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Practical training · 1 day
An approach to organizational development built on strengths rather than problems.
In short
Appreciative Inquiry Training is a one-day program in a strengths-based approach to organizational development that works through four stages — Discovery, Dream, Design and Destiny — building on what an organization already does well rather than hunting for weaknesses.
Organizations are constantly firefighting and looking for problems and weaknesses. If you look for weaknesses you will find them — and you will spend your energy fixing small problems. Appreciative Inquiry focuses instead on strengthening what an organization already does well.
It is an extensively researched organizational development method that has been found to produce impactful, long-term growth.
Discovery — appreciating and finding the best of what is. Dream — envisioning what might be. Design — determining what should be. Destiny — innovating what will be. The day takes participants through the full cycle as both participants and facilitators.
Where organizations most often apply this approach.
Starting from strengths changes the emotional tone of a development conversation and the level of participation you get.
An extensively researched OD method with a track record of long-term impact, not a motivational exercise.
Works for leadership development, change, team energising, project kick-offs, strategy and values work.
Every tool is demonstrated, practised and debriefed — you leave with a toolbox, not a reading list.
The shape of the program. Exact sequencing is adapted to the group and the context.
The same learning process runs through every JoyeLearn facilitation program.
Grape People is a Finnish company founded in 2003 by a team of facilitation pioneers. It develops organizations through facilitation and participative practice, and has helped hundreds of organizations build consensus and take action. JoyeLearn delivers these programs as an authorised partner.
The CSA Facilitator Certification Program is quality-endorsed by Education Finland, the national education export programme, and its quality has been audited by the Finnish Education Evaluation Centre (karvi.fi).
Lead trainer Pepe Nummi has facilitated since 1998 and led international and virtual teams since 1990. A co-founder of Grape People and the inaugural chairman of the Finnish Association of Facilitators, he developed the Idealogue method and authored The Handbook on Facilitation, The Handbook of Virtual Facilitation, The Handbook of Facilitative Leadership and Beyond Brainstorming – Idealogue. He has provided facilitation services in over 20 countries and trained more than 10,000 facilitators.
Source: program content on this page is drawn from the official Appreciative Inquiry Training program documentation. Accreditation and trainer credentials are as stated in that documentation. We do not promise specific business outcomes, rankings or certification results — what we commit to is the program content, structure and learning process described above.
Straight answers to what people ask before booking a program.
An approach to organizational development based on strengths. Rather than searching for problems and weaknesses, it focuses on strengthening what an organization already does well. It is an extensively researched OD method that has been found to boost impactful long-term growth.
Discovery — appreciating and finding the best of what is. Dream — envisioning what might be. Design — determining what should be. Destiny — innovating what will be.
One day. Participants go through the full four-stage cycle as both participants and facilitators, then reflect in small groups on how to apply it.
Common applications include leadership development, coaching for change, implementing change, energising teams, project kick-off, increasing sales, creating strategy or company values based on strengths, and learning from past experience.
Because organizations that constantly look for weaknesses tend to find them, and spend their energy fixing small problems. Appreciative Inquiry redirects that energy toward amplifying what already works, which changes both the results and the level of participation.
Next step
Every program runs as a public course, as in-company training tailored to your context, or as part of a longer capability-building track. Tell us the situation you are working with and we will suggest the right format.