Solutions Focused Approach

Solution-focused is a future-focused, goal-directed approach to therapy that highlights the importance of searching for solutions rather than focusing on problems (Trepper, Dolan, McCollum, & Nelson, 2006; Proudlock & Wellman, 2011). As a counselling approach, solution-focused therapy allows people to adopt different perspectives to look at a specific situation and therefore deepen their understanding of antecedents and consequences (Lam & Yuen, 2008). In other words, it is a strengths-based approach, emphasizing people’s resilience, strengths, and resources people possess and how these can be utilized in the pursuit of goals and the enactment of purposeful positive change (Corcoran & Pillai, 2007; Grant, 2011; 2012).”

 

Adaptive Consulting

Adapting your consulting approach to be fit for purpose. Unlike traditional consulting, adaptive consulting deploys intuition honed through experience and deep research, growth mindset, positive interventions, strengths-based methodologies and solutions-focused coaching and facilitation.

Established What I Learnt Adaptive Consulting
Best practices (engineering, structure and process driven based on formulas) Not being stuck in “best practices” and methodologies or specific technology platforms, – examine what is essential and what actually works Good practices based on context and organizational needs: Apply design thinking and lean startup to design approach and tools that are “sticky” and translatable to all (rapid scaling)
Consultant as Domain Expert Help our clients be as clear as possible about what’s wanted and optimize their own inherent competencies and resources for achieving it Consultant comes with “a beginner’s mind”
Leadership Development Achieve visible change by providing our clients hands-on tools, tactics and practices to accelerate digital transformation maturity Leadership Culture Labs:

Prototyping values

Innovative new leadership models co-created by leaders in organization. The role of the program designed is to create patterns, tools and adaptive learning that scale and replicate across functions, projects, teams, and all levels of employees in the organization.

Research root causes and develop solutions for problems (time consuming, past focus) Take a direct and pragmatic route to what works by overlooking excursions such as delving into constant analysis of problems and trying to “fix” what’s not working Apply solutions focused thinking and agile methods for leadership and change: Build an organization that is stronger tomorrow than it is today
Change management to deal with “resistance: to change Organizations are social systems and change happens through structural/process change as well as changes in habits. People perform at their best when they are focused on realizing their strengths and potential while building their confidence Focus on the science of how people learn, grow and change: Cultivating a “growth mindset”, improving the quality and quantity for conversations and relationships
Data and analysis of the current situation to identify problems and needs and then solve these (SWOT) In the fast moving world with multiple changes happening at once, waiting for sufficient data, diagnosis through surveys, analysis and then validation can reliably be replaced with discover, choose, act – relying on intuition that is based on experience, research and rapid prototyping Study Deep Learing

Pathfinder Leadership in the DigitalFuture

“Map new terrain rather than chart old landmarks.” – Marshall McLuhan

Pathfinders…

are people who are able to venture into the not-yet-known, return and show the path to a new future and reality to their community.

In our history these were the people who opened up new value in society, be it in innovative forms of art, thinking or business models.

DigitalFutures Leadership

The most crucial lever for digital  transformation is leadership development.

Redefining leadership is an important step in changing culture.

“Cultural change may correlate directly to how regularly a set of new ideas are mentally animated by everyone.” (David Rock – Founder of the Neuroleadership Institute)

Leadership in the digital economy arises not by formal appointment, but is earned through a powerful core mission, creative imagination and intuition, inspiration through direct experience, taking a stance, doing things without asking permission and being a role model for vital impact.

It emerges in unexpected ways through

  • Unintentional intention
  • Effortless Effort
  • Uncultivated Original Communication

 

Not just Job Satisfaction… Also Job Enjoyment

“In addition to considering happiness differentials between broad categories of job type, we also study job quality by focusing on more specific workplace characteristics and how they relate to employees’ happiness.

As might be expected, we find that those in well-paying jobs are happier and more satisfied with their lives and their jobs, but a number of further aspects of people’s jobs are strongly predictive of varied measures of well-being.

Work-life balance emerges as a particularly strong predictor of people’s happiness.

Further factors include job variety and the need to learn new things, as well the level of individual autonomy enjoyed by the employee.

Moreover, job security and social capital (as measured through the support one receives from fellow workers) are also positively correlated with happiness, while jobs that involve risks to health and safety are generally associated with lower levels of subjective wellbeing.”

“The notion that employment matters greatly for the wellbeing of individuals is one of the most robust results to have come out of the economic study of human happiness.”

World Happiness Report 2017

Dimensions of Work Ethics

An individual’s propensity to engage in 6 key dimensions of work ethics:

  • Respect for Facts and Honesty
  •  Respect for Laws and Procedures
  •  Respect for Goods and Property
  •  Respect for Commitment
  •  Respect for Other People
  •  Respect for Equality

The dimensions are further separated into two facets: attitudes towards self and attitudes towards others. (CentralTest)

I would personally add another two dimensions, which is attitude towards your environment and towards nature.