Overcoming Barriers in Team Work

Appreciative Inquiry

Appreciative Inquiry (AI) is the process of moving organizations from a problem-solving orientation to one that is focused on strengths, possibilities, and potential for positive change. AI looks beyond current challenges and utilizes the power of collective creative imaginations and strengths of individuals in the organization to build on what is working and what can be improved. The consultant would use the "5 D's" of AI (Define, Discovery, Dream, Design, Destiny) to assess the strengths within the department, identify possible solutions, and create a new vision for the future of the human resource department (Venter, 2010). Additionally, the consultant would work with the department to facilitate meaningful conversations that focus on success stories and create a culture of appreciation and collaboration (Whitney & Trosten-Bloom, 2010).

In contrast to the AI approach, a traditional Organizational Development consultant would approach this problem with an action research or problem-solving model. This approach would involve more structured interventions such as surveys and interviews to gather data, analyzing the data, and then creating programs to address the identified issues. This approach is focused on identifying and eliminating what isn't working rather than building on the strengths of the organization. The Organizational Development consultant would also likely focus on changing structures and processes in order to create an environment that is conducive to employee retention.

Ultimately, choosing between an AI and an Organizational Development consult depends on the unique needs of the organization. However, given the situation described, an AI approach is likely to be more effective in this situation because it focuses on the strengths and potential of the organization rather than the problems. It also includes meaningful dialogue that can bring to light any issues related to the high turnover rate and create a shared language around what success looks like for the human resource department. Additionally, an AI approach values collaboration and encourages employees to be active participants in creating a positive work environment—something that is integral to creating a culture of employee retention (Lewis et al., 2016).

The Define and Discovery phases of Appreciative Inquiry are crucial in ensuring that the team's plan is realistic. During these phases, the consultant should work with the team to define the objectives and needs of the project and discover the strengths and resources that are available to the team (Venter, 2010). By taking the time to explore the team's goals, and envision what success looks like, the team can then create a plan that takes into account the constraints and possibilities of the existing resources. Additionally, this process should also involve honest dialogue about what is working and what isn't. This will allow the team to understand more realistically what is realistically achievable and create a plan that is focused on creating meaningful change.

It appears that the Appreciative Inquiry consultant may have skipped over a few of the stages of AI. By not following the "5 Ds" properly, the consultant did not allow the team to develop a realistic plan. Specifically, it appears that the consultant did not spend enough time in the early phases or in the Design phase. During Design phase the consultant should have worked with the team to develop an actionable plan that was realistic, achievable, and within the team's budget. The consultant also should have spent more time discussing how to implement the plan in a realistic time frame, and how to measure progress along the way.

Overall, the consultant should have focused on developing innovative solutions that could be implemented with existing resources rather than solely focusing on solutions that required additional resources. This would have given the team a sense of ownership over the plan and motivated them to work together to achieve the desired outcomes. The consultant should also have continued to focus the team on the positive, and encouraged meaningful conversations that allowed the team to dream while also finding creative solutions within the existing constraints. Following all 5 Ds of Appreciative Inquiry, would have resulted in a realistic plan that would have engaged the team and created a culture of collaboration instead of one of frustration (Venter, 2010).

Ultimately, the key to successful Appreciative Inquiry consulting is to focus on the strengths of the organization and invite dialogue that encourages meaningful conversations and creative problem-solving. By utilizing the 5 Ds correctly, the consultant can help the team create a realistic plan that everyone is invested in and motivated to work towards.

In this situation, an Appreciative Inquiry approach is likely the best approach for the team to use. An AI approach looks beyond the current challenges and focuses on the strengths and potential of the team (Zemke, 1999). It also promotes dialogue that encourages creative problem-solving and collaboration. In addition, the AI process utilizes the power of collective creative imaginations and the strengths of individuals in the organization to build on what is working and what can be improved. The AI consultant would use the "5 D's" to spot strengths and create a new vision for the future of the company. This dialogue-driven approach is likely to be the most effective in reviving the company and creating a culture of collaboration within the team. On top of this, and since the team already has a history of cooperation, the AI approach allows them the opportunity to continue building on these positive relationships in order to create an even better workplace. An AI approach also values inclusion and encourages employees to be active participants in creating a positive work environment—something that is integral to reviving the company and improving morale.

A traditional organizational development approach, on the other hand, may focus on identifying and addressing the team's current problems and deficiencies, which may not be as effective in this case. Appreciative Inquiry, on the other hand, is a strengths-based approach that focuses on identifying and building on the strengths and successes of an organization rather than focusing on its problems and deficiencies (Lewis et al., 2016). For a team that needs a morale boost, it would not help to focus on problems; instead, it would be better served by focusing on where it is, where it can go, and how it can get there. This AI approach would align well with the team's initial success and positive dynamic, and could help them to identify what made the company successful in the past and how to replicate that success in the future.

AI can be a time-consuming process, as Venter (2010) points out, and one of its other disadvantages is that in situations with pre-judged outcomes, it does not apply well (Venter, 2010). The situation in this scenario is such a case. An AI approach would probably not be the best option for the taskforce in this situation due to its emphasis on dialogue, collaboration, and building on the strengths of the organization (Stavros, 2017). The taskforce is not in a good place for a time-consuming approach or for dreaming new solutions: it has a pre-judged outcome already in front of it, and it is having trouble getting started—that is the main difficulty. The AI consultant would try to use the "5 D’s" of AI to assess the strengths of the team, and so on—but this would take considerable time. Appreciative Inquiry is a strengths-based approach that can be beneficial in organizations that are in a positive and stable phase. However, in this case, where the taskforce is facing specific problems, a more traditional organizational development approach may be more appropriate to help the team identify and address those problems and improve their functioning.