Katalin Hankovszky
“People need to be able to hope, to engage in the process of change.” Evan George, BRIEF (UK)
There is anecdotal evidence, about Steve de Shazer saying that ‘progress’ was the most important word in the Solution-Focused approach. To identify progress means to notice signs which show that (some of) what is happening fits with clients’ desired outcome. This reinforces the invested effort. It’s worth asking about the exact ways people contributed to the observed progress; in response, we receive descriptions of resources and specific ways of doing things, which we recognise and reinforce, too.
Eniko Tegyi, Dora Solymar, Gyorgy Kovacs & Viktor Magyaros
Introduced by John Brooker In early 2019, I was a speaker at the International Coaching Federation Conference in Budapest. At lunch I started chatting to the people I was sharing a table with. They told me a story of how they use SF in fast paced training interventions with staff and often have those staff try out their new skills immediately in live experiences back at work. I thought this was a story worth sharing with InterAction readers, and with the huge thanks to Eniko Tegyi, that article is here for you now. You will experience the enthusiasm of the team, learn some of their ‘microtools’ and find their ‘Golden SWAT rules’ to help you apply what you read about.
Elvira Kalmár, Zsuzsanna Papp, György Pászty
Introduced by Maurice (Mo) Hagar There is much to commend this case study. While the COVID crisis has proven a setback for some, forward-thinking companies like Invitech understand that such crises create opportunities for both Solution Focus (SF) and Agile. As well, Invitech demonstrates the synergies between SF and Agile, of which even forward-thinking companies often fail to take advantage.
As shown here, Invitech’s blended approach addresses and mitigates some of the challenges that organisations often face when pursuing Agile “transformation.” It is worth noting in this case study that:
Bea Bincze & Kornel Csajtai
Workshop on Laugh Your Way to Solution. Laughing together is essential for creating trust among employees, boosting morale, and increasing retention rates. Additionally, it can be a powerful tool for reducing stress and sparking creativity.
Bea Bincze and Kornél Csajtai, from Hungary, provide coaching sessions for organisations and strive to create a safe and humorous environment, that helps their clients achieve their goals in a fun and efficient manner.
elvira-kalmer
Introduced by Annette Gray Elvira Kalmar presents an inspiring Case Study session on how, as an Organisational Development consultant, she worked in a Solution Focus way with her client Invitech to bring about an agile transformation fast and with incredible lightness.
Elvira engaged me as she described her approach (or lack of process as she explained), allowing the client to be the expert in their world, helping them define what agile transformation would look like and co-creating the steps along the way.
Eniko Tegyi & Jenny Clarke
Photo by Jason Goodman on Unsplash
Introduced by Jenny Clarke The value of the platform Enikö Tegyi has long experience working with teams. In this article, she shares her know-how, answering that often asked question, “What if some people don’t seem to join in?” Here she gives us a lovely example of how to fully engage and involve everyone in a meeting or project, eliciting Best Hopes to give the work a firm platform. The case that Enikö shares perfectly illustrates the value of taking time before what practitioners may see as “the work” really starts. Indeed, this time is an important part of the work itself. Her (very SF) premise is that every voice counts; therefore, we must hear it. Using Post-it Notes to gather “best hopes” is a great idea. It allows everyone to have a say, even those who hesitate to speak in group situations. When the Post-its are displayed, everyone can quickly see what others think. However, in this case, not everyone added to the Post-it display. We learn here how Enikö’s gentle persistence, drawing on the self-organising ability of the other team members, saved the day.
ABOUT THE CONTRIBUTOR I’m an SF hearted, organizational psychologist and agile practitioner with 15 years of experience in helping teams and organizations through change.
I teach in different Hungarian universities, published a few research papers on agile mindset and developed an assessment tool that helps teams follow their progress in their transformation and make their sings of progress loud and clear and transparent.
I worked with start-up teams and large multinational companies in Hungary and abroad with one strong intention: to help these teams and companies find their OWN agility and their OWN path there while enjoying the process every single day (or at least week).
Dora is an HR Leadership Capability & Soft Skill Lead at Vodafone Hungary. She has worked 20 years in multinational companies as development „challenger”. In Vodafone, she has built a „swat” OD team working in the whole network, using brief-coaching based solutions.
Elvira Kalmár, Go Beyond Project, powered by Solutionsurfers® who supported the transformation and offers Solution Focused Organisation Development and Design courses (Native in Change) in Hungary, Switzerland and Belgium, and supports Organisations and Consultants with online mentoring.
Eniko is a coach, team coach and leader of the Brief Coaching in Leadership and Organisation programme in Budapest. As coach, she specialises in supporting and building resilient, self-organising teams