Appreciative Inquiry in Organizational Development

Appreciative Inquiry vs. Traditional OD Approaches

Appreciative Inquiry (AI) is the process of moving organizations from a problem-solving orientation to one focused on strengths, possibilities, and potential for positive change. AI looks beyond current challenges and utilizes the power of collective creative imagination and the individual strengths within an organization to build on what is working and what can be improved. A consultant using this approach would employ the "5 D's" of AI — Define, Discovery, Dream, Design, and 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 (OD) consultant would approach this problem using an action research or problem-solving model. This approach involves more structured interventions — such as surveys and interviews to gather data — followed by analysis and the creation of programs to address identified issues. This model is focused on identifying and eliminating what is not working rather than building on the organization's strengths. A traditional OD consultant would also likely focus on changing structures and processes in order to create an environment conducive to employee retention.

Ultimately, choosing between an AI and a traditional OD approach depends on the unique needs of the organization. However, given the situation described, an AI approach is likely to be more effective because it focuses on the strengths and potential of the organization rather than its problems. It also includes meaningful dialogue that can surface issues related to the high turnover rate and create a shared understanding of 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 building a culture of employee retention (Lewis et al., 2016).

The Role of the 5 D's in Realistic Planning

The Define and Discovery phases of Appreciative Inquiry are crucial in ensuring that a 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 available (Venter, 2010). By exploring the team's goals and envisioning what success looks like, the team can then create a plan that accounts for the constraints and possibilities of existing resources. This process should also involve honest dialogue about what is working and what is not, allowing the team to develop a clearer, more realistic understanding of what is achievable.

It appears that in some cases an Appreciative Inquiry consultant may skip over key stages of AI. By not following the "5 D's" properly, the consultant risks preventing the team from developing a realistic plan. Specifically, insufficient time in the early phases or in the Design phase can undermine the entire process. During the Design phase, the consultant should work with the team to develop an actionable plan that is realistic, achievable, and within the team's budget. The consultant should also facilitate discussions about how to implement the plan within a realistic time frame and how to measure progress along the way.

Overall, the consultant should focus on developing innovative solutions that can be implemented with existing resources, rather than solely proposing solutions that require additional funding or staffing. This gives the team a sense of ownership over the plan and motivates them to work together toward desired outcomes. The consultant should also continue to focus the team on the positive and encourage meaningful conversations that allow the team to dream while also finding creative solutions within existing constraints. Following all 5 D's of Appreciative Inquiry would result in a realistic plan that engages the team and builds a culture of collaboration rather than 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 D's correctly, the consultant can help the team create a realistic plan that everyone is invested in and motivated to work toward.