Appreciative Inquiry : comment l'utiliser pour soutenir la gestion du changement ?

Appreciative Inquiry reveals its full potential when used as a change management approach. At the heart of the process, workshops involve all employees, who at the same time become actors of change and constitute a critical mass of favourable employees. The primary objective of these workshops is to highlight what needs to change by focusing on what generates success. The identification of the best success stories and the levers that generate them is carried out during appreciative interviews, which are conducted beforehand, and which then make it possible to highlight the recurring themes and the different visions of the organisation. These elements, the successes and quotes from the interviews, are staged, published, and then discussed duringworkshops aimed at engaging participants in positive change, to build a vision and create an action plan based on the questions: “What works?”, “What are the best practices to develop? The aim is to imagine opportunities for positive change and to build teams of volunteers to develop the projects. The values linked to the exercise are essential to encouraging change: pride, openness and trust.

L'Appreciative Inquiry produit des résultats concrets et mesurables : nouveaux outils, nouvelles méthodes de travail, gains de productivité, réduction de l'absentéisme, mais aussi des résultats plus complexes à appréhender : changements d'attitudes, meilleure communication transversale, évolution culturelle.