Appreciative Inquiry (AI) is a powerful and positive OD methodology that can facilitate strategic planning sessions by focusing on what works in the organization rather than what’s broken. It helps leaders and stakeholders co-create a future vision that aligns with organizational imperatives and fosters collective commitment to success. Here’s a breakdown of how Appreciative Inquiry is used to facilitate strategic planning for business challenges:
Appreciative Inquiry:
- Shifts focus from problem-solving to possibility thinking
- Engages the entire OD team and cross-functional stakeholders
- Aligns OD strategy with the organization’s vision, values, and strategic priorities
- Unleashes employee strengths, creativity, and commitment
The 5D Appreciative Inquiry Model Applied to Strategic Planning
- Define – What is the focus of our inquiry?
- Clarify the business challenge or opportunity.
- Example: “How can OD best support organizational transformation to improve agility and talent readiness?”
- Gain leadership agreement on the strategic priority OD must support (e.g., workforce planning, DEI, digital capability building).
- Discover – What’s working well in OD now?
- Conduct interviews or focus groups with OD and business partners.
- Explore OD’s past successes:
- “Tell a story about a time OD helped the business achieve results.”
- “What do you value most about how we support talent?”
- Identify core OD strengths, effective processes, and positive relationships.
- Dream – What’s the ideal future for OD’s role?
- Facilitate visioning exercises with the team.
- Ask:
- “What does an exceptional OD function look like in 3 years?”
- “If OD were fully aligned with business strategy, what would we be doing?”
- Create shared aspirations aligned with business goals like innovation, retention, or growth.
- Design – What should OD look like to achieve that vision?
- Co-create the future OD strategy:
- Redesign talent management systems
- Build agile L&D programs
- Improve employee experience and analytics
- Map strategic pillars:
- Talent acquisition
- Learning & leadership development
- Culture & engagement
- HR technology
- Align with organizational imperatives (e.g., ESG, digital transformation, DEI)
- Destiny/Deliver – How do we implement and sustain the strategy?
- Build action teams around key initiatives.
- Create implementation roadmaps, metrics, and quick wins.
- Embed appreciative practices (storytelling, recognition, feedback) into ongoing HR culture.
- Facilitate review sessions to revisit goals and celebrate progress.
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Strategic Planning Outcomes Using Appreciative Inquiry
- Clear, strengths-based OD vision and mission
- Aligned OD strategy with measurable outcomes tied to organizational goals
- Increased collaboration between OD and business units
- Boosted morale and engagement of the OD team
- Enhanced trust and credibility of OD as a strategic partner
Sample Activities in a Strategic Planning Session
Activity | Purpose |
Paired Interviews | Share stories of when OD was at its best |
Theme Mapping | Identify recurring strengths from discovery phase |
Future Headlines | Imagine a future success story in a news headline |
SOAR Analysis | Replace SWOT with Strengths, Opportunities, Aspirations, Results |
Strategy Maps | Visualize how OD initiatives contribute to business goals |
Commitment Circle | Capture team commitments to deliver shared vision |
Best Practices for Facilitators
- Use positive framing throughout – focus on what’s working, possible, and desired.
- Involve a cross-section of stakeholders, including business leaders.
- Allow ample storytelling to build emotional energy and shared meaning.
- Translate dreams into concrete OD priorities aligned with the org’s strategic plan.
- End with action planning, ownership, and follow-up mechanisms.
- Storytelling that reignited purpose and values
About the Author
Dr. Nancy Zentis, Ph.D.
CEO and Founder of the Institute of Organization Development (IOD). Contact: nancy.zentis@instituteod.com.
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