HOW DO I... ENCOURAGE ENGAGEMENT AND ACTION FROM MY TEAM/COACHEES?
Coaching Skills for Managers
Introducing the Solutions Focused Approach
The Solutions-Focused (SF) approach is a coaching model that is also highly effective when applied by managers in coaching their team members. As the name implies it is essentially a solution rather than problem focused approach and is consequently very powerful in achieving buy-in or engagement from teams and also in developing skills and performance. It is described as a self-directed learning tool as it encourages the individual to take responsibility for their actions and development rather than having these imposed on, or directed by, another person. It operates on the following key principles:
the focus is on constructing solutions - the manager mainly facilitates solution-finding rather than digging into the cause of the problem
the manager considers/recognises that the individual is the expert in his or own life and has the ability to construct solutions (even if with help)
there is a fundamental expectation on the manager's part that positive change will occur - the manager expects the individual to do the work of change outside of the meeting
the manager helps the individual recognise and make use of local resources and outside support
there is clear and specific goal setting - goals should be stretching but attainable and set within a specific time frame.
the orientation is primarily future-focused (i.e. what the individual wants to happen) and not in the present or past
the manager actively and openly challenges and encourages the individual to think in new ways.
Self-directed learning is a key principle of the S-F approach. This includes a self-reliance on discovering solutions to problems, seeking and accepting feedback on progress and reflecting on that feedback, and taking responsibility for one's actions and the changes being worked upon.
Using the S-F approach to enhance your management of people takes practice. Here are some key tips:
Ask questions, don't 'sell' answers
Listen for and reinforce evidence of the person's strengths, resources and competence
Work with what people can do, not what they can't
Find out what people are already doing that is helpful and explore ways to amplify their strategies
Focus on the details of the solutions not the problems
To move away from a problem-focus to a solutions-focus involves 'reframing' the situation which helps the individual to step out of the habitual problem cycle - it is a vital tool in the S-F approach and enables the person to find new ways of looking at the situation and defining actions. The following are examples [1] of reframing:
Using compliments:
Individual: "It's far too expensive"
Manager: "It's great that you are concerned with keeping on budget. How can we make it more affordable?"
Using possibilities:
I: "I just can't relate to those people"
M: "So, up to now you haven't found a way to communicate with them. I wonder what might help to begin to develop good communication?"
Clarifying goals:
I: "I really want to improve my time management skills"
M: "So, what does good time management mean to you?"
With resistance:
I: "But I couldn't do all of that..."
M: "So, which bits could you do?"
If you'd like further information or advice on using the Solutions Focused approach, do get in touch.
[1] Examples are from Excellence in Coaching, (c) Ed. Jonathan Passmore