How can you use solution-focused coaching models to help leaders find creative solutions?

Without goals there is no path to go. This is a good method for coaching leaders in their skill to lead with goals and know how to make them attractive for their employees too. If more leaders know this method they could also apply it on their employees which will lead to more individual goals and therefore more motivation, more ideas and creativity.

Solution-focused coaching models empower leaders by emphasizing positive outcomes and leveraging their strengths. Begin by identifying the leader's goals and exploring instances of past success. Encourage them to envision a future where the issue is resolved and explore the steps needed to get there. Utilize questions that promote creative thinking, such as "What small steps can you take?" and "Who else might have valuable insights?" This approach fosters a proactive mindset, enabling leaders to harness their creativity in problem-solving. Regularly revisit progress and celebrate achievements, reinforcing a constructive and solution-oriented approach to leadership challenges.

Here are my favourite practical questions you can ask during your sessions: 1. Goal, "What does success look like for you regarding this issue?" 2. Reality, "How would you describe the current reality, and how does it align with your desired goal?" 3. Options, "What alternative approaches or perspectives could help you address this challenge?" 4. Will, "Which option resonates most with you and aligns with your goals? What specific steps will you take to implement this solution?"

Here are my favourite questions for the OSKAR model: 1. Outcome, "What is the specific outcome or goal you would like to achieve as a leader in this situation?" 2. Scaling, "On a scale of 1 to 10, where are you currently in relation to your desired outcome? What would it take to move one point higher on the scale?" 3. Know-how, "How can you leverage your existing strengths and capabilities in this context?" 4. Resources, "What specific actions or strategies align with your strengths and will contribute to reaching your goal?"

Solution-focused coaching models can be a powerful tool for leaders looking to tackle complex problems and find innovative solutions. It's a systematic approach to problem-solving that helps leaders identify and explore potential solutions by focusing on their strengths, knowledge, and resources. One of the most appealing aspects of the OSKAR model is its focus on finding creative solutions rather than dwelling on the problem itself. By shifting the focus to what's possible, leaders can tap into their own creativity and ingenuity, and come up with solutions that might not have been possible otherwise.

Here are some of my top practical questions to ask when using the CLEAR model: 1. Contracting, "Are there any expectations or specific areas you would like to focus on during our session?" 2. Listening, "In what ways do you perceive this situation impacting your leadership role?" 3. Exploring, "What potential solutions or strategies have you considered in addressing this challenge?" 4. Action, "What specific steps or actions resonate with you as potential solutions?" 5. Review, "What insights or lessons have you gained from the experience, and how can they inform future actions?"

If leader know more about their own emotions and needs they will automatically learn to notice the emotions of their employees and bit more. Therefore the leaders could increase there appreciation and would recognize the needs of their team. The moment this happens, leaders can give more space for creativity for themselves and their team. It increases their confidence and psychological safety. To sum it up, recognizing our emotions and the needs behind them makes it possible to work stronger towards our goals with the power of our values.

For positive solution-focused coaching, I like using a blend of these models: ? Strengths-Based Coaching - Focus on strengths and how they can be leveraged creatively. ? Positive Framing - Emphasise positive language and frame challenges as opportunities for creative solutions. ? Appreciative Inquiry - Focus on discovering past successes, envisioning a successful future, designing creative solutions collaboratively, and empowering leaders to commit and implement those solutions. ? 5 Whys - Ask "Why?" repeatedly to identify the root cause of a challenge. ? Design Thinking - Engage in human-centered problem-solving by empathising with stakeholders, defining needs, ideating creative solutions, prototyping, and iterating.

It's all based around trust. Gain trust over time, encourage authenticity and real openness. Without these things it'll not be as effective I'm afraid.