The 4-D Model is based on Appreciative Inquiry (AI) which is a larger framework for human or organizational change. Like AI itself, it is based on a shift in paradigms on human interaction. The core can be captured in the idea that we create the world as we describe it. If many people in an organization think that this is a torture chamber, they will feel physical pain when they enter the door of this organization. If the same people think this is a great place to work, it will be.
Phases of the Change Process: (taken from new-paradigm.co.uk)Discover—people talk to one another, often via structured interviews, to discover the times when the organisation is at its best. These stories are told as richly as possible.Dream—the dream phase is often run as a large group conference where people are encouraged to envision the organisation as if the peak moments discovered in the ‘discover’ phase were the norm rather than exceptional.Design—a small team is empowered to go away and design ways of creating the organisation dreamed in the conference(s).Destiny—the final phase is to implement the changes. Strengths: The 4D-model works with what exists already in organizations. People can easily relate to their past success stories and link them to what they want for the future. It is highly participatory and inclusive and respects different views and values. The results of a 4D process are directly action oriented. It creates energy and enhances motivation of people involved. Weaknesses: The model is more related to the past and present than to the future. It does not include a wake-up call. Problems and challenges, although not denied, do not receive the same attention than visions. The quality of results varies and depends on many factors. AI requires a highly skilled facilitator to make sure that the output of the process satisfies the expectations of the process owner.Log in to view resource