Solution And Feeling Based Questions

Solution And Feeling Based Questions Explained

When describing what you are seeking for, you can use the feelings and expressions of resistance and cooperation to highlight or pinpoint progress steps to control and reveal patterns.

You will find time to stop, reflect, and look at the complexity and chaos of this year’s challenges and experiences.

You can see what navigation tools and skills you’ve developed, or discovered throughout your challenges?

How you’ve managed to turn obstacles and situations into opportunities and how you can continue to build the effectiveness of your company, organisation, your team, yourself.

To identify patterns of what is giving you the best results to increase and discover patterns of what is not working to decrease – solution-focused questions, management, and interactions can be helpful.

Recently, a great solution-focused individual, shared two gems. As I read them, they challenged and helped me reframe my thoughts about organisations and change through complexity and chaos.

solution-focus questions to make change better
RATHER THAN asking, ‘what do you have to do to press forward?’ try asking, ‘How will you know you are making progress?

Here’s an example, you’re talking to your team, or you’re talking to a staff member, and they’re telling you, “I feel stuck in a rut, I can’t seem to get out of this hole. Currently, bombarded with work projects, and I can’t move forward in work projects.”

By asking – “How will you know you’re pressing forward? or what indicators will others notice that lets them see, or lets me see, or lets you know that you’re making progress?” Identifying these signs of indicators or exceptions or signs we call them, keeps you aware of patterns.

This next one pushed me into thinking differently.

A typical mentoring question, “How did that make you feel?”
how did that make you feel is not a good question to ask

Feeling questions seem to be a common way to go when asking questions (I use to use them all the time, and another one, I’m not sure how I feel about that.)

The “feeling question” acts as if the environment was forcing a feeling, seeing you as passive or impotent to the events, and your involvement.

Feelings stem from the interaction between you and other people, or you and the team, or the organisation. AND you can accept or realign your feelings; this is what supports the reframing of “What pleased you about the way you handled that?”

The response to that question may not even be your feelings.

It could have been ways you coped, strategies used, how the conversation was handled, or navigating the meeting. Returning to the question above, “what did you notice that highlighted your progress?”

Think about a problem you’re currently working with using both examples.

It can be anything of your choice. Once you get better understanding of what that problem is, what will you be doing instead of focusing on the problem?

What patterns or indicators will you notice that show progress?

Seeking for indicators or patterns supports progress better than feelings.

Feelings are co-constructed, and feelings get re-created when you think about the past based on your current presence in context. this invokes emotions.

What did I learn, and how do I best deal with it to make sense of doing things in a different way?

How do I learn, how do I make sense, and create a action-based response when I’m in similar situations again? How can I reinforce my skill sets to move forward to make good progress?

As a manager or leader in the organisation, the work-life is that you have to work to meet goals and objectives. And if you are a manager or leader, you are not my therapist. I’m not your therapist.

There’s work that has to get done inside the containment of expectations of accountability.

The accountability expectations are ways to figure out –

Building solution-focused skills and identifying indicators or patterns will allow you to make better sense of your environments, build your skill sets, and move forward.

How did you cope with that?
What did you do to make sense of that environment?
How can you build those skills as we advance?

Team work makes the dream work -Together we make progress.