… in short: 100% resource and solution focus by questions such as … … 1. Appraisal interviews: “What progress have you made?“, “What are you proud of?“, “Who could help you further?“ … 2. Team members complains: “What was different when things worked?“, “ What else?“,...

We are all too familiar with these 4 situations and yes, we do have our proven recipes how to tackle them: You have to conduct an appraisal interview  One of your team members complains about another one You are not happy with somebody in your team  You would like to...

Confidence does not mean ignoring problems in the optimistic belief that they will resolve themselves.  It means recognizing and tackling crises, but never losing hope.  It is important not to compare ourselves with others, but to focus our attention on the positive...

Although there is no `magic bullet` when it comes to crisis resilience some people find it much easier to cope with and adapt to new situations - why? Well, one success factor is clearly that more resilient people can rely on their resources - including help from...

In hindsight, crises can be nicely divided into 5 phases - but how “crisis-prone” are we in advance? Which beliefs, expectations and behaviors let us survive a crisis more or less well? I developed this self-test here with only 10 questions and 3 possible answers each...

True to the motto "The solution does not matter how the problem arose" the client has the key to resolving the conflict: his/her own behavior has led to reactions and back-reactions, which, in this case, has further aggravated the conflict over years. There is no...

If not, conflicts at work are inevitable but can be tackled by solution-focused coaching. The attached dialogue between the client and myself here is from my coaching practice and gives you an idea as to how it works. Alternatively you can also listen to the dialogue...

With scaling questions, the current “level of suffering”, small progress that has already been made unnoticed and wishes can be made tangible and measurable. The challenge for the coach is to remain neutral because there is a natural tendency to empower the client in...

„Wow, you are already at 3: How did you achieve that?“ „Suppose you are at your targeted 9: What would you make differently?“ „When where you at a 6 in the past on something else? How did others react?“ „How will you start to notice that you have moved from 3 to 4?“...

The 3rd question is a subtle one as it (rightly) assumes that there are already such signs. However, we frequently tend to overlook them by focusing on what’s wrong, not what’s right. Will translate those questions into a scaling tool next week to make them more...