The_AI_model. Change Management Blog: Change Model 1: The 4D Model (Appreciative Inquiry) Background: The 4-D Model is based on Appreciative Inquiry (AI) which is a larger framework for human or organizational change. Like AI itself, it is based on a shift in paradigms on human interaction. The core can be captured in the idea that we create the world as we describe it. If many people in an organization think that this is a torture chamber, they will feel physical pain when they enter the door of this organization. Alana Karran writes about the difference between problem and outcome orientation approaches:The other primary orientation is the Outcome Orientation, also known as the Collaborative-Creating Orientation. Creators of the Model:Suresh Srivastva, Ron Fry, and David Cooperrider, 1990 Phases of the Change Process: (taken from new-paradigm.co.uk)Discover—people talk to one another, often via structured interviews, to discover the times when the organisation is at its best.
Destiny—the final phase is to implement the changes. Does the Model Relate to Complexity Theory? Appreciative Inquiry. Appreciative Inquiry. Troxel%20Appreciative%20Inquiry8-02. Appreciative%20inquiry. Appreciative Inquiry - Problem Solving from MindTools. Solving Problems by Looking at What's Going Right © iStockphoto/Yuri_Accurs Imagine that your organization's order book is full, and you're desperate to expand your business – but you just can't find the staff you need. What's worse, cash is tight, your recruitment budget is stretched to breaking point, and you strongly suspect that some of the approaches you're using just aren't working. One approach here is to focus on the things that aren't working, and think about how you can fix them. This is the conventional approach to problem-solving. In many cases it's the right one to use.
Another approach is to shift to a positive perspective, look at the things that are working, and build on them. This is the premise behind "Appreciative Inquiry", a method of problem solving that was pioneered by David Cooperrider of Case Western Reserve University in the mid 1980s. To understand the basis of Appreciative Inquiry it is useful to look at the meaning of the two words in context. Tip 1: Step 1. Appreciative inquiry. According to Gervase R. Bushe[1] (2013) "Appreciative Inquiry (AI) is a method for studying and changing social systems (groups, organizations, communities) that advocates collective inquiry into the best of what is in order to imagine what could be, followed by collective design of a desired future state that is compelling and thus, does not require the use of incentives, coercion or persuasion for planned change to occur.
" Developed and extended since the mid 1980s primarily by students and faculty of the Department of Organizational Behavior at Case Western Reserve University, AI revolutionized the field of organization development and was a precursor to the rise of positive organization studies and the strengths based movement in American management. " Basis and Principles[edit] The Appreciative Inquiry model is based on the assumption that the questions we ask will tend to focus our attention in a particular direction. Instead of asking “What’s the problem?” Implementing AI[edit]