open · Team Building, Problem Solving · 45–60 min · 2-40 people · medium energy

Appreciative Interviews (AI)

Appreciative Interviews uncover the root causes of success within a group by focusing on positive experiences and shared accomplishments. This method helps build momentum and identify opportunities for growth by shifting the focus from problems to strengths.

When to use Appreciative Interviews (AI)

Use this method when you want to build trust, foster collaboration, and identify hidden strengths within a team or organization. It's particularly useful when facing complex challenges or initiating a change process.

What it solves

Negative group dynamics, lack of shared understanding of success factors, resistance to change.

How to run Appreciative Interviews (AI), step by step

  1. Introduce the activity and explain the purpose of Appreciative Interviews. (2 min)
  2. Ask participants to pair up with someone they don't know well. (2 min)
  3. In pairs, one person interviews the other, asking them to share a story about a time they were proud of a successful collaboration. The interviewer should focus on what made the success possible. (7-10 min per person)
  4. In groups of four, each person retells their partner's story, and the group identifies common patterns and conditions that supported the successes. (15 min)
  5. Collect the insights and patterns from each group on a flip chart or shared digital whiteboard. (10-15 min)
  6. Facilitate a whole-group discussion using 1-2-4-All to explore how the group is currently investing in these success factors and what opportunities exist to do more. (10 min)

Materials needed

  • Chairs
  • Paper
  • Pens
  • Flip chart or whiteboard
  • Markers
  • Timer

Facilitator tips

  • Encourage participants to actively listen and avoid interrupting during the interviews.
  • Help groups identify specific and actionable patterns from the stories.
  • Make the stories and patterns visible to everyone throughout the session.

Common pitfalls

  • Participants focusing on problems instead of successes. Redirect them by asking 'When is it that we have succeeded, even in a modest way?'
  • Superficial storytelling. Encourage participants to delve deeper into the root causes of success.

Variations

  • Graphically record story titles and conditions/assets on a large wall tapestry.
  • Invite additional paired interviews before building up to patterns.
  • Follow with Min Specs to define the 'must dos' and 'must not dos' for future success.

Running it online or hybrid

Use breakout rooms for paired interviews and a shared digital whiteboard (Miro, Mural) to collect and visualize patterns.

What it produces

A shared understanding of the conditions and assets that contribute to success, visualized as a list of patterns and insights.

Origin

Liberating Structure developed by Henri Lipmanowicz and Keith McCandless. Inspired by and adapted from professor David Cooperrider, Case Western Reserve University, and consultant Dr. Tony Suchman. — source

Build a session around Appreciative Interviews (AI)

METODIC places Appreciative Interviews (AI) inside a complete, timed session plan — agenda, worksheets, facilitator guide and slides — matched to your group and goal.

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