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Handout for the UKASFP conference in Bath, July 2019 Solution Focused Intervision Intervision is the word that is used in Dutch and German speaking countries when we talk about meetings where participants in a group or team coach each other as it were on work related issues in a structured way. Over the past 15 years the team at Vraagkracht in The Netherlands have developed a Solution Focused way of doing Intervision and it has been welcomed and adopted by hundreds of teams in The Netherlands and Belgium. They also train and coach people, in Dutch or English, who want to learn more about facilitating Solution Focused Intervision. Paut Kromkamp, a member of the VraagKracht collective, has introduced the concept in English and provides live and online SF Intervision, coaching and training for the SFU and through her own company. Intervision can be used in case consultations, by a team that wishes to adopt new practices, in management teams that would like to coach each other and develop their work as a team, as a way to practice and further your Solution Focus skills and as the go-to place to be inspired by likeminded others. Groups ideally consist of five to eight or ten people, but larger groups are also possible with some modifications. Members can all have the same role or position in one company or they can come from varying backgrounds and/or jobs or organisations, depending on the goals and wishes of the group. In appreciative or Solution Focused organisations, the manager or team leader is welcome to be a member of the team Intervision group. Participants describe the Intervision sessions as fun and to the point. They also report that it deepens their understanding of their work, builds their confidence in their Solution Focused skills and that also the team building Intervision brings contributes to the change they wish to see in their organisations. Added bonus is that they all become more familiar with the skills and knowledge of their fellow workers, which adds to team collaboration and success. Another interesting observation is that participants often finds answers to their own questions, even if they have not put it to the group do be discussed. Or they get ideas for their work that up to that point they were nog (yet) actively looking for. Managers and team leaders report that teams that have regular Intervision sessions become more independent and resilient and enjoy their work more. At VraagKracht we have Intervision weekly, but in practice in most organisations it is once a month or once every six weeks - the effect is stronger with a higher frequency. The length of Intervsision sessions can vary. If you have them weekly, an hour is often enough. If you have them monthly, two or three hours is a better choice. On average one question needs about half an hour, or less with more experienced teams. At Vraagkracht we use a variety of Solution Focused Intervision models. Below I’ve described one model (1) that is always very popular and that shows the possibilities of Intervision. Other models we frequently use are called Positive Gossip, Three Columns (as used in Signs of Safety and Signs of Wellbeing), Resource Detective (based on Peter Szabo's work), A Trip To The Museum (based on Chris Iveson's analogy), PSPT (Problem, Suggestions, Plan, Tips - very suitable for more practical issues) and others. The variety makes it fun and keeps it interesting. Together with Rob Paludanus and Marieke Wulffraat I published a tool in Dutch that describe the various models step by step, to be used by the facilitator and the team at the same time. Publication in English is expected in 2020. Paut Kromkamp, Bath, July 2019 The six steps model (1) Facilitator: mandated by the group to guide the process. Colleague: the person putting his or her question to the table. Italics: for the facilitator. Normal: for the participants. Within quotation marks (“): ask literally. Numbered: ask the questions in that order. Bullets: choose from or make your own variation. One group member at a time gets to put their question or dilemma to the group. This question or dilemma is then discussed by the group – in a structured manner – with the aim of helping their colleague acquire new and useful ideas. Note: Suggest the group to begin their question with “How can I …” 1. The question or dilemma Facilitator to the colleague posing his or her ‘How can I …’ question: - What is the reason behind your question? - Tell us about your dilemma - What is your main reason for asking this question? 2. Brief elaboration “Could you describe to us, in five to ten sentences max, the context of your question? Talk about things that might be useful for us to know, so that we can give you suggestions that will be most useful to you.” “At the end, please ask your question again. See if you can start your question with: “How can I …” . 3. Clarifying questions Facilitator: “Everyone of us gets the chance to ask (one / your very best) question that you think might be really useful for our colleague. The idea is not to go for facts, but to focus on what would be most helpful for your colleague.” Group: - What have you done so far that worked? - On a scale of one to ten, one being: I am totally at the beginning and ten is: yes, I can close the case/the project is finished successfully/…, where are you now? - Suppose a colleague were to ask you this question, what advice would give him or her? - What solutions for your dilemma have you thought of yourself? - What have you tried so far that has not worked? - You clearly have thought about this a lot. What ideas have you come up with already? - What did you do in earlier situations like this that worked? - Suppose we don’t come up with the right ideas, who else could you ask? Facilitator: - How have our questions so far been useful? - What questions would you have liked us to ask that we didn’t? - Would you like to rephrase your question at this time? What would it be now? 4. Appreciation round (To the team:) “Briefly tell your colleague the one thing that impressed you the most about him or her, based on what you just heard, like: - I admire … - I am impressed by … - I envy how you … It’s okay to repeat a compliment if the person before you says exactly what you wanted to say. It just makes the compliment bigger! The colleague who asked the question to the group just listens and does not respond, other maybe than to say thank you...” Note: sometimes the person who had the original question has already formed enough ideas for themselves at this stage. It’s very solution focused to just leave it at that and stop here!) 5. Tips and ideas (To the colleague who asked the question to the group) “ Just listen and write down what makes you curious and what you might want to remember.” (To the rest of the group) “Give your colleague your tip or idea in a concrete and clear way, in one sentence, starting for example with: - I would … - Remember … - You could read … - Go and talk to … “ Let the group go several rounds. Ask the colleague with the question after a while if he or she has heard things that could be useful. Or you could continue till everyone has run out of suggestions. 6. Reflection by the person with the question “On a scale of one to ten, where one is: this was a total waste of time and ten is: this was the best decision I could have made today, to ask you guys this question, where on the scale would you say you are right now?” And perhaps you would like to ask something like: What could we have said that would have made it just a tiny bit higher? Note: The rest of the group does not ask any more questions or adds tips or suggestions at this point. Thank you's all around and on to the next question. Have fun! Correspondence: [email protected] (1) This six step model is based on Solution Focused Reflecting Teams by Harry Norman et al., Bristol, and has also been described by Daniel Meier of Solutionsurfers, Switzerland Solution Focused Intervsion - Paut Kromkamp woensdag 24 juli 2019 09:23

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Page 1: Solution Focused Intervsion - Paut Kromkamp · 2019-08-14 · Correspondence: paut-kromkamp@vraagkracht.nl (1) This six step model is based on Solution Focused Reflecting Teams by

HandoutfortheUKASFPconferenceinBath,July2019

SolutionFocusedIntervision

IntervisionisthewordthatisusedinDutchandGermanspeakingcountrieswhenwetalkaboutmeetingswhereparticipantsinagrouporteamcoacheachotherasitwereonworkrelatedissuesinastructuredway.Overthepast15yearstheteamatVraagkrachtinTheNetherlandshavedevelopedaSolutionFocusedwayofdoingIntervisionandithasbeenwelcomedandadoptedbyhundredsofteamsinTheNetherlandsandBelgium.Theyalsotrainandcoachpeople,inDutchorEnglish,whowanttolearnmoreaboutfacilitatingSolutionFocusedIntervision.PautKromkamp,amemberoftheVraagKrachtcollective,hasintroducedtheconceptinEnglishandprovidesliveandonlineSFIntervision,coachingandtrainingfortheSFUandthroughherowncompany.

Intervisioncanbeusedincaseconsultations,byateamthatwishestoadoptnewpractices,inmanagementteamsthatwouldliketocoacheachotheranddeveloptheirworkasateam,asawaytopracticeandfurtheryourSolutionFocusskillsandasthego-toplacetobeinspiredbylikemindedothers.Groupsideallyconsistoffivetoeightortenpeople,butlargergroupsarealsopossiblewithsomemodifications.Memberscanallhavethesameroleorpositioninonecompanyortheycancomefromvaryingbackgroundsand/orjobsororganisations,dependingonthegoalsandwishesofthegroup.InappreciativeorSolutionFocusedorganisations,themanagerorteamleaderiswelcometobeamemberoftheteamIntervisiongroup.

ParticipantsdescribetheIntervisionsessionsasfunandtothepoint.Theyalsoreportthatitdeepenstheirunderstandingoftheirwork,buildstheirconfidenceintheirSolutionFocusedskillsandthatalsotheteambuildingIntervisionbringscontributestothechangetheywishtoseeintheirorganisations.Addedbonusisthattheyallbecomemorefamiliarwiththeskillsandknowledgeoftheirfellowworkers,whichaddstoteamcollaborationandsuccess.Anotherinterestingobservationisthatparticipantsoftenfindsanswerstotheirownquestions,eveniftheyhavenotputittothegroupdobediscussed.Ortheygetideasfortheirworkthatuptothatpointtheywerenog(yet)activelylookingfor.ManagersandteamleadersreportthatteamsthathaveregularIntervisionsessionsbecomemoreindependentandresilientandenjoytheirworkmore.AtVraagKrachtwehaveIntervisionweekly,butinpracticeinmostorganisationsitisonceamonthoronceeverysixweeks- theeffectisstrongerwithahigherfrequency.ThelengthofIntervsisionsessionscanvary.Ifyouhavethemweekly,anhourisoftenenough.Ifyouhavethemmonthly,twoorthreehoursisabetterchoice.Onaverageonequestionneedsabouthalfanhour,orlesswithmoreexperiencedteams.

AtVraagkrachtweuseavarietyofSolutionFocusedIntervisionmodels.BelowI’vedescribedonemodel(1)thatisalwaysverypopularandthatshowsthepossibilitiesofIntervision.OthermodelswefrequentlyusearecalledPositiveGossip,ThreeColumns(asusedinSignsofSafetyandSignsofWellbeing),ResourceDetective(basedonPeterSzabo'swork),ATripToTheMuseum(basedonChrisIveson'sanalogy),PSPT(Problem,Suggestions,Plan,Tips- verysuitableformorepracticalissues)andothers.Thevarietymakesitfunandkeepsitinteresting.

TogetherwithRobPaludanusandMariekeWulffraatIpublishedatoolinDutchthatdescribethevariousmodelsstepbystep,tobeusedbythefacilitatorandtheteamatthesametime.PublicationinEnglishisexpectedin2020.

PautKromkamp,Bath,July2019

Thesixstepsmodel(1)

Facilitator:mandatedbythegrouptoguidetheprocess.Colleague:thepersonputtinghisorherquestiontothetable.Italics:forthefacilitator.Normal:fortheparticipants.Withinquotationmarks(“):askliterally.Numbered:askthequestionsinthatorder.Bullets:choosefromormakeyourownvariation.

Onegroupmemberatatimegetstoputtheirquestionordilemmatothegroup.Thisquestionordilemmaisthendiscussedbythegroup– inastructuredmanner– withtheaimofhelpingtheircolleagueacquirenewandusefulideas.

Note:Suggestthegrouptobegintheirquestionwith“HowcanI…”

1.ThequestionordilemmaFacilitatortothecolleagueposinghisorher‘HowcanI…’question:- Whatisthereasonbehindyourquestion?- Tellusaboutyourdilemma- Whatisyourmainreasonforaskingthisquestion?

2.Briefelaboration“Couldyoudescribetous,infivetotensentencesmax,thecontextofyourquestion?Talkaboutthingsthatmightbeusefulforustoknow,sothatwecangiveyousuggestionsthatwillbemostusefultoyou.”“Attheend,pleaseaskyourquestionagain.Seeifyoucanstartyourquestionwith:“HowcanI…”.

3.ClarifyingquestionsFacilitator:“Everyoneofusgetsthechancetoask(one/yourverybest)questionthatyouthinkmightbereallyusefulforourcolleague.Theideaisnottogoforfacts,buttofocusonwhatwouldbemosthelpfulforyourcolleague.”

Group:- Whathaveyoudonesofarthatworked?- Onascaleofonetoten,onebeing:Iamtotallyatthebeginningandtenis:yes,Icanclosethecase/theprojectis

finishedsuccessfully/…,whereareyounow?- Supposeacolleagueweretoaskyouthisquestion,whatadvicewouldgivehimorher?- Whatsolutionsforyourdilemmahaveyouthoughtofyourself?- Whathaveyoutriedsofarthathasnotworked?- Youclearlyhavethoughtaboutthisalot.Whatideashaveyoucomeupwithalready?- Whatdidyoudoinearliersituationslikethisthatworked?- Supposewedon’tcomeupwiththerightideas,whoelsecouldyouask?

Facilitator:- Howhaveourquestionssofarbeenuseful?- Whatquestionswouldyouhavelikedustoaskthatwedidn’t?- Wouldyouliketorephraseyourquestionatthistime?Whatwoulditbenow?

4.Appreciationround(Totheteam:)“Brieflytellyourcolleaguetheonethingthatimpressedyouthemostabouthimorher,basedonwhatyoujustheard,like:

- Iadmire…- Iamimpressedby…- Ienvyhowyou…

It’sokaytorepeatacomplimentifthepersonbeforeyousaysexactlywhatyouwantedtosay.Itjustmakesthecomplimentbigger!Thecolleaguewhoaskedthequestiontothegroupjustlistensanddoesnotrespond,othermaybethantosaythankyou...”

Note:sometimesthepersonwhohadtheoriginalquestionhasalreadyformedenoughideasforthemselvesatthisstage.It’sverysolutionfocusedtojustleaveitatthatandstophere!)

5.Tipsandideas(Tothecolleaguewhoaskedthequestiontothegroup)“Justlistenandwritedownwhatmakesyoucuriousandwhatyoumightwanttoremember.”(Totherestofthegroup)“Giveyourcolleagueyourtiporideainaconcreteandclearway,inonesentence,startingforexamplewith:- Iwould…- Remember…- Youcouldread…- Goandtalkto…“Letthegroupgoseveralrounds.Askthecolleaguewiththequestionafterawhileifheorshehasheardthingsthatcouldbeuseful.Oryoucouldcontinuetilleveryonehasrunoutofsuggestions.

6.Reflectionbythepersonwiththequestion“Onascaleofonetoten,whereoneis:thiswasatotalwasteoftimeandtenis:thiswasthebestdecisionIcouldhavemadetoday,toaskyouguysthisquestion,whereonthescalewouldyousayyouarerightnow?”Andperhapsyouwouldliketoasksomethinglike:Whatcouldwehavesaidthatwouldhavemadeitjustatinybithigher?

Note:Therestofthegroupdoesnotaskanymorequestionsoraddstipsorsuggestionsatthispoint.Thankyou'sallaroundandontothenextquestion.Havefun!

Correspondence:[email protected]

(1)ThissixstepmodelisbasedonSolutionFocusedReflectingTeamsbyHarryNormanetal.,Bristol,andhasalsobeendescribedbyDanielMeierofSolutionsurfers,Switzerland

SolutionFocusedIntervsion- PautKromkampwoensdag24juli2019 09:23

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