Models—such as Kurt Lewin’s Three-Step Model of unfreezing, change, and refreezing; Kotter’s Eight-Step Model; and Nadler’s Cycle of Change—

Types of Strategies for Approaching Change

model and may be used with the model as a tool to support one of the steps. Appreciative Inquiry, though at times called a theory, is actually an approach to large-scale organizational change that involves the analysis of positive and successful (as opposed to negative) events. David Cooperrider is generally credited with developing the principles of Appreciative Inquiry. In typical problem solving, an organization identifies the problem, analyzes the causes, identifies possible solutions, and develops a plan. Yet Appreciative Inquiry identifies the best of “what is,” envisions “what might be,” discusses “what should be,” and implements the “what will be,” all from a positive, “appreciating” point of view. This approach also uses a basic framework called the 4-D model—discovery, dream, design, and destiny—to accomplish its objectives. Action Research and Learning is both a model and a process. In its simplest form, it is a process whereby research or fact finding precedes action and follows it. The thought process looks something like this: fact finding— action—fact finding—action, and so on. The Action Research and Learning process