Minimal Change: Working together to create, notice, identify, assist in making the slightest change in the persons actions and perception. Once minimal change happens it may be the crack in the wall to create more change.
New Expectations: With a Dire Predication of the Future & Utopian Expectations the current view of a solution may be steeped within a resistance loop. Perhaps, co-creating a slightly different expectation of what works may cause change to break a pattern.
Solutions-Focused coaching offers you a way of developing a team sustainably and systematically – even in turbulent situations. You will take away a set of new tools, techniques, and tips that you can apply immediately in your work.
Past Successes: Asking the person / team to look into their past and identify successes. These successes may be work related and / or personal. By finding how, when, what happened, the steps that took place, and how they are in the present may help the person / team identify what worked in the past and use that knowledge in the present.
Symptom Prescription: Asking the person / team to purposefully do more of the problem / complaint. This is done in the belief that by doing more of the complaint, purposefully, the person may do or notice something useful or break the pattern they feel they are stuck in.
Sometimes I create a Team Building Agenda that is good enough to share. Here is a Solution-Focused Customer Service program developed for People Inc.
Working to be observant of times the complaint is not happening. No complaint is extreme at all times. The belief is that you know & may be overlooking or ignoring times when things are working. Exceptions frequently go unnoticed & the situation plus actions that made a difference are overlooked because they seem too small or slow.
The good thing about a setback is that you had to be making progress to be setback. This means the team / people / you know how to progress…because you already have.
Frames and the labels we attach to them dictate what we can see and do: Our point of view determines what happens next.
Direct Task Assignment: A recommendation for the person to complete a specific task and be thoughtful, so they can tell you in detail, what was useful and what change occurred from that task.