Mastering Appreciative Inquiry in One Hour
Defining the Scope
From Problems to Possibilities
The first step in Appreciative Inquiry isn't about finding solutions. It's about asking the right questions. Instead of dissecting what’s broken, the Define phase focuses on framing an inquiry around what you want to grow. This is a critical pivot from traditional problem-solving.
A typical approach might ask, "Why is inter-departmental communication failing?" This question puts everyone on the defensive, searching for blame. Appreciative Inquiry reframes it: "What do moments of seamless, high-energy collaboration look like, and how can we create more of them?" The difference is profound. One seeks to fix a deficit; the other seeks to amplify a strength.
Your framing question acts as the compass for the entire process. It sets the tone, directs the focus, and determines the kind of stories and ideas that will emerge.
Choosing Your Focus
The goal is to select an affirmative topic that is both strategic and energizing. This isn't about choosing a vague, positive sentiment like "happiness." It's about identifying a core organizational capacity or desired outcome that, if amplified, would have a significant impact.
Good topics are generative. They open up possibilities rather than shutting them down. Think about areas like "Building a Culture of Radical Candor," "Fostering Fearless Innovation," or "Deepening Customer Trust." These topics are ambitious yet grounded in the daily work of the organization.
| Problem-Focused View | Appreciative Inquiry Frame |
|---|---|
| Why is employee turnover so high? | What makes this a great place to work, attracting and retaining top talent? |
| How can we fix low team morale? | What do our moments of highest energy and peak engagement look like? |
| Why are we missing our innovation targets? | When have we been at our most creative and inventive? |
| How do we reduce customer complaints? | What creates exceptional customer experiences that build loyalty and advocacy? |
Involving the Right People
While the initial framing might start with a leadership or project team, it's crucial to involve a wider group of stakeholders early on. These are the people who will live the results of the inquiry. Their input ensures the topic is relevant and meaningful across different levels and departments.
For the Define phase, you don't need everyone in the room. A representative cross-section is often best. This could include formal leaders, informal influencers, frontline staff, and even customers or partners. Ask them: Does this topic resonate with you? What words would you use? Their feedback helps refine the focus and builds early buy-in.
The final part of this phase is about making the process transparent. Clearly communicate the chosen and explain why it was selected. This isn't just an HR initiative or a management exercise; it's a collective exploration of the organization's potential. Transparency builds trust in the process and invites genuine participation. When people understand the destination, they're more willing to help navigate the journey.
In the 'Define' phase of Appreciative Inquiry, what is the key difference between an AI-style question and a traditional problem-solving question?
A good 'affirmative topic' for an Appreciative Inquiry should primarily be which of the following?
With a clearly defined and shared focus, you are ready to move into the Discovery phase, where you will explore the best of what already is.