Leading Positive Change through Appreciative Inquiry

Go to Course: https://www.coursera.org/learn/appreciative-inquiry

Introduction

**Course Review and Recommendation: Leading Positive Change through Appreciative Inquiry** In the modern landscape of organizational development, innovation, and management practices, the importance of positive change methods cannot be overstated. One such transformative approach is presented in the Coursera course titled "Leading Positive Change through Appreciative Inquiry." The course effectively guides participants through the fundamentals of Appreciative Inquiry (AI), a method that focuses on identifying and leveraging strengths to foster sustainable change, rather than simply addressing problems. **Overview of the Course** The course begins with a compelling introduction to Appreciative Inquiry, distinguishing it from traditional deficit-based approaches to change. In the first week, participants are engaged in understanding the essence of AI—a process that values what gives life and energy to organizations when they are at their best. This initial framework sets the tone for a positive exploration of possibilities, contrasting sharply with conventional, problem-focused change strategies that have a limited success rate (less than 30%). The emphasis on a strengths-based perspective is not only refreshing but essential in today's dynamic working environments. **Structure and Content** **Week 1: What is Appreciative Inquiry & Why do I care?** The first week lays a theoretical foundation, explaining the crucial differences between strength-based and deficit-based change approaches. Participants are encouraged to explore the implications of these paradigms on organizational effectiveness and human development. **Week 2: The Power of the Positive Question** The second week delves into narrative techniques such as storytelling and appreciative interviewing. Participants engage in real-time applications of these concepts, facilitating an experiential learning environment. This hands-on approach helps illuminate how the questions we ask can shape outcomes, making this week particularly intriguing. **Week 3: The AI Change Method and the 4-D Cycle** Participants are introduced to the AI change model—Discovery, Dream, Design, and Destiny. This week enables learners to visualize the transformation potential at different stages, backed by real-life case studies. I found the incorporation of multimedia resources, such as video examples, to be a highlight that enriched the learning experience. **Week 4: Foundational Principles of AI** This week emphasizes the importance of maintaining a positive environment. The instruction around maintaining a at least 4:1 ratio of positive to negative interactions truly resonated with me. The principle of “words create worlds” is not just a catchy phrase; it’s a foundational tenet that role models how language influences our organizational cultures profoundly. **Week 5: Topic Choice and Reframing Problems** Here, we learn to reframe challenges into opportunities. The case study of a trucking company transitioning through the AI cycle is particularly insightful. It showcases the direct impact of reframing on outcomes, particularly how organizations can utilize AI to enhance profitability and culture. **Week 6: Integration and Experimentation** The final week ties all concepts together, presenting a case study on safety improvement in a steel mill. The unexpected outcome reinforces the power of the AI approach, affirming the primary proposition that our words—and consequently our thoughts and actions—shape organizational realities. The course concludes with actionable suggestions for implementing AI principles in everyday life, both personally and professionally. **Recommendation** "Leading Positive Change through Appreciative Inquiry" is an invaluable course for leaders, managers, HR professionals, educators, and anyone interested in fostering positive change within their organizations. It provides rich insights, practical frameworks, and a community of like-minded learners eager to promote effectiveness through strength-based practices. As someone who has taken this course, I wholeheartedly recommend it. The blend of theoretical understanding and practical application equips participants with tools to initiate meaningful change while cultivating a positive organizational culture. This course is not just about acquiring knowledge—it's about constructing a new mindset toward leadership and collaboration. In a world increasingly defined by volatility and uncertainty, understanding how to lead with positivity, inclusivity, and appreciation can truly set you apart. Whether you're looking to enhance your leadership skills or seeking ways to inspire change within your team, this course will provide you with the necessary frameworks to thrive. Enroll today and unlock the potential for leading positive change through Appreciative Inquiry!

Syllabus

What is Appreciative Inquiry & Why do I care?

Week One defines what Appreciative Inquiry (AI) is and frames it among the growing trend of “strength-based” approaches to human development and organization change. This strength-based perspective is viewed in contrast with deficit-based change which is reportedly successful less than 30% of the time. The unintended consequences of deficit or problem-based change approaches are discussed in contrast with the focus on using strengths to create shared positive images of future possibilities that underlies the AI theory and method.

Week Two underscores the “power of the positive question” and story-telling as effective ways to engage stakeholders in change efforts. Participants in the course are guided to conduct an “appreciative interview” in order to experience the impact of “best past” questions and sharing stories that evidence strengths in action. The fatefulness of the questions leaders ask is demonstrated as a foundational principle in AI.

Week Three introduces the AI change method in the form of the “4-D” Cycle. The Discovery, Dream, Design and Destiny phases are described and we see a video example of an appreciative leader reconnecting his organization with their core strengths. This is the outcome of the Discovery Phase and sets the foundation for having multiple stakeholders or team members “dream” or imagine new, positive possibilities for the future. The ability to begin change with a discovery of past strengths in action – or emphasizing stability-in-change - is discussed as a key skill of appreciative leaders.

Week Four explores the foundational principles of AI and some of the supporting research and literature that demonstrate the power of positive questions, the relationship between positive future images and our actions, and the importance of positive emotions. These findings converge in a strong implication for leaders that they need to create work spaces that emphasize a 4:1 or greater imbalance of positive imagery over negative or deficit imagery in daily interactions and conversations. The link to the one of the core foundational principles that “words create worlds” is demonstrated.

Week Five discusses Topic Choice – or the reframing of problems into affirmative opportunities – as the starting point for AI interventions. A case study of a trucking company is presented, including video, to show how an organization moves from Topic Choice through the Ai 4-D Cycle to launch and sustain positive changes that lead to improved profitability and a transformed union-management culture.

Week Six integrates the concepts and ideas from prior weeks through another case study of safety improvement in a steel mill where the outcome from applying the AI approach was unexpected and reinforces a primary proposition in AI that “words create our worlds.” A summary of ideas for how leaders can begin to experiment with AI are summarized along with suggestions for “being” - not just “doing” – Ai in one’s daily life.