Appreciative Inquiry Summit

Purpose

The Appreciative Inquiry (AI) Summit brings together a large group of stakeholders to discover what works at its best, dream about what could be, design what should be, and commit to a destiny of positive change. Unlike deficit-based problem-solving, AI focuses entirely on strengths, successes, and aspirations to fuel transformation. Use it when an organisation needs large-scale change, strategic renewal, or culture transformation and wants to build on its existing strengths rather than fix problems.

At a glance

• Group size: 20–200+ people
• Duration: 90 minutes (condensed; traditional AI summits run 2–4 days)
• Difficulty: Advanced
• Facilitation style: Semi-structured
• Setting: Indoor

How to run

1. Discovery (20 min): In pairs, conduct appreciative interviews asking: "What has been a peak experience in this organisation? What made it possible?" Share highlights in table groups.
2. Dream (20 min): Table groups envision the ideal future: "If the best of what is became the norm, what would the organisation look like in 3 years?" Create a vivid picture (drawing, skit, or narrative).
3. Design (25 min): Table groups draft provocative propositions — bold, affirmative statements describing the organisation as if the dream is already happening. These become design principles.
4. Destiny (15 min): Individuals and groups commit to specific actions they will take in the next 30 days to move toward the provocative propositions.
5. Closing harvest (10 min): Share commitments with the full room. Celebrate.

Materials needed

• Interview guides (printed)
• Large paper and markers per table
• Provocative proposition templates
• Commitment cards
• Timer

Pitfalls & common mistakes

• Cynicism about "ignoring problems" — frame AI clearly: it does not ignore problems; it approaches them through the lens of what works.
• Dreams that are too vague — push for vivid, specific futures, not platitudes.
• Destiny phase without accountability — commitments must be concrete and public.

Inclusion & accessibility

• The pair-interview format ensures everyone contributes to Discovery.
• Mixed stakeholder tables (different levels, departments, external partners) bring diverse perspectives.
• For remote: use breakout rooms for each phase and a shared digital canvas.
• Build in movement and breaks for a session this long.

Variations

• Full AI Summit (2–4 days): The traditional format with deeper exploration of each phase.
• AI for teams: Scale down to a single team using the 4-D cycle as a team development exercise.
• AI + SOAR (Strengths, Opportunities, Aspirations, Results): Replace SWOT with SOAR for strategic planning.

When NOT to use this

Avoid AI Summit when the organisation is in crisis requiring immediate corrective action, or when leadership is not genuinely committed to acting on the outcomes — a summit that produces beautiful dreams with no follow-through breeds deeper cynicism.

Source & further reading

Developed by David Cooperrider and Suresh Srivastva (1987). See *Appreciative Inquiry: A Positive Revolution in Change* (Cooperrider & Whitney, 2005) and the Appreciative Inquiry Commons at appreciativeinquiry.case.edu.