have a look at What We Can Help You With