In today’s environment, AI is everywhere. It appears on nearly all our devices and apps, including business software, social media, and TV. It is powerful. New ways to use it emerge daily, and we are just in the early stages of truly understanding the possibilities. As leaders, the mandate is clear. We must embrace Artificial Intelligence to propel our organizations forward. However, that’s not the only AI we need to embrace.
There is another AI that is equally powerful and can transform our leadership and provide organizational lift. That AI is Appreciative Inquiry(AI), a generative, strengths-based, human-centered technology for creating positive change. It is built on the premise that human systems (i.e., organizations, teams, and individuals) grow in the direction of what they most frequently and positively focus on. And, it transforms everyday leadership into appreciative leadership, which, by definition, builds value.
Think of Appreciative Inquiry as adjusting the lens on a camera. As a leader, you can choose to focus on the flaws and imperfections OR zoom in on the key success factors and opportunities and widen to consider different perspectives. This simple but powerful shift in focus and a more open mindset can transform conversations, interactions, operations, and culture. When leaders consistently focus on strengths, they not only bring out the best in their teams by fostering an environment where people feel valued and empowered but also elevate their organization’s capacity for innovation and growth.
Appreciative inquiry works because it is anchored in neuroscience and capitalizes on our natural wiring —namely, the brain’s tendency to amplify what it focuses on. By intentionally directing attention to team values, strengths, possibilities, aspirations, and positive outcomes, leaders broaden constructive thinking, overcome limiting assumptions, and expand innovation in problem-solving and future thinking.
So, how do we adjust the lens and make this shift to transform our leadership? Rather than prompts and clicks, this AI comes to life through two critical leadership skill sets: Reframing and Questioning.
The Art of Reframing and Asking Generative Questions
Appreciative inquiry starts with reframing issues or problems and looking at them differently. The traditional problem-solving mindset often focuses on what’s broken, which can lead to blame, frustration, and a culture of scarcity. We’ve seen teams with this focus be disheartened by the conversation and sometimes devolve into finger-pointing without reaching a resolution. In contrast, appreciative inquiry flips this script by encouraging leaders to reframe challenges as opportunities and leverage existing strengths. Not only does that change the tone and dynamics, but it also shifts the inherent energy in the discussion. Teams with an appreciative approach are often enthusiastic, excited, and energized to be working toward a solution.
For example, if a team is experiencing issues with client satisfaction, a problem-focused leader might narrow the view and try to solve it by focusing on, “Why is client satisfaction so low?” However, a leader leveraging an appreciative approach might avoid that question and flip the lens to consider the desired positive outcome. In that case, the reframed focus represents what they want more of, and the leader might identify the goal as: “Our clients consistently and repeatedly express top-box client enthusiasm.” Neuroscience research suggests that this positive reframing to an affirmative topic activates the neural reward pathways in the brain, fostering creativity and motivation for the leader and anyone involved in working toward a solution.
While appreciative inquiry and reframing on the surface can sound like a simple way to skirt the negative, ignore weaknesses, or avoid problems and challenges, let me be clear. It is not. The art of reframing is the ability to redirect thought processes and energy so that they open up new avenues of conversation and different ways of looking at the issues to get to the desired outcome. Said differently, by reframing, you are focusing on what you want more of (the outcome), and by doing so, you will naturally address or identify ways to overcome what might be getting in the way of that result.
The second skill at the heart of appreciative inquiry is asking generative questions. In this context, being generative means stimulating or originating thought. Thus, generative questions are open-ended, future-focused questions that inspire creativity and engagement. In following the example above, generative questions might include:
- “When have we been at our best in delivering client enthusiasm, what have we done, and how can we recreate that?”
- “If resources were not an issue, what do you wish you could do to create client enthusiasm?”
- “What would have to be true for us to consistently deliver a “top-box” client experience?
To capitalize on the full potential of appreciative inquiry, it is essential to use both reframing and generative questions for collaboration and the inclusion of diverse viewpoints. Leaders gain richer insights and uncover innovative solutions by inviting people with different experiences, roles, and perspectives to participate in the process. This diversity fosters creativity, and appreciative inquiry creates a space where every voice matters, encouraging participation and co-creation.
Practical Applications of Appreciative Inquiry
As noted above, appreciative inquiry isn’t just a mindset — it’s a practical skill set leaders can use to address real-world challenges. Here are five ways to implement this human technology in your organization:
- Strategic Planning – Strategic planning traditionally begins by identifying risks, weaknesses, and threats. Instead, appreciative inquiry in strategic planning starts with exploring strengths, successes, and aspirations and using these to create a compelling vision and plan for the future.
- Organizational Change – Because appreciative inquiry is human-centered and collaborative, it is a tremendous tool to use in a specific organizational change, whether implementing a new structure, system, process, or a merger or acquisition. It is highly effective in these circumstances because it engages those most impacted by the change in the process which enhances buy-in and adoption.
- Continuous Improvement – In process improvement initiatives, it’s easy to focus solely on inefficiencies or where the process is breaking down. Instead, shift the focus to the desired outcome and what is needed to deliver success. Appreciative inquiry is a useful tool to surface and challenge assumptions or break the frame of, “But that’s how we’ve always done it.
- Innovation – Innovation often emerges when people feel empowered to think creatively. Appreciative inquiry fosters this by encouraging leaders to ask questions like, “What’s a bold idea we haven’t tried yet?” and “What resources and strengths could make this idea possible?” By focusing on potential rather than limitations, appreciative inquiry creates a culture where innovation flourishes.
- Coaching—Because it taps into neuroscience principles, Appreciative inquiry can be helpful in coaching conversations. In this context, reframing can shift a coachee’s focus to what they are trying to achieve, and generative questions can help them discover their own path to accomplishing their goals.
As you can see, in each of these applications, appreciative inquiry widens the lens to evoke new and diverse thinking to improve outcomes.
In this new year, challenge yourself to use the other AI – Appreciative Inquiry – to inspire positive change. When you are tempted to dive into fixing what’s broken, step back and step up to broaden your view, and instead, zoom in on strengths and possibilities, reframe the challenge, engage diverse perspectives, and ask generative questions. Whether you are involved in strategic planning, organization change, driving continuous improvement, fostering innovation, or coaching, appreciative inquiry offers a proven framework for unlocking potential and creating lasting impact. The next time you face a challenge, try adjusting your lens — and see the difference it makes.
Breakthrough Moments
To truly “break through” and elevate your organization’s success, reflect on your leadership practices and team dynamics. Take a moment to explore how you can implement one or more of these strategies to seize opportunities for positive impact.
- On a scale of 1 to 10, where 1 is problem-focused and 10 is consistent and known appreciative leader, how would you assess your own leadership? If not a 10, what is one action you might take that would move you toward a 10?
- When have you felt most successful in fostering a positive, appreciative, and empowering environment for your team? What specific behaviors or mindsets contributed to these moments, and how can you more consistently cultivate these in your leadership approach?
- When has your organization or team been at it’s best in leveraging organization or team strengths to achieve outstanding results? What specific actions or strategies contributed to these successes, and how can you build on them to create an even greater impact?
- What would your organization look like if you consistently focused on and amplified our core values and strengths? What might need to happen to create an environment where every team member feels valued and empowered consistently to contribute their best?
Reflect on these questions with your team, and use the insights to drive meaningful and transformative change.
