The Power of the Positive Core: How to Lead Change Better

“Problem talk creates problems – solution talk creates solutions.” — Steve De Shazer

Unlock the power of your organization’s strengths with the Positive Core to drive positive change and long-term success.

With Appreciative Inquiry, you focus on discovering and amplifying what is already working well, rather than on fixing what is perceived as wrong or negative.

In Appreciative Inquiry, there is a fundamental concept of the Positive Core. The Positive Core refers to the strengths, assets, and values that exist within individuals, groups, or organizations, which can be leveraged to create positive change.

The Positive Core of organizational life is one of the greatest resources in the change management field.

Yet the Positive Core often goes unrecognized and underutilized.

I need to say that again with more emphasis because it’s a big deal if you care about change:

The Positive Core of organizational life is one of THE greatest resources in the change management field.

By identifying and building on the Positive Core, Appreciative Inquiry aims to create a more optimistic and empowering approach to change and development.

The Power of the Positive Core to Drive Better Change

Appreciative Inquiry has shown that when human systems persistently focus on positive questions, they grow in that direction most sustainably.

By intentionally building upon an organization’s Positive Core strengths, the Appreciative Inquiry process consciously constructs a positive future.

This approach links the energy of the organization’s positive core directly to any change agenda, creating and mobilizing new scenarios and abilities that were never before thought possible.

Research has shown that consistently focusing on positive questions leads to the most sustainable growth in human systems.

According to Research, Positive Aspects are the Key to Sustainable Change

Several studies have demonstrated the benefits of focusing on positive aspects in the workplace and in organizations.

Overall, these studies suggest that focusing on positive aspects, such as through Appreciative Inquiry, can lead to more sustainable and effective organizational change.

Here are a few examples of research to draw from:

Research conducted by David Cooperrider and Diana Whitney, the co-founders of Appreciative Inquiry, found that organizations that used Appreciative Inquiry showed a faster rate of positive change than those that used traditional problem-solving methods.
A study published in the Journal of Organizational Behavior by Sonja Lyubomirsky and colleagues found that interventions that focused on positive aspects, such as gratitude and positive emotions, had a significant positive impact on work-related outcomes, including job satisfaction and performance.
Another study published in the Journal of Applied Behavioral Science by Jane Dutton and Kristina Workman found that Appreciative Inquiry helped to create positive emotional energy, which in turn led to improved communication, collaboration, and problem-solving.

Change in the Direction that Remembers, Rekindles, and Brings Out Your Best

The Appreciative Inquiry process actively shapes a positive future through a deliberate focus on identifying and nurturing an organization’s positive core strengths.

When you link the energy of your organization’s Positive Core directly to your change agenda, you generate new possibilities and abilities that were previously unforeseen, propelling the organization forward.

Get the Books

Here are the short set of books I found the most useful for ramping up and diving deep into the power of Appreciative Inquiry and learning the power of the Positive Core: