Training for Appreciative Inquiry
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Four D Model
Appreciative inquiry opens whole new doors for us and opens our eyes to a new way of thinking. With positive thoughts and attitudes, we can discover new ways of reaching our goals. We can be free to dream new ambitions and set ourselves up for success. After a plan is made, we can design how to reach that goal and deliver the end result to us. Yes, we can accomplish all of this if we just believe that we have the skills and confidence to do it.
Discovery is about finding what type of processes, organization and skills work for you and will help you along your way. It is also a process of learning to appreciate what has been given to us and using it to our benefit. Employees often discover some of this information by speaking with other employees and learning about what has worked for the company in the past. This can lead employees to feel more appreciative about their role in the company and what they can do to make meaningful contributions.
- Conversing with other employees about their experiences
- Asking managers what methods have worked in the past
- Observing your past actions that have been successful
The dream phase focuses on what would work for yourself and the company in the future. This ‘dream session’ can be run in a large group conference or can be done with a few peers. Either way, it should allow everyone to open up about what they want to see from the company and any ideas they may have for improvement. The idea of the ‘dream’ part of this model is to use positive energy to create a vision for the future, while creating goals and accomplishments that will help you, and the company, reach that point. Dream up the ideal and perfect situation.
- “Would this work in the future?”
- “What do I want to see happen?”
- “What would be perfect for me and the company?”
The design plan is all about how you and the company plan to reach the goals and dreams that are lined out in the discovery and dream phases. This part of the model focuses on what needs to be done to reach these goals and reach the progress needed. Generally this part is carried out by a small group of members that concentrate on how to move forward, but it can be done with larger groups as well. Anyone in this group is encouraged to remember to use positive language and encourage their coworkers to think positive in their work.
- “What do we need to do to make this happen?”
- “Will things needed to be changed or altered?”
- “Do we need to introduce a new element?”
The delivery phase, sometimes called the destiny phase, is the final stage of the Four D model, and focuses on executing the plans and ideas that were thought out and developed in the previous phases. In this part of the model, employees need to take the necessary actions to progress toward change and positively obtaining their goals. A plan isn’t worth the paper it is written on if it doesn’t have a dynamic team behind it to carry it out.
- Implement any changes needed
- Remove elements that no longer work
- Assign tasks and duties as needed