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Design phase of appreciative inquiry

In this phase of the appreciative inquiry 4D process the emphasis is considering how things would need to be now, what the organization would need to be working on now or paying attention to, to increase the likelihood of the desirable futures happening

Some key point for this phase

We are working back from the future rather than forward from the present
So emphasis is on if we were living that future, how would we need to be organised?

The organising can cover organisational design, or team design or workflow or internal communication or any aspect of the world that is relevant

Hopefully by now people are seeing and experiencing the situation differently so different possibilities become apparent to them

Sample Questions

  What are the things we need to pay most attention to now to increase the likelihood of our desirable future?
  What are the important things to preserve/look after through any turbulence or change? And how will we need to be organised to do that?
  What impeding things are we aware of in our environment (legislation, impeding redundancies, reorganisation etc.) And how can we work with them with our future desires in mind?
  What can we do differently, or different things can we do, from tomorrow, to increase the likelihood of this future?
  Who else is important in our future? Who has an ability to influence the things needed to make it possible?

Ideas for Further Development of the Process

Having picked out some key themes from the earlier processes, get people to pick themes that they are interested in or excited by or keen to work on and task them with identifying how that area/process would need to be to make it more likely the desirable future could happen. Good to have at least two in each group

When groups have been really stuck on moving forward, and that is why I’m working with them. I have sometimes asked them ladder building questions from the future e.g. Remembering back to 2004, what was the first thing you remember happening that started to change things? Who did that? Who else noticed? Then what happened? Etc.

Click here for the rest of the 4D appreciative inquiry process: discovery, dreaming, destiny


NEW BOOK ABOUT APPRECIATIVE INQUIRY

BY SARAH LEWIS, JONATHAN PASSMORE AND STEFAN CANTORE

 

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Appreciative inquiry: how to do it

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Appreciative Inquiry works by building relational capital

Appreciative Inquiry: the answer to change resistance

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Introduction to Appreciative Inquiry

Appreciative Inquiry and change

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