The Positive model is significantly different from the former three models in that it focuses more on what the organization is doing right than on its problems. 

First, an inquiry is initiated to discover the best practices of the organization or what is producing the best results. While this doesn't mean you overlook major problems, it does mean that you focus more on the positive than on the negative. 

Second, common themes are identified that represent people's best experiences. Preferred practices and behaviors are defined and rewarded. Consider that some incentives may be necessary.

Next, everyone is solicited for their preferred picture of the future. What would they envision and agree upon in terms of making the organization the best place to work and thrive? Get their ideas and implement them into your culture. People take ownership of what they had a part in creating.

Last, design strategies and goals that will create that preferred future. You need a system to implement your ideals.

Several years ago my wife and I started applying this positive model with our children thanks to Ken Blanchard’s concept of “catching your children doing the right thing and rewarding them for it” instead of focusing on their negative behaviors. We noticed that this approach worked especially well with our one child who tended to be lacking in self-control and discipline. By us emphasizing positive traits, this member of our family was energized to work on already realized personal deficiencies.