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1、1APositiveRevolutioninChange:AppreciativeInquiryDavidL.CooperriderCaseWesternReserveUniversityandDianaWhitneyTheTaosInstituteIntroductionAppreciativeInquiry(AI)beginsanadventure.Theurgeandcalltoadventurehasbeensoundedbymanypeopleandmanyorganizations,anditwilltakemanymoretofull
2、yexplorethevastvistasthatarenowappearingonthehorizon.Buteveninthefirststeps,whatisbeingsensedisanexcitingdirectioninourlanguageandtheoriesofchange—aninvitation,assomehavedeclared,to“apositiverevolution”.Thewordsjustquotedarestrongand,unfortunately,theyarenotours.Butthemorewere
3、play,forexample,thehigh-wiremomentsofourseveralyearsofworkatGTE,themorewefindourselvesaskingtheverysamekindsofquestionsthepeopleofGTEaskedtheirseniorexecutives:“Areyoureallyreadyforthemomentumthatisbeinggenerated?Thisisignitingagrassrootsmovement…itiscreatinganorganizationinfu
4、llvoice,acenterstageforthepositiverevolutionaries!”TomWhite,PresidentofwhatwasthencalledGTETelops(makingup80%ofGTE’s67,000employees)repliesback,withnohesitation:“Yes,andwhatIseeinthismeetingarezealots,peoplewithamissionandpassionforcreatingthenewGTE.Countmein,I’myournumberoner
5、ecruit,numberonezealot”.Peoplecheer.Enthusiasmscontinue,andtheyechooversubsequentmonthsaslotsofhardworkpaysoff.Fourteenmonthslater--basedonsignificantandmeasurablechangesinstockprices,moralesurveymeasures,quality/customerrelations,union-managementrelations,etc.--GTE’swholesyst
6、emchangeinitiativeisgivenprofessionalrecognitionbytheAmericanSocietyforTrainingandDevelopment.Itwinsthe1997ASTDawardforbestorganizationchangeprograminthecountry.Appreciativeinquiryiscitedasthe“backbone”.HowDidTheyDoIt?ThispaperprovidesabroadupdateandoverviewofAI.TheGTEstorymen
7、tionedattheoutsetis,inmanyways,justbeginningbutitisscarcelyalone.Inthetenyearssincethe12theoryandvisionfor“AppreciativeInquiryIntoOrganizationalLife”waspublished,(CooperriderandSrivastva,1987;Cooperrider1986)therehavebeenliterallyhundredsofpeopleinvolvedinco-creatingnewpractic
8、esfordoingAI,andforbringingthespiritandmethodologyofAIintoorg