Recently one of my Practical Appreciative Inquiry graduates emailed me an interesting question. She is using an appreciative interview format in her research working with maternity staff (doctors, midwives and maternity support workers) who have worked through the Covid crisis and obviously been under a lot of pressure. She was concerned that it would seem
How do you structure an Appreciative Inquiry process? The 5D format is the most widely-used way of doing it. Here’s a quick overview of what happens in each stage. 0:32 – What do we mean by the ‘Positive Core’? 2:05 – Sometimes known as the 4D Format 2:37 – The Definition stage 3:12 – The
“The inquiry is the intervention” Because questions direct attention to whatever is being asked about, they affect perceptions, emotions, and sometimes, the beliefs of people answering those questions. Consequently, change starts as soon as you start asking questions. The way you ask the questions, and the frame within which you ask them, is also important.
‘Positive questions create positive change’: change requires a lot of positive emotion, which positive questions create. Change requires learning to act in new ways, but it’s also stressful – and people can’t learn when they are stressed. The Positive Principle rescues us from this paradox. 0:16 – The paradox of change 0:46 – Most large-scale
