1. Solution Focused Communication
Brief Introduction

2. What is it?
Simple philosophy aimed to discover “What’s Working?” in any situation
Uses questions and language to move to a desired future based conversation
“What do we want?”
“How should we get there?”

3. What’s different? Problem Focused Solution Focused What’s wanted
What’s working
Progress
Influence
“Counter” in the past
Collaboration
Resources and Strengths
Simplicity
Actions
Problem Focused
What’s wrong
What needs fixing
Blame
Control
Causes in the past
The expert knows best
Deficits and Weaknesses
Complications
Definitions
Exercise
Partner A - interview Partner B about a recent problem so you can make an assessment of how serious it is. (3mins)
Switch
Partner A - interview Partner B about something recent that "went well, get details about what ―went well and how it happened. (3 mins)
Debrief what was different about the 2 interactions?
Jackson, P. & McKergow, M. “The Solutions Focus: Making Coaching and Change SIMPLE” 2nd Ed.”

5. Basic Assumptions If it’s not broken don’t fix it
People want to do well.
People’s methods aren’t always effective. “You must have a really good reason for doing this?”
People benefit from questions that help them to explore and reach goals.
If something’s working do more of it.
If it’s not working do something different

6. Basic Assumptions
Small steps can lead to large changes, commit to doing one thing different at a time.
The solution is not directly related to the problem.
The language we use to describe solutions is different than that needed to describe a problem.
No problem happens all the time. There are always exceptions that can be utilized.
The future is both created and negotiable!
Steve de Shazer, “More than Miracles: The State of the Art of Solution Focused Brief Therapy”

7. 3 Guiding Principles If it’s not broken don’t fix it
If something’s working do more of it.
If it’s not working do something different

8. The Neutral Stance Postpone your opinions and be curious.
Listen for what is working.
Be effective instead of being right.
Listen for where they are willing to do something different.
What we focus on gets bigger.
Be clear what you need/hope to see from them.
Monica

9. Developing A Future Vision
Start where the problem is solved.
Clear details and description of the future vision.
Discuss the role of support people in creating and working towards the future vision.
Develops a common language to decrease getting “stuck”.
Provides a standard for which people are striving
Accountability
Safety
Builds excitement and momentum.
Allows for individual creativity on the road without sacrificing the goal.

10. The Miracle Question
“Now, I want to ask you a strange question. Suppose that while you are sleeping tonight and the entire house is quiet, and a miracle happens. The miracle is that the problem that brought you here is solved. However, because you are sleeping, you don’t know that the miracle has happened. So when you wake up tomorrow what will tell you that a miracle has happened and the problem which brought you here is solved?”
DeJong, P., and Berg, I. K. Interviewing for Solutions. Pacific Grove, CA.:Brooks/Cole
Do visualization – imagine you are not sitting on a chair, raise hands if you could do that. Imagine you are sitting on you favorite chair raise hands…easier to imagine the presence of something than the absence of something.

11. The Miracle Question
Designed to move the person into a preferred future mindset
Have the person focus on as many details as vividly possible. Evoke as many senses as possible. Ask, “What else?” until they can’t come up with anything more.
Make sure the answers are future focused and get to behavioral specifics.
“I will be feeling better.”
“What will you be doing or thinking that tells you that you are feeling better?

12. The Miracle Question
Make sure to keep the focus on what is wanted, not what is not wanted.
Mental Rehearsing – Neuroscience
Studies show that mentally rehearsing something can lead to improvements in performance almost as great as actual practice. The brain doesn’t know the difference. This is why evoking all the senses is important.
Future Focused Stems

13. Partner Practice
Find a partner, Partner A asks the miracle question (or a version thereof), help them to paint a vivid picture. Ask “What Else” until they can’t come up with more. Take notes for them so they have a good description of their Miracle
Switch

14. Scaling Questions
Most well known SF tool. Designed to create measurable benchmarks to goal completion.
Connects where we are to the future vision.
Identifies what is already working.
Breaks down the small steps to goal completion.
Add hopefulness and motion.

15. Scaling Questions
Start by asking how close to the Desired Outcome are they on a scale of 1-10 if the Desired Outcome is 10
Ask what is it that has them where they are and not lower to start identifying what’s already working.

16. Exceptions – What We focus on Gets Bigger
Listen for or solicit exceptions to the challenge – no problem happens all the time
Are there times, past or present where the miracle or part of it has happened?
DETAILS! When? Where? Who? How? What?

17. More Scaling Questions
What will take them just a little closer to the next highest number.
What is the smallest thing that could happen that would make you feel like you are closer to the 10? Where on the scale would that put you?
“Between now and next time we meet what would need to happen to take you from a 2 to a 2.5?”

18. Finding a Goal The smallest thing is the goal!!
Keep coming back to this question as you move up the scale.
Slips ups are just that, go back to the process and get back on the horse. Success is one choice away!