Introduced by Carey Glass This article is short yet packs much thoughtful punch. It provides two practical tools for use in large scale change.
The first tool is a spin-off from the concept of an SF scale. It represents hierarchical organisations as a ladder to enable thinking about interactions from all perspectives; the broad perspective of leadership to the coalface perspective of staff.
The second is an elegant way of mapping the continuum and need for organisational stability, or change, against the level of environmental uncertainty.
SF Group Supervision: The group consisted of four participants working in a three-year project dealing with Social and Health Care. Solution Focused supervision was especially ordered for the last year of the project to support project implementation and assessment, goal achievement as well as strengthening the team before the end of the project.
About 30 employees of six different nursing homes took part in three sessions in a process that was arranged by a local social development company. The aim was to enhance the communication between the employees and the volunteers.
HRD-Team development process
The piece of work was carried out with a small HRD-team in a public organization. The aim of the process was to support change process of the team. The process lasted for six months including five half of a day workshops.
From Degradation to Fame
This coaching was special to me as a coach, because the customer’s goal for the coaching was to survive from a devastating degradation she had recently experienced as a middle manager in a public service work place.
Individual career coaching process of a CEO (2010-2011)
The goal of the process was to help a CEO leaving an organization to find a new position within a reasonable time. The process lasted for six months and included 8 sessions. The career coaching included three steps: self-analysis, getting to know various job search methods and active self-marketing.