Better change


Most change programs start with two questions: “what is wrong?” and “how do we fix it?” or “where is the risk?” and “how do we control that?”

If you have ever conducted a SWOT analysis, you know that the first things we are drawn to are “weaknesses” and “threats”.

Why? Because we are wired that way.

So what is wrong with that, you say? Shouldn’t we be trying to fix what isn’t working?

Of course, we should but imagine if we addressed that challenge in a more positive way with an aspiration of “how can we make this  the best it can be?” rather than “how do we fix it?”

Appreciative Inquiry is a universally acclaimed model for positive psychology based change used by such eminent organisations as the United Nations and the US Navy.

AI uses a 5 step process to imagining, designing and implementing change by leveraging organisational strengths to effect on development opportunities. The steps are:

D1: Define = what is the challenge we are addressing

D2: Discovery = what is (our current reality)

D3:  Dream = what could be (our aspiration)

D4: Design = what should be (our goals and plan)

D5: Destiny = what will be (implementation and realisation)

The great thing is that when you take a positive strengths-based approach to change, the conversation changes and so do people’s reactions…all for the better.

Here is what the AI architect says about it:

What would happen to our change practices if we began all our work with the positive presumption that organizations, as centers of human relatedness, are alive with infinite constructive capacity?”
David L. Cooperrider, Appreciative Inquiry: A Positive Revolution in Change

If you are interested in exploring how we can help you with BETTER CHANGE, give us a call on a 0438 533 311 for a free initial consultation.



A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311


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