C. Core Processes of Appreciative Inquiry

Appendix C. Core Processes of Appreciative Inquiry Chapter 3, Communication

Orem, Binkert, and Clancy (2007) define four core processes in appreciative inquiry: definition, discovery, dream, and design. This table connects these processes to the CQI cycle and offers questions coaches can ask their learning partners.

CORE PROCESS OF APPRECIATIVE INQUIRY

Definition Choose strengths as the focus of inquiry.

Discovery Use inquiry to identify positive strengths; get people to share stories. Have the program leader or staff team explore how to apply these strengths in other areas. Dream Create shared images of a preferred future. Tap the motivations and desires of the program leader or staff team to develop a dream for the future. Design Innovate and improvise ways to create the future. Guide the program leader or staff team in creating a structure to reach their dreams.

CONNECTION TO CQI CYCLE QUESTIONS A COACH CAN ASK

Building strengthsbased relationships

Assessing the program by identifying program strengths Developing a shared vision of what is possible Action planning and implementation Which of your professional successes are you most proud of? What are the best contributions you make to your program? What are you doing as an effective program leader or staff member?

When do you function at your best? How can you apply these strengths to other areas of your practice? What has been the team’s major learning or insight so far? What is the next level of thinking

the team needs to do? What is the deeper purpose that is worthy of your best effort? What bold steps would you choose if success were guaranteed? What are

the most exciting possibilities? What needs immediate attention moving forward? What strategies are most possible and most likely to help the program reach the established goals?

Orem, S., Binkert, J., & Clancy, Ann (2007). Appreciative coaching: A positive process for change. John Wiley & Sons, Inc.