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Appreciative inquiry can change the whole organisation by changing the people. Through positive questioning, employees will be directed to move in a positive direction. Recognising the strengths and values of what works, as opposed to what's wrong will transform the individuals and in turn, change the organisation.
Our Online Appreciative Inquiry Training Courses aim to change the way you think from "What is wrong" to "What is right". Also, to teach on to create a positive core for success, influence change through your strength and to anticipate reality.
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Here at The Mandatory Training Group, we receive many enquiries about Online Appreciative Inquiry training courses. We have listed some of these frequently asked questions.
Appreciative inquiry (AI) is a strength-based, positive approach to leadership development and organisational change. AI can be used by individuals, teams, organisations, or at the societal level. In each case, it helps people move toward a shared vision for the future by engaging others in strategic innovation.
Knowledge is one thing, and being able to apply appreciative inquiry in practice is another. It's especially true given AI's incredible scalability—used effectively. It can inspire, mobilise, and sustain change in communities as well as companies. Appreciative Inquiry training comes in many forms, but most courses are aimed at imparting the thinking, design, and applied skills for:
The process of appreciative inquiry was initially referred to as the 4-D cycle – Discover, Dream, Design, Destiny. Increasingly, most practitioners refer to the model as the 5-D cycle because we know the importance of defining the topic for an appreciative inquiry experience.
Appreciative inquiry is an approach to organisational change which focuses on strengths rather than on weaknesses - quite different to many approaches to evaluation which focus on deficits and problems. Appreciative inquiry is presented in terms of a 4 step process around an affirmative topic.
Start by asking the people present what they would like to talk about and learn about themselves as a collective. Encourage them to settle on a topic that they are interested in and feels essential rather than something that they may feel like they should focus on.
Appreciative inquiry is a collaborative, strengths-based approach to change in organisations and other human systems. The term 'Appreciative Inquiry' refers to both: The AI paradigm – in itself, this relates to the principles and theory behind a strengths-based change approach.
Appreciative inquiry is a change management approach that focuses on identifying what is working well, analysing why it is working well and then doing more of it. The basic tenet of AI is that an organisation will grow in whichever direction that people in the organisation focus their attention.
The cycle starts when someone poses a question about the work concerning the school's vision of teaching and learning, then identifies possible sources of information that might help answer it.
Appreciative inquiry is an approach to organisational management that emphasises working from strengths to find new directions for growth rather than focusing on weaknesses or issues to be solved.
The purpose of these appreciative interviews is to collect rich qualitative information in the form of stories which carry a wealth of meaning. And sometimes a powerful emotional charge, rather than dry quantitative data consisting of figures and statistics.
Positive organisational development, the same with the appreciative inquiry approach, is precisely a practise of changing people and organisations for positive growth.
Appreciative interviewing, a discovery process that builds on appreciative inquiry principles, can be used to uncover themes and values from across the organisation. This process can help team members understand how they interact and connect and what they can accomplish when they are at their best.
Appreciative listening is a type of listening behaviour where the listener seeks certain information which they will appreciate, and meet his/her needs and goals. One uses appreciative listening when listening to music, poetry or the stirring words of a speech.
Appreciative reading encourages the acquisition of various ways of reading, making reading meaningful. This research reports on the reading appreciation practise of a class using a novel at an advanced level and examines notes and points for evaluation and improvement from the survey results.
The positive core gets even more energised, and people are even more motivated. They look forward to results-driven programs and are interested in checking their performances. The organisation is innovative in its thoughts. The employees get a positive potential for building strategic opportunities.
Succinctly put, an appreciative or joyous question is: "A question that seeks to uncover and bring out the best in a person, a situation or an organisation."
While some aspects of appreciative inquiry are distinct and novel, AI has close parallels to other schools of thought in the behavioural sciences. Typically what underlies these commonalities is an emphasis on positive, life-giving factors, and a reliance on a participative, generative, process of interventions that enable people to discover their resources to co-create a preferred future.
Appreciative inquiry focuses on an organisation as a 'solution designed in its own time to meet a challenge or satisfy a need of society'. This approach focuses on what is working well. It is useful in organisations rather than seeing the organisation as a problem to be solved.
Appreciative inquiry has proven to be an effective process for enabling individuals and organisations to perform at their best. It has been used successfully by a broad group of people in diverse organisations such as fortune 500 companies, non-profit organisations, and churches.
From an appreciative perspective, it is impossible to work on an opposing goal effectively. The problem is not that there is too much conflict, but the problem is that there is not enough cooperation. Rather than working on reducing the conflict, we would be seeking ways to grow the group's collaboration.
Appreciative inquiry has been effectively used with individuals even though it is an organisational process.
Appreciative inquiry mainly focuses on strengths rather than weaknesses, quite different to many approaches to evaluation which focuses on deficits and problems.
Appreciative inquiry facilitation involves designing and implementing interventions, workshops, and summits.
Appreciative inquiry coaching helps generate positive changes by using AI at the individual, group, or organisational level.
Appreciative inquiry consulting is a training form which practitioners and experienced professionals provide AI expertise and methodologies to help clients.
On successful completion of each of the Online Appreciative Inquiry courses modules, you may download, save, and print a quality assured continuing professional development (CPD) certificate. Our CPD certificates are recognised internationally and can be used to provide evidence for compliance and audit.
The CPD Certification Service (CPDUK)accredits all of our statutory and mandatory training courses as conforming to universally accepted Continuous Professional Development (CPD) guidelines.
The Mandatory Training Group is the leading UK provider of accredited statutory and mandatory training courses for all sectors, including health, safety and wellbeing, social care, education, local government, and many more.