Note: I’m going to use the term ‘learner’ throughout this article rather than the more traditional ‘coachee’. I’m not a fan of that term, because it implies being a passive recipient, which is emphatically not what’s going on in the coaching process. Let me start by saying that there are some situations where it’s appropriate,
1. Appreciative Inquiry Is Only About Being ‘Positive’ ❌ On first hearing about Appreciative Inquiry, it might be tempting to dismiss the approach as ‘looking at the world through rose-coloured glasses, pretending everything is wonderful, and sweeping problems under the carpet.’ That’s a misunderstanding of the approach. Rather, Appreciative Inquiry is a way of looking
A new Practical Appreciative Inquiry training starts soon – click here to get the details and how to book I’m always on the lookout for great Appreciative Inquiry resources to share in my Positive Change Methods groups on Facebook and LinkedIn – here are some of the best that I’ve found in the last few
Some Quick Ways You Can Start Using Appreciative Inquiry in Your Work, Plus How to Deepen Your Understanding and Where You Can Train If you’ve been reading the articles on my blog or you’ve subscribed to Coaching Leaders Secrets, I hope that by now you feel inspired to want to begin using Appreciative Inquiry, learn
Framing Affirmative Topics As Questions Makes Them More Engaging Questions are more engaging than statements. If someone asks you a question – any question – a part of your mind starts looking for an answer. That’s why I encourage my Appreciative Inquiry clients and students to craft their affirmative topics (the frame that we set
