What all these newer forms of OD also have in common is a search for ways to promote more effective dialogue and conversation and a basic assumption that it is by changing the conversations that normally take place in organizations that organizations are ultimately transformed. Dialogic forms of OD are more focused on when, where, and how to promote the kinds of conversations they advocate than on diagnosing the system against some kind of ideal model. When they engage in inquiry as part of the change process, the purpose of that inquiry is dialogic: to surface, legitimate, and learn from the variety of realities that coexist in the system. In Dialogic OD, the purpose of an inquiry is not so much to analyze how the system works but is more about increasing awareness of the variety of experiences contained in the system.