Blog

Terry Eagleton's recent book sparks off some thinking about the words that we use in the Solution Focused approach. Why is it that we talk about 'hopes' rather than 'dreams'?

Our friend and colleague Elliott Connie from Texas shares some of his recent thinking with us in this guest blog.

This is a 'guest blog' by Denise Yusuf. Denise is co-author with Harvey Ratner of 'Brief Coaching with Children and Young People' and draws here on her experience of working with children and school students.

What is the status of 'body language' in the SF approach. We know that the words we use are only a small part of the way that we communicate and that our understanding of those words in general conversation is mediated through our processing of 'body language'. So how do SF practitioners think about this?

How do therapists and counsellors and others manage when their clients have arrived at the conclusion that telling untruths may be the best strategy for managing their difficult lives. Harvey Ratner shares some of his thoughts.

Recognising our own strengths, what we are good at, our talents and abilities seems to be really tough for many if not most of us. And yet Solution Focused Practice invites clients to do exactly that. So what ideas do we have about how to make this easier for people?

So how do you create a rich, thought-provoking, stimulating, collaborative, enjoyable and indeed moving Summer School? It is simple. Mix together the following ingredients, stir well, simmer for 5 days and trust that with minimal pre-planning the participants will create something unique, something extraordinary that will continue to resonate, quietly, through all of our lives over the year to come.

Why is Solution Focus so tough on practitioners?

I was pleased to receive this interesting question from a recent 4-day foundation course participant.

The power of expectation seems to be a key element in the relative brevity and effectiveness of the Solution Focused Approach. Talking with people in such a way that change seems likely if not inevitable is an important part of the change process.