Whether in a coaching relationship or interactions between two individuals outside a coaching venue, this approach is useful in helping frame and guide a relationship. An appreciative approach can help to build understanding between individuals and help them come to a value and recognize other points of view even if they are different. This approach is a means to identifying a vision, uncovering, recognizing and focusing on strengths that individuals and organizations can bring to a situaton.  Appreciative inquiry also is an approach to building cooperation and constructing provocative propositions of "what might be". The following outlines the various aspects of this appreciative approach.

• appreciating the context within which another person is operating ("walking in their shoes")
• seeking deeper levels of meaning in the messages given by the other person (what we focus on becomes our reality)
• finding compassion for, but not merging with, another's problems or identity

• looking at the world from the perspective of another person (valuing differences)
• providing articulate admiration (appraising worth from an outside point of reference)
• identifying the nature and power of alternative narratives (the language we use to create our reality)

• acknowledging the distinctive, unacknowledged impact of another person
• identifying and celebrating past efforts and achievement before undertaking new challenges (we should bring along the best of the past when journeying into the future)
• establishing an ongoing mutuality of respect, including rituals of recognition and respect 

• investing oneself with a compelling sense of hope or optimism (reality is created in the moment and there are multiple realities)
• balancing a concern for "what is" (reality) with attention to "what could be" (ideal)
• identifying ways all parts of a system can contribute to a compelling future

• focusing on strengths rather than deficits (we are more likely to change when we have been appreciated than when we have been criticized and told to change)
• focusing on lessons to be learned from mistakes and, in particular, the elements of competency and success within the mistake (success orientation versus failure avoidance)

• discover obscure strengths through the encouragement of feedback that focuses on moments of competency and success
• realize potential and latent strengths throught the provision of safe times and places for exploration, experimentation and learning (sanctuaries)

• integrating oneself through an appreciative culture
• recognizing and uncovering the strengths and competencies of another as they seek to appreciate our distinctive strengths and competencies (strategic advantages of cooperation and mutuality)

• a statement bridging the best of "what is" with a speculation or intuition of "what might be"
• stretch the realm of the status quo, challenge assumptions or routines and suggest real or desired responsibilities.