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E APPRECIATIVE INQUIRY PRINCIPLES The Core Principles of Appreciative Inquiry, which describe the basic tenets of the underlying Ai philosophy, were developed in the early 1990's by David Cooperrider and Suresh Srivastva (Cooperrider's advisor at Case Western Reserve University). The five original principles are: Constructionist, Simultaneity, Anticipatory, Poetic, and Positive.

"APPA can be applied in a variety of contexts and with a wide range of participants. Its primary value lies in its emphasis as a process of lasting engagement and dialogue among stakeholders. APPA combines the framework of Appreciative Inquiry and the tools of Participatory Learning and Action (PLA). Its objective is to find and emphasise the positive, successes and strengths as a means to empower communities, groups and organisations to plan and manage development and conservation. [It] uses the cycle of the 4D�s: Discovery, the act of appreciation: the best of what is and what gives life to the community, group or organisation; Dream, envisioning and impact: what might be, creating a positive image of a preferred future; Design, co-constructing the desired future: what should the ideal be, a process of dialogue, consensus and further inquiry; Delivery, sustaining: how to empower, learn, adjust and sustain." (Source: PPM&E Resource Portal)

Corporation for Positive Change is a global network of master consultants, linked by a shared commitment to the principles and practices of Appreciative Inquiry and Positive Change. We are skilled designers and facilitators of high engagement, strength-based, large-scale change. We help with the human side of organizing, strategic change, and culture transformation in businesses, non-profits and NGO's, health care, education, government and religious organizations. We are team builders, helping with leadership, professional, and project teams to achieve their goals by clarifying their purpose and principles, strengthening stakeholder relations, and aligning strengths around performance outcomes.

The driving reason for adding the sixth "W" is the erosion of public trust in professional journalism and the need for journalists to engage with the public to regain that trust.

Our approach revolves around a simple idea: building upon the organization's strengths - by providing skills and confidence to develop a framework for planning and implementing change and developing energy for that change. One of the fundamentals of our success is utilizing the existing talents and resources of the organization to enhance customer satisfaction, business goals, and full engagement.