European Brief Therapy Association presents a coherent theory of solution-focused practice for those who want to understand the rationale, together with a comprehensive description for training and developmental purposes
A new approach to change is gathering momentum fast in the business and organisational world? Solutions Focus (SF) comes originally from the world of mental health and psychological change, where it is transforming our understanding of people and how they work. It’s also making inroads in business all over the world – global names including Nationwide Building Society (UK) , Royal Bank of Canada, Lufthansa (Germany) and Canon (Japan) are benefiting right now.
Using SF to Create Whole System Change in Social Care
The Client wished to implement the Government’s vision of putting clients with social care needs in control of services to maintain their independence and build capacity in the community to meet low level needs.
This submission explains an eight month long programme for The Consultancy, a part of Gwynedd Council responsible for a range of building and engineering contracts and services for the Authority and for other clients in North Wales. The events included all of the management team of 35.
Coaching Skills for Leaders – encouraging coaching as part of the Leader’s skill set
Part of a coaching development programme for senior leaders in part of the publicly-owned National Health Service. The programme lasts for 6 months or so and aims to develop a coaching leadership style.
Resolving a Difficult Challenge With SF: This work involved a two day forum for a charity. The charity were given the opportunity to run a forum to to enrich the debate on the topic of the Intellectual Property (IP) of indigenous peoples with a particular focus on their free, prior and informed consent to the exploitation of their natural and cultural heritage.
A two day event for Jo Downs Handmade Glass, a small art/design/retail organisation. The event included the entire staff (around 30 people) in building progress at strategic, departmental and individual levels, as well as leaving the participants with SF skills to use for themselves in the future.
“Conversations that stick”
In late 2012 I had a conversation with the head of management development of a FTSE 100 company. He said he was interested in putting on a “coaching” program for about 300 managers because he saw no signs of daily coaching going on despite having spent a large amount of investment over the years on “coaching”.