Appreciative Inquiry & Leadership and Executive Coaching
Tuesday, November 11th, 2008
Appreciative Inquiry is now a commonly accepted practice in the evaluation of organizational development strategy and implementation of organizational effectiveness tactics. It is also used extensively as a basis for Leadership and Executive Coaching and for Leadership Team Development in major companies, SMEs and government.
What is Appreciative Inquiry?
Appreciative Inquiry as it relates to executive coaching is a particular way of asking questions and envisioning the future that builds on the basic strengths in an executive or leader. In so doing, it enhances a leader’s capacity for growth, development and success. Appreciative Inquiry utilizes a 4-stage process focusing on:
1. DISCOVER: The identification of thinking, emotions, and behaviours that lead to outstanding results currently.
2. DREAM: Creating a vision using the leadership strengths identified that would work well in the future.
3. DESIGN: Planning and prioritizing actions that would deliver exceptional outcomes for the executive and the organisation.
4. DELIVERY The implementation (execution) of the actions proposed.
The basic idea is to develop executives and leaders around what works, rather than trying to fix what doesn’t. It is the opposite of problem solving. Instead of focusing on fixing what’s wrong. AIl leadership development focuses on how to create more of what’s already working. The appreciative inquiry approach acknowledges the unique contribution and skills of individuals, encourages the leader to fully exploit their distinctive abilities.