Mark McKergow
Read or download the full article after the synopsis. Article Synopsis Mark’s article introduces and explores “rutenso”, a concept he coined to describe the art of thriving amidst constant and ceaseless change, inspired by Japanese cultural attitudes toward impermanence. Originating from the Japanese word “ruten,” meaning continuous change, “rutenso” emphasises proactively working with ongoing shifts instead of resisting them. This approach contrasts sharply with traditional “koteiso” management methods, which presume stability and prioritise fixed goals and detailed plans. Rutenso advocates for appreciating and leveraging differences, taking measured and thoughtful actions rather than rushed responses, and viewing leaders as facilitators who enable change instead of controlling it. Drawing parallels with contemporary political events and leadership styles, the article suggests that rutenso principles - such as looking widely, slowing down to observe during difficulties, and hosting rather than driving — are especially pertinent in the current global climate marked by unpredictability and shifting alliances. Ultimately, rutenso aligns closely with Solution-Focused practices, emphasising incremental steps, adaptability, and building collaborative relationships to foster constructive outcomes amid uncertainty.
Come and experience this event at Beechen Cliff School in Bath on 9-10 April. This gathering will explore what can happen when wellbeing becomes a catalyst for better outcomes, stronger relationships and greater engagement in learning.
Introduced by Carola Baxmann Quick, simple, easy and helpful for achieving goals – that’s how Caiden and Rafferty, two pupils at Beechen Cliff School in Bath, UK, summed up their experience of the school’s wellbeing project. These words perfectly describe the story you’re about to see or hear.
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Introduction Elvira Kalmar is a seasoned organisational development coach and facilitator who brings warmth, clarity, and curiosity to every encounter. Her work blends solution-focused coaching with a deep respect for the wisdom already present in teams. Rather than offering quick fixes, she invites leaders and organizations to pause, reflect, and create change from within. Elvira’s calm presence and skillful questions turn ordinary conversations into moments of insight.
Anton Stellamans reviews *Solution Focused Coaching in Asia* (Hogan, Tuomola, Wignaraja, eds.), a collection of 32 case studies showing how SF coaching is practiced across diverse Asian cultures and contexts.
Book by Elvira Kalmár and review by Marika Tammeaid The theme of Elvira Kalmár’s book is compelling: we are all work (r)evolutionists—if we choose to be. It is not worth waiting for change to happen; it is better to start making it happen.
Ania Smolka & Annie Bordeleau ↗
Introduction Fear and hope are powerful forces that shape how individuals and organisations respond to change. In Solution Focused practice, we often lean into the energy of hope, exploring what’s possible, what’s working, and what we want more of. Yet fear also carries valuable energy. It signals what’s at stake, clarifies what matters most, and prompts us to prepare and protect. The real art lies not in choosing between them, but in holding both as part of the same landscape of human experience.
John Teager Listen to A Chapter With the Author - Jan Marklund in Conversation with John Teager SFiO - Solution Focus in Organisations · A Chapter With the Author - In Conversation with Jan Marklund Lead Like a Swede - Jan Marklund's book reviewed by John Teager A guiding principle of Solution Focus (SF) is to find what works and do more of it. In the 2024 World Happiness Report , the Nordic countries are the happiest in the world (Finland 1st; Denmark 2nd; Iceland 3rd; Sweden 4th and Norway 7th) and they have maintained these high positions for many years. Each year, Nordic leaders appear to be doing more of what works. Notably though, change is happening, as it always does. In all these countries except Iceland and particularly in Norway and Sweden, the old are now much happier than the young, which is a concern. So, what needs to happen?