Problem Solving or Appreciative Inquiry?
Appeared in Dr. Ruth’s monthly column, “Workforce & Leadership Development,” in the Independent Funeral Directors of Florida’s weekly e-newsletter, Independent Weekly, Vol 67 Iss 7, on February 16, 2024.
Organizations or businesses often encounter various challenges or possibilities that require them to apply different problem-solving skills. For example, they may need to repair a technical problem by determining the cause and taking the appropriate steps to resolve it. Alternatively, they may want to enhance the performance of a process or a product by analyzing how it functioned before and making suitable adjustments.
Finally, they may want to create something new or make a positive organizational change, which demands a different kind of problem-solving approach that is not based on causes or previous functioning. This is not a problem to be solved; rather, it is an opportunity that can lead to innovation or organizational transformation.
Which problem-solving approach is more effective to facilitate the creation of something new or foster positive change within an organization or business?
Traditional problem solving focuses on the problems (or the negatives/deficiencies) within the organization and tries to fix them. This approach can limit the organization's ability to embrace new oppotunities or implement positive change.
On the other hand, appreciative inquiry is rooted in positive psychology that focuses on human strengths. This approach engages the organization through collaboration to ask questions and facilitate dialogue on leveraging the organization's strengths and positive qualities, to co-create positive and sustainable change.
One of the principles of appreciative inquiry is that "positive questions lead to positive change." Organizations can apply the 5D Cycle to a specific topic or issue that is important to them:
Define: "What is the focus?" (Clarify the topic)
Discover: Appreciate "What is the best?" (What worked for the organization)
Dream: Imagine "What could be or happen?" (Overall vision)
Design: "What will be" or "What is the ideal?" (Brainstorming, choosing)
Destiny: "Create what will be" (Empower, learn, adjust, and do)
Using the 5D Cycle fosters collaboration, boosts employee morale and motivation, and increases the organization's creativity and ability to innovate.
Author's Bio:
Dr. Ruth earned her Ph.D. in industrial and organizational psychology from Keiser University in Fort Lauderdale. She is the founder of Bedell Consulting, LLC. She is also the Associate Director for Outreach of the IFDF.