What Is Solution-Focused Coaching?
Conversation Methods & Questions
What is solution-focused coaching and how does it differ from problem-focused thinking?
Too often, we look for solutions by diving into the core of the problem. However, this can have a negative impact on your thoughts, self-confidence, and self-image. In solution-focused coaching, you ask questions that reveal the coachee’s desired future and underlying vision. From there, you can take step-by-step action and make adjustments along the way.
Johan Van Eeckhout
Solution-focused coaching is a powerful method and collection of techniques that you learn to understand and apply in our accredited coach training program. It is an approach that focuses on positive progress. In a solution-focused conversation, you do not start from the problem or what is going wrong, but from where you want to go.
For example, you ask solution-focused questions to gain deeper insight into the desired situation. What does the coachee want to achieve? What shift is needed to get there? You then follow up with questions such as: What is already going well?
Solution-focused coaching does not mean that you help “solve” problems directly. It is simply a different approach or method for structuring conversations. By shifting the focus to a positive vision that the coachee can work toward step by step, motivation and self-confidence increase. In doing so, you place trust in the coachee’s capabilities and reinforce their change process.
- What Is Solution-Focused Coaching?
- Solution-Focused Coaching Method: Conversations & Questions
- Solution-Focused Coaching Programs
What is solution-focused coaching?
In solution-focused coaching, the focus is not on experiencing or analyzing a problem, but on searching for solutions. This approach is based on the belief in the coachee’s capabilities. You assume that he or she already possesses the knowledge, talents, and creativity needed to arrive at the best solution independently.
Solution-focused coaching therefore focuses on the actions you can already take today to change your future. It starts from a clear vision of where you want to be. This vision ultimately becomes the goal the coachee works toward. Actions are then taken and adjusted based on the results achieved.
Solution-Focused Coaching Method
Many managers, leaders, and coaches unconsciously adopt a problem-focused approach. This means the focus lies on the past and on what is going wrong. Such an approach often creates uncertainty and, as a result, analysis paralysis. You may miss opportunities because your attention is constantly drawn to what could go wrong.
A solution-focused method, on the other hand, focuses on what does work. You place trust and responsibility with the coachee to find their own solution. By asking solution-focused questions, you hold up a mirror that leads to deeper insight. This enables the coachee to make better decisions and take more effective actions independently.
In solution-focused coaching, you ask questions that lead to insight and action. In an accredited coach training program, you will learn how to:
- Clarify goals and define the desired shift
- Evaluate the current situation
- Discover the coachee’s strengths, talents, and past successes
- Identify possibilities and opportunities
- Anticipate obstacles and challenges
- Explore available resources and tools
- Take step-by-step action
- Monitor progress and make adjustments
Solution-Focused Conversation – 6 Steps
In a solution-focused conversation, you and the coach explore possibilities together and identify the best next steps. To do this effectively, the conversation must be guided by the right questions in order to facilitate the coachee’s thinking and reflection process.
The SHIFT! model is a solution-focused method for structuring conversations. This model is also covered in our accredited coach training program. It starts from the coachee’s goals and then explores the related capacities and possibilities.
Set goals –
The first phase of a solution-focused coaching conversation is defining and clarifying the right goals. What change does the coachee want to make?
Honour reality –
In the second phase, you acknowledge the coachee’s existing potential. You start from competencies, talents, and strengths.
Identify obstacles –
In phase three, you analyze the challenges and obstacles that stand in the way of the desired shift. What “benefits” does the current situation still offer the coachee?
Find resources –
Which resources can facilitate the shift? These can be internal resources such as tools or routines, as well as external resources such as support from team leaders, coaching, or mentoring.
Take action –
Which actions does the coachee want to stop, start, or continue? When will action be taken? What is the underlying motivation?
Stay alert! –
Sustainable change takes time. Small changes can make a big difference in the long run. It requires perseverance and commitment to keep improving and avoid falling back into old habits. Are you still on the right path?
Solution-Focused Questions
Solution-focused questions emphasize possibilities and stimulate thinking. As a coach, you do more than simply ask a series of questions. You actively listen during the conversation and ask questions to better understand the coachee or to broaden their perspective.
Solution-focused questions go beyond assumptions and limiting beliefs. They allow the coachee to consciously think in terms of opportunities in order to create the best possible solution.
Examples:
- What do you want to achieve? What does success look like for you?
- What is already going well? How can you build on that?
- What challenges are you facing? What could be improved?
- Who or what can help you achieve your goals?
- What is the next step? What concrete actions can you already take?
- How will you measure progress? From whom can you seek feedback?
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