Revolutionizing Organizations with AI²: The Synergy of Artificial Intelligence and Appreciative Inquiry
By Laura Gramling – Founder & President
Artificial Intelligence (AI) isn’t just about cutting-edge technology—it’s also an organizational challenge. With any transformative change comes fear, uncertainty, and resistance. While a few may embrace it enthusiastically, most will adopt a wait-and-see approach, and some will actively push back. Yet, AI has the power to revolutionize entire industries, redefine job functions, and shape our daily lives on a scale far beyond previous technological advancements.
But here’s the catch—successful AI adoption isn’t just about the technology itself. It’s about how well your organization manages the human side of change. How do you get your people on board? How do you ensure AI-driven transformations contribute to your bottom line? The key lies in focusing on your organization’s strengths and the people who make innovation possible.
Appreciative Inquiry 5-D Cycle
The Role of Appreciative Inquiry in AI Strategy
One way to bridge the gap between AI’s technical capabilities and its organizational impact is through Appreciative Inquiry—a strengths-based approach to change. Our AI2 Framework, as we define it, is the process of using Appreciative Inquiry to manage AI strategies and implementation successfully.
Develop a strategic business case for AI adoption
Align stakeholders around a unified vision
Address concerns about job impacts and implementation readiness
Maximize positive outcomes and streamline adoption
Cultivate a culture of innovation and adaptability
Developed by David Cooperrider and Suresh Srivastva in 1987, Appreciative Inquiry shifts the focus from problems and resistance to strengths, possibilities, and shared aspirations.
AI Strategy Success: Engage Everyone in Creating a Shared Vision
Research shows that a strong shared vision is one of the greatest predictors of innovation and success. But this vision must be truly inclusive—it should reflect the voices, concerns, and aspirations of everyone impacted by AI strategies.
By involving employees, leadership, and key stakeholders in the process, organizations can:
Tap into diverse perspectives for better AI-driven solutions
Reduce resistance and increase buy-in
Accelerate adoption and adaptation
Enhance overall business performance
When Should You Use the AI2 Framework?
To determine whether the AI2 Framework is the right change management approach for your AI strategy, consider two key factors: organizational goals and the nature of AI-related challenges.
Appreciative Inquiry is not intended to address technical challenges of implementing AI. However, if your goal is to use AI to empower and transform your workforce, a strengths-based, human-centered approach like our AI2 Framework is essential.
AI2 Framework and Sustainable Culture Change
Leveraging the AI2 Framework fosters an innovation-driven culture, built on shared vision, collaboration, and solution-focused decision-making. This ensures that AI adoption is not just a top-down mandate but a transformation that employees and stakeholders actively embrace.
Want to explore how the AI2 Framework can drive positive outcomes for your organization? Reach out to EnSpark and start shaping your AI future today.
About the Author
Laura Gramling is an expert at organizational performance, meeting design and facilitation, and complex change. And yet she comes to each client engagement knowing that every member of a team brings their own distinct, and vital expertise, too.
Laura has been described by EnSpark clients as intelligent, curious and humble. She has worked hard to master the art of deep listening – allowing her to connect and understand people who are often marginalized. She’s a tireless champion of diversity and ensuring everyone has the opportunity to contributes their best selves.