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Appreciative Inquiry Approach





Appreciative Inquiry approach or model has since become an influential tool when it

comes to solving differences in most of organizations or companies. The approach makes use of

a structured dialogue resulting in a corporate image of a better future for a company or group.

The approach brings forth the aspect of formality into the process of acquiring an organizational

experience toward positivity. An Appreciative inquiry approach puts it more simplified by asking

individuals of what is good about their team or organization and not asking what is wrong. By

doing so, the approach does break the cycle of negativity thinking, thus unlocking experience

resulting to creativity. The use of Appreciative Inquiry approach in the various organization got

to the peak in the mid-2002 where several organizations such as BBC used the approach to

solving what it was perceived as being a difficult place to be creative (Berrisford, 2005).

Therefore, the application of Appreciative Inquiry approach earned much credit as compared to

the Traditional method associated with negativity.

Situation One

I work in the Air Force, and in the Air Force, there are various units, and I happen to

work in one of the units. In the unit, we have experienced some positive and negative aspects on

many occasions. Some of the positive aspects that we experienced include getting the job done as

per the stipulated time and standards. Activities such as training are adequate, tasks efficiently

executed and that is with regards to the Air Force with how well we undertake the duties. After

every mission or task, we perform a debrief and discuss what went right and when any negative

happenings do not add up, we did use an approach like Appreciative Inquiry approach to making

it as a way of improvement rather than You messed up things.' Thus, an Appreciative Inquiry

approach based on the stories would work appropriately since we had before used a similar

approach, in that the four stages would result in an inclusive approach to positive attitudes

among the team members (Lewis et al., 2011).

Situation Two

The effectiveness of the team is measured in every single mission or duty that is executed

as a team. In that we us a team performs debriefs after every mission over the key effects of the

mission. By doing so we come to note what exactly went wrong and what went right as well.

After doing the debriefs as a crew that was in the mission and view the videos taken when we

were in the field and identify ways and techniques to improve efficiently where possible. A

traditional organizational development approach would not help the team identify its problems as

well as finding ways of improving them. Based on venter (2010) the traditional approach begins

with a vibrant group or team and goes through a thorough no fun, hard work (p.2) and defines

the failures and analyze them as well. The whole process only involves the top management and

not those at ground as compared to Appreciative Inquiry approach. In addition, the Traditional

approach will also result to negativity among the members who attended the sessions with a goal

of reaching some solutions to help improve the team (Venter, 2010). While on the other hand, the

Appreciative Inquiry approach, would result in positive attitudes among the respective members

and it is inclusive of the levels when it comes to rank in the team.

Situation Three

The Appreciative Inquiry approach would be the best for the team. In that, we as a team

in various units in the Air Force have tried to solve our flaws using a similar approach to

Appreciative Inquiry approach. In that in most cases there are negative aspects in the team during

missions, we as a team do cover it in the debriefs in a means of an area to be improved and not

that You messed up everything. It is noted that the Appreciative approach also goes through a

real search-for-what-works and not why it happened. It brings the focus on what was best and

what can be done to achieve a more enhanced future. Additionally, if the team, were to hire a

consultant, then we would opt for an Appreciative Inquiry consultant since the approach would

work better with the nature of work we are undertaking. In Air Force, it is required for each other

to give hopes and all team members need to be focused towards a positive achievement or

attitude to bring efforts collectively to achieve one goal which is to outdo the enemy. Thus, using

a traditional approach which would result to negativity and not positivity. Therefore, our team

will be more efficient when Appreciative Inquiry consultant is called to help solve situations. By

doing so, several advantages are realized such as realistic vision, mission, and goals (Venter,

2010). Also, to this, the approach also creates a learning environment due to self-driven learning

being the norm of the day.



Berrisford, S. (2005). Using Appreciative Inquiry to drive change at the BBC. Strategic

Communication Management, 9(3), 22-25. [ProQuest]

Lewis, S., Cantore, S., & Passmore, J. (2011). Chapter 4: Appreciative Inquiry: How do you do

it? Appreciative Inquiry for Change Management: Using AI to Facilitate Organizational

Development. London: Kogan Page. [EBSCO eBook Business Collection]

Venter, J. (2010). Appreciative inquiry. Accountancy SA, , 42-44. [ProQuest]