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Appreciative Inquiry: A Positive Revolution in Change Paperback – October 10, 2005


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Frequently Bought Together

Appreciative Inquiry: A Positive Revolution in Change + The Appreciative Inquiry Handbook: For Leaders of Change + Appreciative Team Building: Positive Questions to Bring Out the Best of Your Team
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Product Details

  • Paperback: 86 pages
  • Publisher: Berrett-Koehler Publishers; 1 edition (October 10, 2005)
  • Language: English
  • ISBN-10: 1576753565
  • ISBN-13: 978-1576753569
  • Product Dimensions: 8.3 x 5.5 x 0.3 inches
  • Shipping Weight: 4.8 ounces (View shipping rates and policies)
  • Average Customer Review: 4.2 out of 5 stars  See all reviews (21 customer reviews)
  • Amazon Best Sellers Rank: #31,397 in Books (See Top 100 in Books)

Editorial Reviews

Review

Appreciative Inquiry gets everyone to focus on what’s possible through interactive discovery and design sessions. The output has been amazing. -- Jim Staley, President, Roadway Express

I would like to commend [the authors] for Appreciative Inquiry, and for introducing it to the United Nations. -- Kofi Annan, Secretary General, United Nations

About the Author

David L. Cooperrider, Ph.D. is professor and chair of the Program on Business as an Agent of World Benefit at the Weatherhead School of Management at Case Western University. Diana K. Whitney, Ph.D. is president of Corporation for Positive Change and cofounder of the Taos Institute and a Distinguished Consulting Faculty at Saybrook Graduate School. She is the author of five books on AI, including The Power of Appreciative Inquiry.

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Customer Reviews

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There are many excellent books and websites on Appreciative Inquiry (AI).
Patrick X. Crotty
One-on-one interviews enable organizational members to Discover the organization's positive core and their own contributions to the organization at its best.
David Snider
I will be able to have them as I have been using the Hammond book and can make the assumptions a handout.
John P. Maclean

Most Helpful Customer Reviews

14 of 14 people found the following review helpful By Dennis DeWilde on September 20, 2007
Format: Paperback
In this short, introductory manual to Appreciative Inquire, AI professionals Cooperrider and Whitney use actual business stories to present the processes that underpin this positive approach for relating to change. As the authors tell us and the name implies, the AI process starts with an appreciation for the positives (strengths and best practices) of what has been and what is within the current situation - the Discovery Phase. Then it moves into the visioning step - Dream Phase, to declare the potential or purpose from the change. The third step in the process calls for the articulation of an organization that can call upon the strengths and realize the dream - Design Phase. This step is followed by the actions to strengthen the capability of the system to sustain ongoing positive change - Destiny Phase.

After reading the book, it seems to me that an unstated purpose of this manual is to demonstrate to business readers, the performance improvement power of a process that is often thought of as being more applicable to spiritual inquiry than as a tool for the secular environment: And why not? The process requires a systemic analysis, the mobilization of all stakeholders and the tapping of their positive energy; rather than playing to their worst fears. It is a relational process, allowing people to be heard, to think big picture (dream), and to choose to contribute toward a positive change - all requirements for a successful performance improvement process. If you are not familiar with AI, or if you think AI is only useful to answer the question, "What is our spirit calling us to be?", give this book a quick read. Dennis DeWilde, Author of "The Performance Connection"
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16 of 17 people found the following review helpful By John P. Maclean on March 24, 2007
Format: Paperback
I have been using Hammond's Little Thin Book of Appreciative Inquiry as a text in my Creativity, Innovation and Change Management. We found out that it is no longer available. Amazon gave me a note on the small Cooperrider book and I found it almost just right as a replacement for my class. It has one deficiency. Hammond's book has a section on the assumptions of AI. I feel that is very important, particulary when introducing the subject to those that haven't seen or used it. I will be able to have them as I have been using the Hammond book and can make the assumptions a handout. JPM
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12 of 12 people found the following review helpful By Patrick X. Crotty on January 30, 2008
Format: Paperback
There are many excellent books and websites on Appreciative Inquiry (AI). This small book is a needed contribution to the AI field. It is brief, concise, and easy to follow. It will be useful for introducing AI to new folks. Experienced practioners will enjoy the crispness and ease of use. I found Ch 6 "Roles, Responsibilities, and Relationships" very useful. The authors, who have many in-depth contributions to AI, have given us a great tool for sharing AI with many folk. Thanks.
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13 of 16 people found the following review helpful By Midwest Book Review on March 15, 2006
Format: Paperback
Expertly co-written by David L. Cooperrider (Professor and Chairman of the Department of Organizational Behavior at the Weatherhead School of Management) and Diana Whitney (President of Corporation for Positive Change), Appreciative Inquiry: A Positive Revolution In Change is an explorative introductory guide to a new and revolutionary method of change management. With an easy-to-use system, Appreciative Inquiry will assist its readers to encourage its readers to emphasize strengths to their employees as opposed to focusing solely on fixing weakness. Appreciative Inquiry is a well organized and "user-friendly" guide highly recommended reading, especially for corporate or business executives.
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2 of 2 people found the following review helpful By Alicia J. Parr on November 3, 2013
Format: Paperback Verified Purchase
Nice, short overview of the theory. Presented as a cure-all while I see inquiry as one tool in a more extensive toolkit.
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4 of 5 people found the following review helpful By educ8er on December 19, 2009
Format: Paperback Verified Purchase
The interesting idea here is the scope of the topic. Given the savory taste of the subject only provides the reader with enough to understand the concepts. Further reading is available and I am now into those additions. Don't look for a cookbook, recipe style information in this book, but there is plenty here to wet your whistle.
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1 of 1 people found the following review helpful By OKJoe on September 16, 2013
Format: Kindle Edition Verified Purchase
I was looking for something that went a little more in depth about the Appreciative Inquirery process. This didn't do that for me, However it was a good beginning book about the process.
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1 of 1 people found the following review helpful By David Snider on February 16, 2012
Format: Paperback Verified Purchase
What can we accomplish with Appreciative Inquiry philosophy and methodologies for managing change?

Appreciative Inquiry (AI) founder David Cooperrider and long-time AI consultant Diana Whitney answer this question with engaging stories about AI change initiatives in many types of organizations, including British Airways Customer Service, Roadway Express, the City of Denver, Colorado, Office of Finance, and Hunter Douglas Window Fashions Division.

In their sixty-eight page book they contrast a problem-solving approach to change with AI and describe how an affirmative topic guides the change process.

The affirmative topic comes from transforming awareness of a problem - something you want less of - into an affirmative topic which you want more of. They present the logic of AI: people and organizations grow toward and become more of what we inquire and talk about. AI operates on the assumption that all organizations have strengths that provide a foundation for addressing their problems. The AI methodology is to transform problems by linking them to an organization's positive core, its strengths that define it when it is at its best.

AI's 4-D model of change (Discover, Dream, Design, Destiny) comes alive with their stories of change. One-on-one interviews enable organizational members to Discover the organization's positive core and their own contributions to the organization at its best.

From Discovery interviews and reports workshop participants move to the Dream phase. In it they imagine how their best past and present strengths can help them shape a new organizational future. Dream turns into Design as stakeholders draft their image of the ideal organization that will make their dreams come to life.
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