Created by David Cooperrider and Suresh Srivastva at the Taos Institute in 1987.

The objective of this process is to secure intentional change that uses the best of "what is" in a group, organisation or community and uncovers the possibility of "what could be" to build on existing strengths, passions and positivity within the people (inside-out).

Who are we at our best ?
What attitudes and processes are at the heart of what we are good at ?
What do we do well and why ?

What we appreciate and anticipate often determines what we look for and therefore what we find. When we are positive we seek higher levels of consciousness (top-down).

The process is collaborative (bottom-up), based on dialogue and affirmative questioning, collects, responds and celebrates 'good news stories' within the community (outside-in). The stories serve to enhance and respect cultural identity, spirit and a shared vision. I find that participants become very energised by the atmosphere of feeling valued and appreciated. Who wouldn't when you work in a culture that is only interested in eliminating negatives and find route causes in order to blame people rather than learn from them.

The main elements of the Appreciative Inquiry Process are:

(4) Deliver		(1) Discover
(3) Design		(2) Dream

1. To Discover - appreciating and valuing the best of what is
2. To Dream - envisioning what might me (future perfect)
3. To Design - using dialogue to get at what should be
4. To Deliver - innovating and organising to realise what will be

The full Appreciative Inquiry process takes place over an extended period of time. It includes:

1. Selecting a focus area or topic(s) of interest
2. Interviews designed to discover strengths, passions and unique attributes
3. Identifying patterns, themes and/or intriguing possibilities
4. Creating bold statements of ideal possibilities known as "provocative propositions"
5. Co-determining "what should be through consensus based around principles and priorities
6. Taking and sustaining action

Common questions for corporate clients include:

Describe a time in your working life when you felt alive and fully engaged? What do you value most about yourself, your work and your organisation ? What ae the core factors that give life to this group/organisation ? What are the unique attributes that make your group/organisation what it is ? What three wishes do you have to enhance the vitality of the group/organisation ? Imagine this organisation five years from now, healthy and vibrant - what does it look and feel like to work in ?

More info at: http://appreciativeinquiry.case.edu/intro/whatisai.cfm
Read: The Appreciative Inquiry Handbook by David Cooperrider

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