November 10, 2025 • 10 mins
Change doesn’t stick because leaders fixate on what’s broken. We take a different route: ask better questions, unlock real energy, and turn strengths into results. In this fast, practical walkthrough, we break down appreciative inquiry—the strengths-based approach that transforms organizations, teams, and one-on-one coaching—using four simple phases that anyone can apply today.
In this week's episode, Elise shares a strengths-based approach for leading strategic change that creates energy, buy-in, and real results. Appreciative Inquiry is a strengths-based framework, guided by 4 questions known as the 4 D's. You'll learn how this tool can help you engage and inspire others in strategic change at every level- organizational, within teams, and one-on-ones.
You'll learn-
• Leaders as change agents and why where you focus matters
• Appreciative inquiry explained and why what we focus on grows
• The Four Ds: Discover, Dream, Design, Delivery
• Organizational prompts to align systems with values
• Team agreements to turn collaboration into momentum
• One-on-one coaching questions that build ownership
• Rituals for accountability, progress, and celebration
• Reflection prompts to shift from problems to possibilities
If this episode encouraged you, share it with another leader that's guiding change right now. Go to eliseboggs.com and complete our contact form.
Subscribe to this podcast so you never miss an episode. You can also pick up Elise's new book, Lead Anyone, on Amazon.
Follow on Instagram: @12minuteleadership
Order my book, Lead Anyone!
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker (00:02):
Welcome to the 12-Minute Leadership Podcast,
where in 12 minutes or less,I'll share small things that you
can put into immediate practicethat will make a big difference
in your leadershipeffectiveness.
I'm your host, Elise FogusMorales, leadership professor,
consultant, and coach.
For the last 17 years, I havehelped thousands of leaders
(00:25):
level up their influence andachieve remarkable results.
If you want to trade compliancefor true commitment and create
your dream team, you are in theright place.
Get ready for a quick hit ofpractical wisdom to increase
your team's engagement, inspiretop performance, and retain your
best talent.
Ready to level up yourinfluence and get better
(00:46):
results?
12 minutes starts now.
Hi everyone, Elise here.
Welcome to episode 26.
One of the qualities thatseparates managers from leaders
is that leaders are changeagents.
They anticipate opportunitiesand help their organizations
(01:09):
evolve through facilitatingchange.
It's one of the most excitingand challenging parts of our
role.
Today's episode is about one ofmy favorite frameworks for
leading change, appreciativeinquiry, and how its four
guiding questions can help youcreate positive, lasting
transformation, whether you'releading an organization, a team,
(01:29):
or having a one-on-one coachingconversation.
We often think of leadingchange as solving problems.
What's broken?
What's wrong?
What needs to be fixed?
Appreciative inquiry turns thatapproach upside down.
Instead of asking what's notworking, it begins with the
question, what's working and howcan we build on it?
(01:50):
Because when leaders focus onstrengths, success stories, and
what gives life to a system,they create energy and
engagement that drive realchange.
So what is appreciativeinquiry?
Appreciative inquiry, oftencalled AI, and not to be
confused with the other AI, is astrengths-based approach to
(02:10):
leadership and change builtaround one powerful idea.
What we focus on grows.
Developed by David Cooperriderat Case Western University, it
starts from the belief thatevery organization, team, and
individual already havestrengths and capabilities that
can be leveraged for futuregrowth.
Instead of asking, how do wefix what's wrong?
(02:32):
We ask, how do we amplifywhat's right?
It unfolds through four simplebut transformative phases:
discover, dream, design, anddestiny or delivery.
I like delivery better, sowe'll go with that.
So let's look at how to useeach, first at a high level, and
(02:53):
then how to apply them acrossthe organization, within teams,
and in one-on-one coaching.
So here's an overview of thefour D's.
Phase one is discovery.
Our focus in this phase is toidentify what gives life.
So a guiding question could bewhat's working well right now?
It's always good to build onour areas of strength first.
(03:16):
Then phase two is dream.
The focus here is envisioningwhat might be versus fixing
what's wrong.
Did you notice that difference?
And the guiding question hereis what could be possible if we
built on our strengths.
So instead of focusing on whatwe don't want, we're focusing on
(03:37):
a future we do want.
Phase three is design.
The focus here is co-creatingwhat should be.
A guiding question here couldbe what needs to be in place to
make that vision real?
This is where we come up withideas to support the previous
phase of dream.
And finally, delivery.
(03:58):
Commit to what will be is thefocus here.
And a guiding question is howdo we sustain the energy and
progress we've created?
It also is determining who'sgoing to do what and how we're
going to hold ourselvesaccountable.
Now that you know whatappreciative inquiry is, I'm
going to show you how to applythe four Ds at different levels
(04:19):
of your organization.
So let's look at how you cancustomize these same questions
to apply at the organizationallevel, the team level, and for
individuals, like in yourone-on-one or coaching
conversations.
So first, at the organizationallevel, when you're leading
system-wide change, let's startwith phase one of discovery.
(04:39):
Some questions you could askhere are, when has our
organization been at its verybest and what made that
possible?
Or what core strengths andvalues have helped us succeed?
We're building on strengthsfirst.
Next, we look at the dreamphase.
Some questions we could ask forthe organization are, if we
fully lived out our mission,what would our ideal future look
(05:03):
like?
What would it look like if webecame the most trusted or
admired organization in ourfield?
Phase three, design, is thenuts and bolts or ideas on how
we can make that dream areality.
Some questions we could askhere are, what systems or
processes need to evolve tobring that vision to life?
How can we align our structureand culture with our values?
(05:26):
And finally, delivery.
What small steps can we takeright now to begin moving
towards that vision?
Who will help us sustain themomentum and keep us
accountable?
So this is those 4D questionscustomized at the organizational
level when you're wanting tolead strategic change.
So at the organizational level,appreciative inquiry shifts the
(05:50):
focus from fixing problems todesigning futures together.
Now let's look at appreciativeinquiry at the team level, which
is strengthening collaborationand momentum, is one example.
So for discovery phase one, wecould ask, when have we been at
our best as a team?
And what made thatcollaboration or project so
(06:12):
successful?
Going into dream?
Some questions we could askhere are, what would it look
like if we consistently workedthat way?
What kind of team do we want tobe known as across the
organization?
And design?
What habits or agreements willhelp us stay aligned and
effective?
How can we communicate and makedecisions in a way that builds
(06:35):
trust and accountability?
And finally, delivery.
How can we measure andcelebrate progress as a team?
What routines or check-ins willhelp us sustain our success
over time?
So at the team level,appreciative inquiry helps us
move from compliance tocommitment.
It transforms collaborationinto momentum.
(06:57):
And finally, I'm going to sharewith you how to use the four Ds
at the individual level forcoaching and development.
These are great questions toguide your one-on-ones if you're
not sure what to do tostructure your one-on-ones,
which is a common struggle forleaders.
So our first questions arounddiscovery.
We could ask, what moments orprojects have made you feel the
(07:19):
most engaged and energized?
What strengths do you rely onwhen you're at your best?
Going on to dream?
If you could design your idealrole or next chapter, what would
it include?
Or what kind of impact do youwant to have on your team or
organization?
Going on to design.
What steps or resources willhelp you move into that vision?
(07:42):
And what habits or boundarieswill support your growth and
balance?
And finally, delivery.
What actions will you take inthe next week to get started?
How will you stay accountableand celebrate your progress?
At the individual level,appreciative inquiry becomes a
coaching mindset, helping peoplereconnect to what's best in
(08:04):
them and build from there.
One of the things that I loveabout appreciative inquiry, no
matter the application, is thatit gets people involved in the
process.
It gets them started byidentifying what we're already
good at.
Sometimes when we focus onproblems, we get tunnel vision
and we forget where we'restrong.
Then instead of focusing onwhat we're going to fix or what
(08:25):
we don't want, we paint apicture of a desired future that
we all want.
Then we figure out together howto get there and what actions
we'll each take to move thevision forward.
I love that about this processbecause it creates really high
levels of buy-in and engagementall along the way.
Appreciative inquiry reminds usthat leadership isn't just
(08:49):
about solving problems, it'sabout amplifying what works.
When we lead with curiosity andask strength-based questions,
we invite people to see what'spossible, not just what's
broken.
So here's your reflectionquestion for this week.
Where in your leadership couldyou shift from problem solving
to possibility seeking?
(09:11):
And one more, what's alreadyworking that you could build
upon right now?
I hope you enjoyed today'sepisode.
If this episode encouraged you,share it with another leader
that's guiding change right now.
And if you'd like to supportbringing your change initiatives
forward using this framework,go to elisebogs.com and complete
(09:32):
our contact form.
I'll see you next time.
Like what you heard on today'sepisode and want to go deeper?
Subscribe to this podcast soyou never miss an episode.
You can also pick up my book,Lead Anyone, on Amazon.
Then, go to my website to checkout ways that we can support
(09:54):
your leadership goals.
From executive retreats tocustomized training and
coaching, my team of expertswill help you level up your
leadership and accelerate yourresults.
Go to www.eliseboggs.com formore info.
Welcome to the 12-Minute Leadership Podcast,
where in 12 minutes or less,I'll share small things that you
can put into immediate practicethat will make a big difference
in your leadershipeffectiveness.
I'm your host, Elise FogusMorales, leadership professor,
consultant, and coach.
For the last 17 years, I havehelped thousands of leaders
(00:25):
level up their influence andachieve remarkable results.
If you want to trade compliancefor true commitment and create
your dream team, you are in theright place.
Get ready for a quick hit ofpractical wisdom to increase
your team's engagement, inspiretop performance, and retain your
best talent.
Ready to level up yourinfluence and get better
(00:46):
results?
12 minutes starts now.
Hi everyone, Elise here.
Welcome to episode 26.
One of the qualities thatseparates managers from leaders
is that leaders are changeagents.
They anticipate opportunitiesand help their organizations
(01:09):
evolve through facilitatingchange.
It's one of the most excitingand challenging parts of our
role.
Today's episode is about one ofmy favorite frameworks for
leading change, appreciativeinquiry, and how its four
guiding questions can help youcreate positive, lasting
transformation, whether you'releading an organization, a team,
(01:29):
or having a one-on-one coachingconversation.
We often think of leadingchange as solving problems.
What's broken?
What's wrong?
What needs to be fixed?
Appreciative inquiry turns thatapproach upside down.
Instead of asking what's notworking, it begins with the
question, what's working and howcan we build on it?
(01:50):
Because when leaders focus onstrengths, success stories, and
what gives life to a system,they create energy and
engagement that drive realchange.
So what is appreciativeinquiry?
Appreciative inquiry, oftencalled AI, and not to be
confused with the other AI, is astrengths-based approach to
(02:10):
leadership and change builtaround one powerful idea.
What we focus on grows.
Developed by David Cooperriderat Case Western University, it
starts from the belief thatevery organization, team, and
individual already havestrengths and capabilities that
can be leveraged for futuregrowth.
Instead of asking, how do wefix what's wrong?
(02:32):
We ask, how do we amplifywhat's right?
It unfolds through four simplebut transformative phases:
discover, dream, design, anddestiny or delivery.
I like delivery better, sowe'll go with that.
So let's look at how to useeach, first at a high level, and
(02:53):
then how to apply them acrossthe organization, within teams,
and in one-on-one coaching.
So here's an overview of thefour D's.
Phase one is discovery.
Our focus in this phase is toidentify what gives life.
So a guiding question could bewhat's working well right now?
It's always good to build onour areas of strength first.
(03:16):
Then phase two is dream.
The focus here is envisioningwhat might be versus fixing
what's wrong.
Did you notice that difference?
And the guiding question hereis what could be possible if we
built on our strengths.
So instead of focusing on whatwe don't want, we're focusing on
(03:37):
a future we do want.
Phase three is design.
The focus here is co-creatingwhat should be.
A guiding question here couldbe what needs to be in place to
make that vision real?
This is where we come up withideas to support the previous
phase of dream.
And finally, delivery.
(03:58):
Commit to what will be is thefocus here.
And a guiding question is howdo we sustain the energy and
progress we've created?
It also is determining who'sgoing to do what and how we're
going to hold ourselvesaccountable.
Now that you know whatappreciative inquiry is, I'm
going to show you how to applythe four Ds at different levels
(04:19):
of your organization.
So let's look at how you cancustomize these same questions
to apply at the organizationallevel, the team level, and for
individuals, like in yourone-on-one or coaching
conversations.
So first, at the organizationallevel, when you're leading
system-wide change, let's startwith phase one of discovery.
(04:39):
Some questions you could askhere are, when has our
organization been at its verybest and what made that
possible?
Or what core strengths andvalues have helped us succeed?
We're building on strengthsfirst.
Next, we look at the dreamphase.
Some questions we could ask forthe organization are, if we
fully lived out our mission,what would our ideal future look
(05:03):
like?
What would it look like if webecame the most trusted or
admired organization in ourfield?
Phase three, design, is thenuts and bolts or ideas on how
we can make that dream areality.
Some questions we could askhere are, what systems or
processes need to evolve tobring that vision to life?
How can we align our structureand culture with our values?
(05:26):
And finally, delivery.
What small steps can we takeright now to begin moving
towards that vision?
Who will help us sustain themomentum and keep us
accountable?
So this is those 4D questionscustomized at the organizational
level when you're wanting tolead strategic change.
So at the organizational level,appreciative inquiry shifts the
(05:50):
focus from fixing problems todesigning futures together.
Now let's look at appreciativeinquiry at the team level, which
is strengthening collaborationand momentum, is one example.
So for discovery phase one, wecould ask, when have we been at
our best as a team?
And what made thatcollaboration or project so
(06:12):
successful?
Going into dream?
Some questions we could askhere are, what would it look
like if we consistently workedthat way?
What kind of team do we want tobe known as across the
organization?
And design?
What habits or agreements willhelp us stay aligned and
effective?
How can we communicate and makedecisions in a way that builds
(06:35):
trust and accountability?
And finally, delivery.
How can we measure andcelebrate progress as a team?
What routines or check-ins willhelp us sustain our success
over time?
So at the team level,appreciative inquiry helps us
move from compliance tocommitment.
It transforms collaborationinto momentum.
(06:57):
And finally, I'm going to sharewith you how to use the four Ds
at the individual level forcoaching and development.
These are great questions toguide your one-on-ones if you're
not sure what to do tostructure your one-on-ones,
which is a common struggle forleaders.
So our first questions arounddiscovery.
We could ask, what moments orprojects have made you feel the
(07:19):
most engaged and energized?
What strengths do you rely onwhen you're at your best?
Going on to dream?
If you could design your idealrole or next chapter, what would
it include?
Or what kind of impact do youwant to have on your team or
organization?
Going on to design.
What steps or resources willhelp you move into that vision?
(07:42):
And what habits or boundarieswill support your growth and
balance?
And finally, delivery.
What actions will you take inthe next week to get started?
How will you stay accountableand celebrate your progress?
At the individual level,appreciative inquiry becomes a
coaching mindset, helping peoplereconnect to what's best in
(08:04):
them and build from there.
One of the things that I loveabout appreciative inquiry, no
matter the application, is thatit gets people involved in the
process.
It gets them started byidentifying what we're already
good at.
Sometimes when we focus onproblems, we get tunnel vision
and we forget where we'restrong.
Then instead of focusing onwhat we're going to fix or what
(08:25):
we don't want, we paint apicture of a desired future that
we all want.
Then we figure out together howto get there and what actions
we'll each take to move thevision forward.
I love that about this processbecause it creates really high
levels of buy-in and engagementall along the way.
Appreciative inquiry reminds usthat leadership isn't just
(08:49):
about solving problems, it'sabout amplifying what works.
When we lead with curiosity andask strength-based questions,
we invite people to see what'spossible, not just what's
broken.
So here's your reflectionquestion for this week.
Where in your leadership couldyou shift from problem solving
to possibility seeking?
(09:11):
And one more, what's alreadyworking that you could build
upon right now?
I hope you enjoyed today'sepisode.
If this episode encouraged you,share it with another leader
that's guiding change right now.
And if you'd like to supportbringing your change initiatives
forward using this framework,go to elisebogs.com and complete
(09:32):
our contact form.
I'll see you next time.
Like what you heard on today'sepisode and want to go deeper?
Subscribe to this podcast soyou never miss an episode.
You can also pick up my book,Lead Anyone, on Amazon.
Then, go to my website to checkout ways that we can support
(09:54):
your leadership goals.
From executive retreats tocustomized training and
coaching, my team of expertswill help you level up your
leadership and accelerate yourresults.
Go to www.eliseboggs.com formore info.
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