AI is an age old practice. It was codified by David Cooperider of Case Western University. It is based upon the simple fact that what ever we pay attention to we get more of. AI guides us through a straightforward process (“The Five ‘Ds’”) of improvement by focusing strengths.

The process begins with a DEFINITION of what we want to improve. We then DISCOVER similar situations in the past through which we can define our strengths. The third step is to DREAM of the specific outcome we want to create. Then we DESIGN a way to get from where we are to where we want to be using our strengths and collaboration. Then we DO what we planned.

We want to make our workplace great: making people comfortable and happy. To do this we must have total collaboration. Though we have various “departments” it’s vital that we see our organization as a single team. And though we foster and encourage constant innovation, we want to get into a groove of regular communication, collaboration, education and mutual support.

Since much of our culture is based on looking for “what’s wrong?” appreciative inquiry can occasionally stump people. We sometimes have trouble taking credit for what we do well. Persistence and an open heart can create an atmosphere in which people can explore their strengths and magnify them. What a great feeling!

What part of your organization do you want to grow and flourish? What will your customers return to experience? What innovations will make employees proud? How can we spend less, waste less and make more money?

These and other pride producing results can be realized through the organization development practice of Appreciative Inquiry (AL).