Practical Appreciative Inquiry

SARAH LEWIS is Managing Director of Appreciating Change, an Associated Fellow of the British Psychological Society, and a founder and principal member of the Association of Business Psychologists. As a chartered psychologist, Sarah has been helping people and organizations change their behavior for more than 30 years. Her clients include government agencies, non-profit organizations, and private sector clients, particularly in the manufacturing, financial, and educational sectors. She is the author of five books, including Appreciative Inquiry for Change Management and Positive Psychology and Change.

• About the Author xiiForewordxiii Prefacexv Acknowledgementsxvii Part One: Background and Practice Theory 11 What Is Appreciative Inquiry? 3What Are the Origins of Appreciative Inquiry? 4How Is Appreciative Inquiry Different to Other Change Methodologies? 5How Does Appreciative Inquiry Engage with Organisational Problems? 7What Is Dialogic Organisational Development? 8How Can We Ensure That Our Appreciative Inquiry Practice with Organisations Is Evidence- Based? 11Critiquing Appreciative Inquiry 12Conclusion 14Learning Points 14Discussion Questions 15Teaching Practice 15Resources and Further Reading 15Notes 16References 162 The Appreciative Inquiry Summit 18Introducing the 5D Model of Appreciative Inquiry 18The Principles of Appreciative Inquiry 24Narrative, Stories and Sensemaking in Appreciative Inquiry 26Research that Supports Appreciative Inquiry as a Practice 30The Effectiveness of Appreciative Inquiry in Transformational Change 30Conclusion 31Learning Points 31Discussion Questions 31Teaching Exercises 32Helpful Resources and Further Reading 32Notes 33References 333 Preparing, Delivering and Following- up an Event 34Contraindications for an Appreciative Inquiry Event 34Common Myths Attached to Appreciative Inquiry 36Preparing for an Appreciative Inquiry Event 38Delivering the Event 40The Quality of Conversation 41The Quality of the Questions 44The Volunteer Principle in Appreciative Inquiry 45After the Event 46Conclusion 46Learning Points 47Discussion Questions 47Teaching Exercise 47Further Reading and Resources 47References 484 Creating the Appreciative Inquiry Commission, Psychological Safety and Equality, Diversity and Inclusion 49Developing an Appreciative Inquiry Commission 50Frequently Encountered Pushbacks Against Adopting an Appreciative Inquiry Approach 55Practice Design Principles 55Ethical Practice 57How Appreciative Practice Can Support Equality, Diversity and Inclusion 58Case Studies Using Appreciative Inquiry to Enhance Diversity, Equality and Inclusion 62Conclusion 63Learning Points 64Discussion Questions 64Teaching Exercises 64Helpful Resources 64Notes 65References 66Part Two: Applications 675 Appreciative Inquiry for Flourishing Organisations, SOAR and I- IPOD 69Appreciative Practice and the Flourishing Organisation 69Strengths and the Organisational Power Zone 73The SOAR Model of Strategy Development 74Case Study: Using SOAR to Return to the Power Zone 75Case- Study: A Community System I- IPOD Appreciative Intervention 80Conclusion 82Learning Points 82Discussion Questions 83Teaching Exercise 83Helpful Resources and Further Reading 83Notes 84References 846 Appreciative Leadership 86Leadership Actions That Can Undermine an Appreciative Inquiry Event 87The Leadership Mindset Required for Appreciative Inquiry 88Leadership Conversations that Include or Exclude 89Leading Through Uncertainty 93Case Study: Appreciative Leadership in Action 93Conclusion 96Learning Points 97Discussion Questions 97Teaching Exercise 97Further Resources 97Notes 98References 987 Building Resilience for People and Organisations 99Appreciative Inquiry and Organisational Resilience 100Appreciative Inquiry and Personal Resilience 102The Resilience Boosting Effects of Strengths 104Case Study: A Positive Approach to Difficult Issues 105Case Study: Bringing Appreciative Inquiry to the Disruption of Organisational Change 109Conclusion 111Learning Points 112Discussion Questions 112Teaching Exercise 112Helpful Resources 112Notes 113References 1138 Engaging with the Particular Challenges of Project Management 115The Psychology of Project- Craft 115Taking an Appreciative Approach to Team Member Diversity 118Applying Appreciative Inquiry to Project Management 120Case Study: A Project Team- Based Large- System Change 121Conclusion 126Learning Points 126Discussion Questions 126Teaching Exercise 127Further Resources 127Notes 127References 1279 Boosting Innovation and Creativity 128Understanding Innovation and Creativity as Generativity 128How the Appreciative Inquiry Process Generates Ideas and Energy 129Working Generatively with Discovery Stories 131Inquiring into Creativity 133The Relationship Between Appreciative Inquiry and Improvisational Theatre 135Case Study: An Organisation Adapting to Market Changes 135Case Study: Creativity for Business Growth 136Conclusion 137Learning Points 137Discussion Questions 137Teaching Exercises 138Helpful Resources 138Notes 138References 13910 Challenging the Silo Mentality 140Why the Siloed Organisation Is Popular and How It Becomes Dysfunctional 141The Nature of Organisational Energy 143What Does Appreciative Inquiry Bring to the Challenge? 144Case Study: A Merged Organisation 145Conclusion 153Learning Points 154Discussion Questions and Practical Exercise 154Teaching Exercises 154Helpful Resources On and Offline 154Notes 155References 15511 Motivating Performance with PRISMM Coaching 156The Importance of a Performance Culture 157Appreciative PRISMM Coaching 159Case Study: An Inquiry into Creating a Great Performance Management Culture 162Conclusion 172Learning Points 172Discussion Questions 173Teaching Exercise 173Helpful Resources 173Notes 174References 17412 Releasing the Synergy of Teams 175What Is a Team? 176What Makes a Successful Team? 176Creating Team Positivity 177When Teams Get Stuck 178Case Study: Working with a Stuck Team 179Conclusion 186Learning Points 186Discussion Questions 187Teaching Exercises 187Helpful Resources 187Note 187Reference 18813 Virtual, Remote and Hybrid Working 189Some of the Challenges of Remote Working for the Individual 190Applying Appreciative Inquiry to the Challenges of Remote Working 190Hosting an Appreciative Inquiry Online 196Effects of Remote Working on the Workplace 197Hybrid Working 198Case Study of Hybrid Working Challenges 200Conclusion 203Learning Points 203Discussion Questions 204Teaching Exercise 204Helpful Resources and Further Reading 204Notes 204References 20514 Reviewing and Evaluating Practice 206Why Evaluate Activity? 207Meaningless Measurement Points and the Reflective Ritual Review 208Appreciative- Informed Evaluation of Leadership or Management 208Appreciative Process for Management Performance Assessment 209Case Study: Introducing Appreciative Peer Reviews to a Regional Health Team 211Conclusion 218Learning Points 218Discussion Questions 219Teaching Exercise 219Helpful Resources and Further Reading 219Notes 219References 22015 Supporting Planned Change Processes 221The Challenges of Wholesale Large- Scale Planned Change 222Appreciative Inquiry and the Generation of Hope 222Some General Principles for Bringing Appreciative Inquiry to Planned Change 224The Blended Approach Is Best 227Case Study: From Push to Pull 229Case Study: Impact of a Two- Hour Workshop on Change Practice 231Conclusion 232Learning Points 233Discussion Questions 233Teaching Exercise 233Helpful Resources and Further Reading 233Notes 234References 23416 Health and Well- being at Work 236People at Work 237How Organisational Cultures Can Become Toxic 239The Importance of Relationships and Emotional States 240System- level Health and Well- being Intervention 241Psychological Safety in Teams 243Case Study: Working with Respect 245Conclusion 249Learning Points 249Discussion Questions 249Teaching Exercise 250Helpful Resources and Further Reading 250Notes 250References 250Index 253