Looking for the difference and what is different when progress or the solution is happening moves learning from the manager, coach or consultant to the person … their solution is theirs, my solution will not work for you.
Corporate team building that may be used with departments, teams and individuals to identify what current areas of their work need to continue, stop doing, and would be nice to start.
Work does not get done according to a solipsistic vision… Work gets done through the interactions of people who have discovered what works best for them in achieving a certain goal / task.
Workplace trust comes from the work and being useful to the team. Not from sharing deep secrets from your past.
Goals are what you want in relation to the problem, while solutions are what you want independent of the problem.
When a significant other is part of the complaint shifting perspective to understand how the difference will impact them may cause a shift in pattern. Identifying how the difference will change their reaction allows a focus on external as opposed to internal change.
Sometimes the useful result is between the two extremes of doing all or nothing.
Moving feelings into observations makes team progress pragmatic.
Are knowing people’s weaknesses sufficient to improve the work?
The success of your team goal and team work depends in good part on cooperation from the people on your team and people across the larger organization.