When the dominant culture is not clearly focussing and not sufficiently geared towards learning, Appreciative Inquiry (Hammond 2013) is an effective approach. Originally an organization development strategy, Appreciative Inquiry utilises a social process of inquiry and joint discovery. Carried out by organizational members themselves, through face-to face interviews, the process legitimized everyone’s curiosity about what works for self and others and allows the unveiling of each other’s peak experiences. It operates on the following four principles: