Shifting the Focus from Problems to Possibilities
In the world of coaching - whether you are a coach or a leader using coaching skills, it’s easy to get pulled into problem-solving mode. But what if, instead, we focused on what’s already working? This is where Appreciative Inquiry (AI) comes into play. Rather than probing into weaknesses or gaps, AI encourages us to look at peak moments and strengths, and to ask, “What’s working well here, and how can we do more of it?” For leaders using coaching skills, this shift from a deficit-based approach to a strength-based mindset can create a ripple effect, improving not just performance but also team morale and collaboration. In fact, research in positive psychology shows that focusing on strengths increases engagement and motivation, helping individuals to build on what they do best
The AI process is often broken down into four phases: Discovery, Dream, Design, and Destiny.
During the Discovery phase, ask questions that uncover past successes and strengths.
In the Dream phase, expand these strengths into a shared vision of what’s possible.
The Design phase involves planning the steps to bring this vision to life, and in
Destiny, action is taken to sustain these efforts.
When these phases are embraced, leaders and coaches can guide individuals to co-create a path that builds on their most empowering experiences. As one client shared with me, “It wasn’t just about solving problems; it was about finding the spark and growing it.” That’s the magic of Appreciative Inquiry—it turns coaching into a journey of amplifying strengths rather than fixing deficits.
Tip: In your next coaching conversation, try using an AI question: “Tell me about a time when you felt you were at your best—what was happening, and what did you contribute to that success?”
Notice the shift in energy and insights that emerge. According to studies, asking solution-focused questions like these can enhance problem-solving capabilities by reinforcing self-efficacy and optimism.
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