Solution Oriented Goal Setting Questions Framework Flashcards
What does ACKNOWLEDGING do?
Joining the person
Walking in their shoes
Lets them know they are heard
Enables you to get the specifics rather than the general complaint
Explores the barriers to moving on- internal eg. fears, unhelpful habits, unhelpful beliefs
What do asking about LIKES achieve?
What questions can be asked?
Identifies motivational triggers
Identifies strengths and resources
What is it you like or enjoy doing/What sort of things do you like?
What is it about doing that that you really like/gives you satisfaction/enjoy?
Why is it important for you? What does it mean for you?
What questions can you ask to ACKNOWLEDGE the client’s story?
What is it that is concerning you?
What is it that we need to deal with?
What is the issue/problem at the moment?
Acknowledging barriers/what needs to be overcome-
What barriers have stopped you doing this? (eg money, lack of consensus/information, fear)
What does discussing GOALS do?
Opens up the possibilities when they feel stuck
Gets people thinking about moving in a desired direction
If possible get them to paint a video-picture of the future they want (what they will see, hear, feel)
Enables you to establish a mutually agreed goal
Gains consensus
Indicates that you expect a change/a solution and they can too
What questions can you ask about GOALS?
What’s missing?
When this is no longer a problem for you what would be different?
If we were to work this out what would the outcome be?
What needs to happen for this to work out for you?
How would you like things to be?
What does finding EXCEPTIONS do?
Identifies times that they have been successful in the past and how they might be able to use these strengths/actions again
Looks for exceptions to the problem
Seeks out what has worked before
What questions can be asked to find EXCEPTIONS?
What has worked well in the past?
When you have dealt with this in a satisfactory way in the past how did you do that?
Have you noticed what is happening when you are managing things well?
What was different then?
What is happening when you manage your work load and you are less stressed?
How does this service need to be in order for you to be satisfied?
If you to leave here satisfied what would have helped you do that?
What needs to happen in order for you to be satisfied?
What does discussing ACTIONS do?
People are more successful at taking smaller steps than big actions
Identify the easiest step the person can take- then they are more likely to do more
Setting an action plan breaks unhelpful patterns or behaviours
What questions can you ask when discussing ACTION?
SMART
What’s the first step that you could take?
What would be the easiest to continue?
How could you do this?
When could you start?
Who will be involved?
How will you involve them? How will you get them on side?
What does CONGRATULATING do?
Acknowledging changes encourages people to do more or continue the changes
Gives lots of credit
What can you do when CONGRATULATING someone?
Ask for video detail of what they did/how they did it/what they said
If successes are few, find them and compliment
Explore how they could have been even more effective in other aspects
Well done!
How did you achieve that?
