The four stages in the Appreciative Inquiry model are known as the 4-D cycle. They are:
Discovery
Discovery
Dream
Design
Destiny
Mobilizing the whole system by engaging all stakeholders in the articulation of strengths and best practices. Identifying “The best of what has been and what is.”
Creating a clear results-oriented vision in relation to discovered potential and in relation to questions of higher purpose, such as “What does the world call us to become?”
Creating possibility propositions of the idea organization, articulating an organization design that is capable of drawing upon and magnifying the positive core to realize the newly expressed dream.
Strengthening the affirmative capability of the whole system, enabling it to build hope and sustain momentum for ongoing positive change and high performance.
While each AI process is unique in an organization, change efforts typically progress sequentially through the 4-D cycle. Positioned in the center of the diagram below, the organization’s Affirmative Topic Choice is entered, surrounded by the four phases.
Various types of questions help elicit feedback and ideas during the process:
- What’s the biggest problem here?
- Why do we still have those problems?
- What possibilities exist that we have not yet considered?
- What’s the smallest change that could make the biggest impact?
- What solutions would have us both win?
Topics emerge from interviews with people throughout the organisation in several ways.
- Preliminary interviews are held within the organization at its best levels
- A cross-section of people throughout the organization are engaged in inquiry
- People are challenged to shift deficit (negative) issues into affirmative (positive) topics for inquiry.