Takes a social constructionist view of organizational change focusing on how to engage the multitude of internal and external stakeholders. Argues that current models of change often leave people feeling demoralized and presents appreciative inquiry (AI) as an aproach to organization development that deliberately focuses attention on learning and dialogue about what gives life to an organization. Explains AI principles and the 4‐D model for positive change. Provides some examples of this. Read More
Let’s change the subject and change our organization: an appreciative inquiry approach to organization change: Published by Career Development International, Vol. 3, No. 7, (1998): 314-319. Print. Diana Whitney, Ph.D.