To successfully implement valuable knowledge management, it must mimic organizational development and be a “planned, organization-wide, top-down” effort , used to increase organizational effectiveness, incorporate planned interventions, and behavioral science knowledge” (Avtgis, Rancer, & Liberman, 2012, p. 284). Without integrated strategies, knowledge management cannot be improved or shared. In line with my advocacy of knowledge management, the appreciative inquiry approach to communication and organizational development is appropriate. Through appreciative inquiry, organizational stories can lead to knowledge management. Scholars recognize that these stories bring value as “organizational intelligence…that organizations can use…to promote organizational development” (Avtgis, Rancer, & Liberman, 2012, p. 295). By selecting the appreciative inquiry approach, the focus on the organization's success and individual moments of quality work highlight what they are "doing well." These moments, stories, and successes can be translated into emphasizing the best parts of the organization. These are the parts that must be extracted, shared and translated into knowledge management, sharing the "best of the best" of the