Organizational Change – An Inquiry

What would happen to our change practices if we began all our work with the positive presumption that organizations, as centers of human relatedness, are alive with infinite constructive capacity? That the organizations themselves contain the answers of how to create change and what changes need to be made, are already contained within the organizational knowledge.

This question is the very basis of Appreciative Inquiry. Appreciative Inquiry looks at the strengths of organizations through methods of inquiry. Then leads the organization through a dream, design and achievement process to create sustained change.

Leading change is all about strengths. In most organizational change mechanisms, practitioners fix what’s wrong and let the strengths take care of themselves. In Appreciative Inquiry concentration is put on the strengths of the organization by engaging the positive potential of all employees toward transformation the company.

To get an idea of the power of Appreciative Inquiry answer for your self the following two questions and observe your response:

1. What are the problems associated with your organization?
2. What are your favorite experiences of working with the organization you work with?

Which question had you feel energized? Which took away your energy? Which question had you look forward to work and which one made you not want to go to work?

In Appreciative Inquiry we use questions that build energy around the future direction of the company. The positive is the focus of the inquiry. The very basis of the method has the organization solve its own issues and gain confidence about its own abilities to solve its own issues through recognizing the organization’s positive core.

This is one of the methods of communication The Executive Sandbox® employs in every change mechanism, every coaching session and every seminar. We choose to build up the companies and individuals we work with. Ever since I was trained in using this method I’ve had this continuous nagging question going through my mind – if Appreciative Inquiry is so powerful to empower massive organizations to create change, then what is our current speaking doing to other people? Could it be that our speaking to another keeps them from advancing, changing, and evolving in their lives? Could we be others stumbling blocks? In which case we all need to learn and practice Appreciative Inquiry.

Tell me your thoughts,

Tracy Slotin
CEO and Grand Sandmaster
The Executive Sandbox® Change Consultants
www.ExecutiveSandbox.com