A leader’s job is to not create a space that causes so much pain that people must move, but to create a compelling future vision people are drawn to.
If leadership starts their focus on what did not work or what you do not want to happen then effort goes into putting procedures in place that constrain. If leadership focus starts on what worked or what it looks like when it worked and the focus shifts to how it worked to and what is achievable, what is possible.
Appreciative Inquiry, as a principle for design and change management, allows organizations to change the focus. Where we inquire, we move and Appreciative Inquiry changes the change.