I’m learning about Appreciative Inquiry and the power of positive focus. I vividly recall the first time I focused on an employee’s strengths rather than weaknesses in a performance appraisal. To this day, it remains the greatest success in my leadership career. Indeed, it serves as a catalyst for a more positive leadership style that enables change. One simple act of (authentic) kindness when the employee expected and deserved punishment changed her attitude and behaviours forever. Sabotage and passive-aggressive behaviour turned into a willingness to serve. Being ignored and gossiped about turned into being praised among peers when I wasn’t around.
My discovery of Appreciative Inquiry as a method to manage, or rather enable, came too late. I wish, with regret, that I had these tools when I was asked to become a leader for the first time. But that was nearly 20 years ago, when there was no such thing as personal development plans or soft skill training. It was all about your technical abilities and following in the footsteps of your role models.
Failing Fast With Management And Control
My leadership journey began unexpectedly, with me unprepared. I worked to play, and I enjoyed the freedom and ease of my day job, not specifically interested in more responsibility or climbing the corporate ladder. However, my manager then resigned, and I was offered a promotion at a large international firm. I declined, of course, as I didn’t feel competent to lead others. Yet, a few months later, the position became available again, and I was at the front of the line. As before, I declined, but a few months later, the story repeated itself, as if I were experiencing déjà vu. It was as if the position was meant to be mine.
This time, I said yes.
The Emotional Impact Of Leading
I should have been ecstatically happy, but I didn’t like the emotional impact of leading. Even then, I wasn’t mean or a tyrant and far from the worst bosses known to humankind. I remain friends with many of my subordinates to this day. It’s clear I just did what managers do. I followed the role models that went before me. It was the blueprint for management as accepted by society. I told people what to do and criticised where they went wrong. I lifted my eyebrows when they were consistently late or unprepared. As if overnight, the relationships changed.
I hated how everyone kept quiet when I walked into the kitchen before I was included in the discussions. Also, I disliked how I felt when I asked a subordinate to do something and was met with resistant compliance or passive-aggressive behaviour. Behaviour I could do nothing about. I knew my subordinates did the work I asked of them because I was their boss. It was not because they respected me. I yearned for respect.
Most of all, I could feel the stabs of jealousy from previous equal co-workers like knives in my back.
Quitting Leadership
I thought leadership sucked, and I soon resigned. I blamed management in general when, in fact, it was I who failed.
It never once occurred to me that there was an alternative way to management and control. I didn’t realise I could ask rather than tell when requesting a task. I didn’t even consider pointing out strengths when a project wasn’t going as planned, or when I saw something wrong. Had I had access to tools like Appreciative Inquiry, who knows who I would have become? But I didn’t. I avoided leadership positions as much as possible and dedicated all my energy to exploring alternative leadership styles.
Changing Behaviours Sustainably With Appreciative Inquiry
Today, more than ever before, we need compassionate and inspiring leaders with the ability to manage change effectively. We need people who are respected for their competence, not because they have a specific job title. It’s not every day that we need to lead through a global pandemic, after all. Appreciative inquiry is one of the tools available to ease organisational change. It is worth looking into for any consultant or manager. It is a simple yet surprisingly powerful and sustainable way to implement a vision or effect change.
The successes reported as a result of using Appreciative Inquiry include employees being 480% more committed to helping their company succeed, 250% more likely to recommend improvements in the workplace, and 30% less likely to be absent from work.
Words Create Worlds
Appreciative inquiry is based on and complements Dialogic Organisational Development as conceptualised by Bushe and Marshak*, a model I believe in and use with great success in the workplace.
Dialogic Organisational Development is based on the principle that conversations form a culture in an organisation. When you change the conversations, you influence and ultimately change the culture. This results in a more lasting approach than viewing change as a one-off project with a beginning and an end. Appreciative inquiry, as created by Dr Ronald Fry, a professor in organisational behaviour at Case Western Reserve University, interprets this by saying words create worlds. What people talk about most frequently —and how they discuss it —shapes the future.
When they discuss the problems and obstacles of the past, they will likely create more problems and obstacles to address in the future. When, however, they discuss the possibilities of a desired future, they will naturally begin moving in the direction of that future.
The Brain and Appreciative Inquiry
Appreciative Inquiry (AI) is a model for organisational change and personal development that focuses on identifying and leveraging positive attributes and strengths. This approach has a profound impact on the brain, influencing both its structure and functioning. The brain’s positive response to Appreciative Inquiry can be attributed to several key factors rooted in neuroscience.
Positive Reinforcement and Neuroplasticity
- Strengthening Neural Pathways: The brain is highly adaptable, a quality known as neuroplasticity. When engaged in Appreciative Inquiry, individuals focus on positive experiences and strengths, which reinforces and strengthens neural pathways associated with positive thinking and optimism. This reinforcement can lead to a more positive outlook and improved problem-solving abilities.
- Release of Neurotransmitters: Engaging in positive dialogue and reflection, as encouraged by AI, stimulates the release of neurotransmitters like dopamine and serotonin. Dopamine is often associated with feelings of pleasure and reward, while serotonin is linked to mood stabilisation. This release creates a sense of well-being and can enhance motivation and engagement.
Emotional Regulation and Stress Reduction
- Activation of the Prefrontal Cortex: Appreciative Inquiry often involves reflective thinking and envisioning positive outcomes, which activates the prefrontal cortex. This area of the brain is responsible for complex cognitive behaviour, decision-making, and moderating social behaviour. Activation of the prefrontal cortex can lead to better emotional regulation and decision-making.
- Reduction in Stress Responses: Focusing on positive aspects and strengths can reduce the activation of the amygdala, the brain’s stress response centre. Lower amygdala activation leads to reduced feelings of anxiety and stress, promoting a more positive and creative mindset.
Social Connectivity and Empathy
- Enhancing Social Bonds: AI’s emphasis on positive communication and collaboration can strengthen social connections. This social bonding activates the brain’s mirror neuron system, thereby enhancing empathy and understanding. Stronger social connections are associated with improved mental health and increased resilience.
- Building Trust and Safety: Positive interactions and a focus on strengths help foster a sense of trust and safety within a group. This feeling of security can activate the brain’s oxytocin system, further enhancing feelings of trust and bonding, which are crucial for effective teamwork and collaboration.
Appreciative inquiry aligns well with the brain’s natural functioning and structure. By focusing on positive attributes and fostering a supportive environment, AI can lead to enhanced neuroplasticity, improved emotional regulation, reduced stress responses, and stronger social connections. These changes not only benefit individual well-being but also contribute to a more positive and productive organisational culture.
Positive vs Generative questions
The appreciative aspect of the Appreciative Inquiry method relates to the importance of using a generative, or positively phrased, question to interview people within the workplace.
The goal of this affirmative set of questions is to leverage the intrinsic motivators within each individual. It’s not as simple as phrasing questions in a positive light, though. Rather, it’s phrasing a question to leverage the strengths of the person you are asking the question to in such a way that they feel empowered and included. Evoking these positive, or generative, emotions is often enough to drive the action without needing anything else, as a sawmill in America discovered.
The difference between a positive and a negative question can most easily be explained by how personal it is to the person being questioned. A positive question might be something unrelated to the person, whereas a generative question is something that refers to that individual’s strengths. It is personal.
A generative question prompts the person to reflect on their own contributions to success. This will naturally be inspiring. Inspiring people is, by far, the most powerful resource available to any leader.
Immediate and impactful change – a story of success
A sawmill in America, one of the case studies discussed in the course on Appreciative Inquiry, was among the worst performers in terms of occupational health and safety. They consistently had safety issues reported and decided to use an Appreciative Inquiry summit to improve safety at the plant.
In preparation for the summit, they conducted one-on-one interviews with all employees to agree on a suitable topic for the summit. These interviews took place approximately six months before the summit.
After the summit, the company compiled a report outlining the improvements. As expected, there was a gradual and consistent decline in reported efficiency for the entire year after the summit, measured at about 50%.
It came, however, as a big surprise that the improvements had occurred before the summit, while employees were being interviewed. The change didn’t happen as a result of the summit or the subsequent improvements. It occurred as a result of individual interviews with all employees.
The change didn’t happen as a result of the summit or subsequent improvements. The change occurred as a result of individual appreciative interviews with all employees.
What exactly is Appreciative Inquiry?
Appreciative inquiry leverages the power of storytelling and existing strengths to envision an ideal future collaboratively. It consists of four distinct phases, also called the 4D approach, based on an affirmative and carefully selected topic.
The affirmative topic serves as the guiding north star of a desired future state throughout the inquiry process. It is often compiled using a mini appreciative inquiry by the key stakeholders, as in the case of the sawmill case study discussed above.
1. Discovery
The Appreciative Inquiry process begins with a discovery phase, where you explore the strengths of the person, team, or organisation. Compile a set of three individual questions to explore the selected topic.
These questions aim to evoke a positive emotion associated with the issue being discussed. Phrase the questions as open-ended conversations, rather than yes/no questions, to encourage a genuine conversation. What you are looking for is someone telling you a story rather than answering a question.
For example, in the case of the safety concern at the mentioned plant, the first question asks the person to broadly remember a time when they felt very safe at work, with safety being at the core of the topic being questioned.
The second question zooms in on the issue, and the issue is reflected upon more personally. Where the first question describes a time when the person felt safe, this question asks how they contributed to the safety. What did they, the team and the organisation, contribute to the successful outcome? This is the generative part of the inquiry, where people are asked to link their unique strengths to the issue in a positive and meaningful way.
The third question forms a bridge to the next phase of the process, namely the Dream phase. Ask the person to imagine a perfect future where the issue at hand no longer exists. What changed? What does it look like? Who is involved?
This third question is the key to catalysing the desired change. Asking the person to talk about the desired future inevitably prompts them to start creating that future. Words create worlds.
2. Dream
The second phase of the Appreciative Inquiry method is the dream phase, where the possibilities of an ideal future are looked at in more detail.
A possible question could be to imagine it is a year in the future and the project is completed with great success. Everyone is happy, and the company is in high demand. What made that possible? During this phase, people have the opportunity to brainstorm ideas to enable them to move towards the ideal state.
Rather than discussing solutions, they create prototypes and something tangible to demonstrate the ideal future. By asking for something tangible, it solidifies the idea into something more real, which is the next step in driving action.
The employees help define the future and are thus more invested in the solution. By including them in the process, they are given ownership and authority to make the necessary changes after the summit, which is also a key part of why this method works so well.
3. Design
The design phase follows next, where people vote on and decide which actions will be implemented and which ones will not, on a more practical level. The dreams are pitched by the different teams, and each person can then vote on the one they feel will benefit the organisation the most.
The highest-voted-on items are now discussed in more detail by creating an aspiration statement, which establishes a goal that everyone agrees on. Actionable plans are brainstormed, and the process is examined in more detail to bridge the gap between the dream phase and making this dream a reality.
4. Destiny
The final phase of the method is aptly called destiny. It forms the bridge between the summit, which was a safe but removed container and the real-world challenges. It is the start, rather than the end, of the process, which indicates that it is up to the individuals to take this into their own hands.
Employees are given the authority and ownership to innovate and implement change in their respective workplaces. This is also a key factor in achieving sustainability.
Applying Appreciative Inquiry in the workplace
In the software development world, the retrospective is a dedicated time slot allocated every couple of weeks to brainstorm solutions and address problems. It is a time to reflect on past iterations and learn from mistakes to prevent them from occurring in the future.
The typical retrospective asks two key questions: “What went well?” and “What can we improve?”
The team then identifies actions to help them reduce the issues that occurred in the previous iteration. However, the pattern I consistently saw was that in each subsequent retrospective, more actions were added to the to-do list, and soon it became a blame game where it was acceptable not to deliver, as long as there was a valid reason.
I applied a method similar to Appreciative Inquiry, and it worked so well that I’ve adapted all my meetings to follow a similar structure.
Asking The Right Questions
I discovered that, given enough freedom, simply asking the right question is the catalyst for behavioural change and continuous improvement. The number of actions identified was a poor predictor of improvement.
I rephrase the questions into a more affirmative topic and present them as a central theme for the meeting. For example, rather than stating “We had a lot of bugs in the last iteration” as a problem, I turn it into an affirmative question, such as “How can we improve our delivery efficiency?”
We spend a few minutes identifying possible solutions; however, I’ve come to appreciate that the real insights only surface afterwards, similar to the destiny phase of Appreciative Inquiry.
I leave enough room for people to come up with their own solutions rather than expecting them to implement the actions we identified in the meeting. At the next retrospective, I revisit the topic, framing it as a question with room for change, similar to what a coach would do with a client.
Ask better questions
Asking one relevant question is exponentially more powerful than an hour-long discussion to try and find the right solution.
So next time you have to deal with an issue, consider framing it as generative questions and see the change happen effortlessly.
References:
- Bushe, G. R., & Marshak, R. J. (2009). Revisioning organisation development: Diagnostic and dialogic premises and patterns of practice. The Journal of Applied Behavioural Science, 45(3)
