It’s a timeless question used to assess a person’s outlook on life: is the glass half full or is it half empty?
In the Appreciative Inquiry model (AI for short), the glass is definitely half full. AI focuses on what’s good, what’s working, and what can be, substituting problem-solving for an alternative mindset based on an appreciation, and application, of the positives.
AI is a fundamental departure from previous business models for how organizations should evaluate and deploy their staff and structure their business. At its core, AI seeks out the best in people, their organizations, and the strengths and opportunities surrounding them. It’s an approach rooted in human potential, one that naturally appeals to leadership coaches looking to inspire coachees in their quest to exceed expectations.
The Deficit Model vs. Appreciative Inquiry 
The Deficit Model (aka “problem solving approach”) is based on identifying problems and dealing with them in constructive ways. Its basic assumption states: “this organization has these problems that we’ve got to figure out solutions to.”
The actions to be taken include problem analysis, potential solution analysis, solution application, and results assessment. Another way of looking at the Deficit Model might be: “Here’s what’s wrong and here’s what we must do to fix it. So let’s get busy fixing and then we can look at the results to see how well we did.”
The basic assumption in the AI model is: “this organization is a wellspring of opportunity that we need to explore and embrace.” AI appreciates and values the best qualities of the present, while envisioning the “what might be” for the future. AI prompts the “what should be” dialogue that ultimately can lead to unanticipated levels of growth and success. More importantly, AI values the potential of people to do more, which in turn inspires them to reach higher.
Key Concepts in Appreciative Inquiry
Appreciative Inquiry’s fundamental idea states that organizations ultimately benefit from a strengths-based or “affirmative approach.” This affirmative approach assumes that every organization has its own positive core of strengths that should be recognized and leveraged.
The unhealthy emphasis on “fixing what’s wrong” must be transformed into “building on what’s right.” The “what is” is not as important as the “what can be,” and organizations can best advance their business goals by looking ahead rather than fixating on the problems of the past or present.
The framework driving the AI approach is the 4D AI model. Let’s look at its fundamentals:
Key Concepts of the 4D Appreciative Inquiry Model
The 4D model is based on the 4 D’s: Discover, Dream, Design, Destiny. They’re arranged and connected as shown in the diagram below:
Source: Page, S., Burgess, J., Davies-Abbott, I., Roberts, D., & Molderson, J. (2016). Transgender, mental health, and older people: an appreciative approach towards working together. Issues in Mental Health Nursing, 37(12), 903-911.
- Discover
This phase is about searching for and identifying what elements give the organization life. Past successes are discussed and explored, and in each case, the goal is to drill down on what has enabled them.
The Discover phase is an active inquiry in which team members ask each other questions to discover “the best of what is”.
- Dream
The Dream phase is about imagining potential positive futures for the organization. This can encompass multiple perspectives, opinions, and understandings. This positive “dreaming” will ideally unlock creative, constructive, possibilities. Using their positive language and imagery, participants co-create a new agenda of positive outcomes.
- Design
The focus shifts in the Design phase to debate and discuss the possibilities generated in the Dream stage. The goal is to reach a shared vision or value that the team sees as having real, positive potential. Ideally, the Design phase takes place within an inclusive, safe, and supportive environment where everybody feels heard.
- Destiny
The goal of this final phase is to create futures through innovation and action. The vision, system, or structures designed in the previous phase are committed to and acted upon. It asks that every stakeholder make a personal commitment to the designed outcome. 
Why I like Appreciative Inquiry
As a coach who wants to bring out the best in my coachees, the AI model’s positive outlook and philosophy of encouragement and opportunities is very appealing. I’m no sunny optimist who looks at the world through rose-colored glasses. I realize that problems exist and they must be dealt with.
However, I don’t think it’s valuable or productive to simply dwell on the negatives without acknowledging and exploiting the positives. AI fosters a culture of positive thinking I believe progressive leaders should adopt.
For me, the glass is not only half full, it’s just waiting for empowered, inspired people to make it overflow. That’s why I’m an active advocate of Appreciative Inquiry.
If you’d like to learn more about Appreciative Inquiry, I recommend you visit AI Commons for a further introduction to the model.
Also, measuring the ROI of executive coaching has bedeviled many coaches. How can you prove to a skeptical prospect, or current client, that you’re well worth the investment they’re making by hiring you as their coach? Read about it here.
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If you’re ready to build your career and future, contact me for a free consultation by phone or Zoom. Let me show you how an AI-based approach can improve not only your outlook on life, but your skills as a leader.
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