Struggling with Sustainable Change? Dive Into the Five Phases of Appreciative Inquiry
By Ann Harrell – Senior Consultant
In a previous post, we explored the foundations of Appreciative Inquiry (AI) and how it contrasts with traditional change management models. The next step is diving deeper into the heart of AI: the 5D Cycle. This cycle serves as a structured yet flexible roadmap for implementing sustainable change within organizations, enabling them to build on their strengths and achieve their highest potential. EnSpark uses the 5D Cycle to organize our consulting engagements including our strategic planning process.
What is the 5D Cycle?
The 5D Cycle of Appreciative Inquiry consists of five phases: Define, Discover, Dream, Design, and Deliver (or Destiny). Each phase plays a critical role in guiding organizations through a process of positive change, fostering collaboration, innovation, and resilience.
Phase 1: Define
The Define phase sets the stage for the entire AI process. It involves clarifying the focus of the inquiry and establishing the scope of the change initiative. This phase is about identifying what the organization wants to learn more about and achieve. Key steps include:
Engaging stakeholders to define the core topic of inquiry.
Articulating clear, positive questions that will guide the exploration.
Ensuring alignment with the organization's strategic goals and values.
Phase 2: Discover
In the Discover phase, participants explore and uncover the best of "what is." This involves gathering stories and examples of peak experiences and successes within the organization. The aim is to identify and appreciate the strengths, capabilities, and assets that have contributed to past successes. Key activities include:
Conducting interviews and workshops to collect success stories.
Analyzing data to identify common themes and patterns of excellence.
Celebrating and sharing these discoveries to build a positive narrative.
Phase 3: Dream
The Dream phase is about envisioning "what could be." It encourages participants to dream big and imagine a future where the organization's strengths are fully realized. This phase fosters creativity and innovation by allowing stakeholders to co-create a compelling vision for the future. Key steps include:
Facilitating visioning sessions to generate bold, aspirational ideas.
Developing vivid, shared images of the desired future.
Encouraging imaginative thinking to explore new possibilities.
Phase 4: Design
In the Design phase, the focus shifts to "what should be." Participants collaboratively design the structures, processes, and systems needed to achieve the dream. This phase involves turning the vision into actionable plans and strategies. Key activities include:
Co-creating prototypes and models for the desired future state.
Identifying key initiatives and projects that will drive change.
Developing detailed action plans with clear roles and responsibilities.
Phase 5: Deliver (or Destiny)
The Deliver phase, also known as Destiny, focuses on "what will be." It involves implementing the designed initiatives and sustaining the momentum for change. This phase emphasizes continuous learning, adaptation, and celebration of progress. Key steps include:
Executing action plans and monitoring progress.
Encouraging ongoing feedback and iterative improvements.
Celebrating milestones and successes to reinforce positive change.
Why the 5D Cycle Works
The 5D Cycle is inherently positive and participatory. Involving all stakeholders in every phase ensures that the change process is inclusive and aligned with the collective aspirations of the organization. This “all voices heard” approach builds trust, engagement, and a shared sense of ownership, making change more sustainable and impactful.
Moreover, the 5D Cycle emphasizes strengths and possibilities rather than problems and deficits, creating an energizing and motivating atmosphere. It helps organizations shift their focus from what's wrong to what's possible, fostering a culture of continuous improvement and innovation.
Practical Application: A Case Study
Let's consider a practical example of the 5D Cycle in action. EnSpark recently worked with a higher education organization aiming to enhance employee engagement and innovation. Here's how the 5D Cycle was applied:
1. Define: The core topic was "enhancing employee engagement and fostering a culture of innovation."
2. Discover: Stories of employee morale and innovative solutions were collected and analyzed through interviews and workshops.
3. Dream: Visioning sessions led to creating a shared vision for an innovative, employee-centered workplace.
4. Design: Collaborative design sessions resulted in a 5-year strategic plan, including new engagement programs and innovation labs.
5. Deliver: The organization has begun to implement the initiatives, monitor progress, and celebrate successes, leading to measurable improvements in engagement and innovation.
Conclusion
The 5D Cycle of Appreciative Inquiry provides a comprehensive and flexible roadmap for achieving sustainable change. Focusing on strengths, engaging stakeholders, and fostering a positive vision for the future empowers organizations to navigate change effectively and reach their highest potential.
In our next post, we will explore real-world success stories of Appreciative Inquiry in action, demonstrating its transformative impact across various sectors. Stay tuned as we continue leveraging Appreciative Inquiry for positive organizational change.
For guidance on implementing the 5D Cycle in your organization, contact the EnSpark team. We're here to help you harness the power of Appreciative Inquiry and achieve sustainable success.
About the author:
Ann M. Harrell leverages her extensive expertise in coaching, facilitation, and mediation to drive transformative change within organizations. Through a blend of strategic insight and empathetic engagement, Ann works closely with EnSpark clients to enhance collaboration, communication, and conflict resolution, laying the groundwork for sustained growth and adaptability in an ever-evolving business landscape.
Ann’s work not only aims to improve immediate team dynamics, but also to instill long-term strategies for success, making her an invaluable asset to any organization seeking to elevate performance and achieve its vision.