solution focused problem solving examples

What is Solution-Focused Therapy: 3 Essential Techniques

You’re at an important business meeting, and you’re there to discuss some problems your company is having with its production.

At the meeting, you explain what’s causing the problems: The widget-producing machine your company uses is getting old and slowing down. The machine is made up of hundreds of small parts that work in concert, and it would be much more expensive to replace each of these old, worn-down parts than to buy a new widget-producing machine.

You are hoping to convey to the other meeting attendees the impact of the problem, and the importance of buying a new widget-producing machine. You give a comprehensive overview of the problem and how it is impacting production.

One meeting attendee asks, “So which part of the machine, exactly, is getting worn down?” Another says, “Please explain in detail how our widget-producing machine works.” Yet another asks, “How does the new machine improve upon each of the components of the machine?” A fourth attendee asks, “Why is it getting worn down? We should discuss how the machine was made in order to fully understand why it is wearing down now.”

You are probably starting to feel frustrated that your colleagues’ questions don’t address the real issue. You might be thinking, “What does it matter how the machine got worn down when buying a new one would fix the problem?” In this scenario, it is much more important to buy a new widget-producing machine than it is to understand why machinery wears down over time.

When we’re seeking solutions, it’s not always helpful to get bogged down in the details. We want results, not a narrative about how or why things became the way they are.

This is the idea behind solution-focused therapy . For many people, it is often more important to find solutions than it is to analyze the problem in great detail. This article will cover what solution-focused therapy is, how it’s applied, and what its limitations are.

Before you continue, we thought you might like to download our three Positive Psychology Exercises for free . These science-based exercises will explore fundamental aspects of positive psychology including strengths, values, and self-compassion, and will give you the tools to enhance the wellbeing of your clients, students, or employees.

This Article Contains:

What is solution-focused therapy, theory behind the solution-focused approach, solution-focused model, popular techniques and interventions, sfbt treatment plan: an example, technologies to execute an sfbt treatment plan (incl. quenza), limitations of sfbt counseling, what does sfbt have to do with positive psychology, a take-home message.

Solution-focused therapy, also called solution-focused brief therapy (SFBT), is a type of therapy that places far more importance on discussing solutions than problems (Berg, n.d.). Of course, you must discuss the problem to find a solution, but beyond understanding what the problem is and deciding how to address it, solution-focused therapy will not dwell on every detail of the problem you are experiencing.

Solution-focused brief therapy doesn’t require a deep dive into your childhood and the ways in which your past has influenced your present. Instead, it will root your sessions firmly in the present while working toward a future in which your current problems have less of an impact on your life (Iveson, 2002).

This solution-centric form of therapy grew out of the field of family therapy in the 1980s. Creators Steve de Shazer and Insoo Kim Berg noticed that most therapy sessions were spent discussing symptoms, issues, and problems.

De Shazer and Berg saw an opportunity for quicker relief from negative symptoms in a new form of therapy that emphasized quick, specific problem-solving rather than an ongoing discussion of the problem itself.

The word “brief” in solution-focused brief therapy is key. The goal of SFBT is to find and implement a solution to the problem or problems as soon as possible to minimize time spent in therapy and, more importantly, time spent struggling or suffering (Antin, 2018).

SFBT is committed to finding realistic, workable solutions for clients as quickly as possible, and the efficacy of this treatment has influenced its spread around the world and use in multiple contexts.

SFBT has been successfully applied in individual, couples, and family therapy. The problems it can address are wide-ranging, from the normal stressors of life to high-impact life events.

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The solution-focused approach of SFBT is founded in de Shazer and Berg’s idea that the solutions to one’s problems are typically found in the “exceptions” to the problem, meaning the times when the problem is not actively affecting the individual (Iveson, 2002).

This approach is a logical one—to find a lasting solution to a problem, it is rational to look first at those times in which the problem lacks its usual potency.

For example, if a client is struggling with excruciating shyness, but typically has no trouble speaking to his or her coworkers, a solution-focused therapist would target the client’s interactions at work as an exception to the client’s usual shyness. Once the client and therapist have discovered an exception, they will work as a team to find out how the exception is different from the client’s usual experiences with the problem.

The therapist will help the client formulate a solution based on what sets the exception scenario apart, and aid the client in setting goals and implementing the solution.

You may have noticed that this type of therapy relies heavily on the therapist and client working together. Indeed, SFBT works on the assumption that every individual has at least some level of motivation to address their problem or problems and to find solutions that improve their quality of life .

This motivation on the part of the client is an essential piece of the model that drives SFBT (Miller & Rollnick, 2013).

Solution-focused theorists and therapists believe that generally, people develop default problem patterns based on their experiences, as well as default solution patterns.

These patterns dictate an individual’s usual way of experiencing a problem and his or her usual way of coping with problems (Focus on Solutions, 2013).

The solution-focused model holds that focusing only on problems is not an effective way of solving them. Instead, SFBT targets clients’ default solution patterns, evaluates them for efficacy, and modifies or replaces them with problem-solving approaches that work (Focus on Solutions, 2013).

In addition to this foundational belief, the SFBT model is based on the following assumptions:

Change is constant and certain;
Emphasis should be on what is changeable and possible;
Clients must want to change;
Clients are the experts in therapy and must develop their own goals;
Clients already have the resources and strengths to solve their problems;
Therapy is short-term;
The focus must be on the future—a client’s history is not a key part of this type of therapy (Counselling Directory, 2017).

Based on these assumptions, the model instructs therapists to do the following in their sessions with clients:

Ask questions rather than “selling” answers;
Notice and reinforce evidence of the client’s positive qualities, strengths, resources, and general competence to solve their own problems;
Work with what people can do rather than focusing on what they can’t do;
Pinpoint the behaviors a client is already engaging in that are helpful and effective and find new ways to facilitate problem-solving through these behaviors;
Focus on the details of the solution instead of the problem;
Develop action plans that work for the client (Focus on Solutions, 2013).

SFBT therapists aim to bring out the skills, strengths, and abilities that clients already possess rather than attempting to build new competencies from scratch. This assumption of a client’s competence is one of the reasons this therapy can be administered in a short timeframe—it is much quicker to harness the resources clients already have than to create and nurture new resources.

Beyond these basic activities, there are many techniques and exercises used in SFBT to promote problem-solving and enhance clients’ ability to work through their own problems.

asking questions solution-focused therapy

Working with a therapist is generally recommended when you are facing overwhelming or particularly difficult problems, but not all problems require a licensed professional to solve.

For each technique listed below, it will be noted if it can be used as a standalone technique.

Asking good questions is vital in any form of therapy, but SFBT formalized this practice into a technique that specifies a certain set of questions intended to provoke thinking and discussion about goal-setting and problem-solving.

One such question is the “coping question.” This question is intended to help clients recognize their own resiliency and identify some of the ways in which they already cope with their problems effectively.

There are many ways to phrase this sort of question, but generally, a coping question is worded something like, “How do you manage, in the face of such difficulty, to fulfill your daily obligations?” (Antin, 2018).

Another type of question common in SFBT is the “miracle question.” The miracle question encourages clients to imagine a future in which their problems are no longer affecting their lives. Imagining this desired future will help clients see a path forward, both allowing them to believe in the possibility of this future and helping them to identify concrete steps they can take to make it happen.

This question is generally asked in the following manner: “Imagine that a miracle has occurred. This problem you are struggling with is suddenly absent from your life. What does your life look like without this problem?” (Antin, 2018).

If the miracle question is unlikely to work, or if the client is having trouble imagining this miracle future, the SFBT therapist can use “best hopes” questions instead. The client’s answers to these questions will help establish what the client is hoping to achieve and help him or her set realistic and achievable goals.

The “best hopes” questions can include the following:

What are your best hopes for today’s session?
What needs to happen in this session to enable you to leave thinking it was worthwhile?
How will you know things are “good enough” for our sessions to end?
What needs to happen in these sessions so that your relatives/friends/coworkers can say, “I’m really glad you went to see [the therapist]”? (Vinnicombe, n.d.).

To identify the exceptions to the problems plaguing clients, therapists will ask “exception questions.” These are questions that ask about clients’ experiences both with and without their problems. This helps to distinguish between circumstances in which the problems are most active and the circumstances in which the problems either hold no power or have diminished power over clients’ moods or thoughts.

Exception questions can include:

Tell me about the times when you felt the happiest;
What was it about that day that made it a better day?
Can you think of times when the problem was not present in your life? (Counselling Directory, 2017).

Another question frequently used by SFBT practitioners is the “scaling question.”

It asks clients to rate their experiences (such as how their problems are currently affecting them, how confident they are in their treatment, and how they think the treatment is progressing) on a scale from 0 (lowest) to 10 (highest). This helps the therapist to gauge progress and learn more about clients’ motivation and confidence in finding a solution.

For example, an SFBT therapist may ask, “On a scale from 0 to 10, how would you rate your progress in finding and implementing a solution to your problem?” (Antin, 2018).

Do One Thing Different

This exercise can be completed individually, but the handout may need to be modified for adult or adolescent users.

This exercise is intended to help the client or individual to learn how to break his or her problem patterns and build strategies to simply make things go better.

The handout breaks the exercise into the following steps (Coffen, n.d.):

Think about the things you do in a problem situation. Change any part you can. Choose to change one thing, such as the timing, your body patterns (what you do with your body), what you say, the location, or the order in which you do things;
Think of a time that things did not go well for you. When does that happen? What part of that problem situation will you do differently now?
Think of something done by somebody else does that makes the problem better. Try doing what they do the next time the problem comes up. Or, think of something that you have done in the past that made things go better. Try doing that the next time the problem comes up;
Think of something that somebody else does that works to make things go better. What is the person’s name and what do they do that you will try?
Think of something that you have done in the past that helped make things go better. What did you do that you will do next time?
Feelings tell you that you need to do something. Your brain tells you what to do. Understand what your feelings are but do not let them determine your actions. Let your brain determine the actions;
Feelings are great advisors but poor masters (advisors give information and help you know what you could do; masters don’t give you choices);
Think of a feeling that used to get you into trouble. What feeling do you want to stop getting you into trouble?
Think of what information that feeling is telling you. What does the feeling suggest you should do that would help things go better?
Change what you focus on. What you pay attention to will become bigger in your life and you will notice it more and more. To solve a problem, try changing your focus or your perspective.
Think of something that you are focusing on too much. What gets you into trouble when you focus on it?
Think of something that you will focus on instead. What will you focus on that will not get you into trouble?
Imagine a time in the future when you aren’t having the problem you are having right now. Work backward to figure out what you could do now to make that future come true;
Think of what will be different for you in the future when things are going better;
Think of one thing that you would be doing differently before things could go better in the future. What one thing will you do differently?
Sometimes people with problems talk about how other people cause those problems and why it’s impossible to do better. Change your story. Talk about times when the problem was not happening and what you were doing at that time. Control what you can control. You can’t control other people, but you can change your actions, and that might change what other people do;
Think of a time when you were not having the problem that is bothering you. Talk about that time.
If you believe in a god or a higher power, focus on God to get things to go better. When you are focused on God or you are asking God to help you, things might go better for you.
Do you believe in a god or a higher power? Talk about how you will seek help from your god to make things go better.
Use action talk to get things to go better. Action talk sticks to the facts, addresses only the things you can see, and doesn’t address what you believe another person was thinking or feeling—we have no way of knowing that for sure. When you make a complaint, talk about the action that you do not like. When you make a request, talk about what action you want the person to do. When you praise someone, talk about what action you liked;
Make a complaint about someone cheating at a game using action talk;
Make a request for someone to play fairly using action talk;
Thank someone for doing what you asked using action talk.

Following these eight steps and answering the questions thoughtfully will help people recognize their strengths and resources, identify ways in which they can overcome problems, plan and set goals to address problems, and practice useful skills.

While this handout can be extremely effective for SFBT, it can also be used in other therapies or circumstances.

To see this handout and download it for you or your clients, click here .

Presupposing Change

one thing different solution-focused therapy

The “presupposing change” technique has great potential in SFBT, in part because when people are experiencing problems, they have a tendency to focus on the problems and ignore the positive changes in their life.

It can be difficult to recognize the good things happening in your life when you are struggling with a painful or particularly troublesome problem.

This technique is intended to help clients be attentive to the positive things in their lives, no matter how small or seemingly insignificant. Any positive change or tiny step of progress should be noted, so clients can both celebrate their wins and draw from past wins to facilitate future wins.

Presupposing change is a strikingly simple technique to use: Ask questions that assume positive changes. This can include questions like, “What’s different or better since I saw you last time?”

If clients are struggling to come up with evidence of positive change or are convinced that there has been no positive change, the therapist can ask questions that encourage clients to think about their abilities to effectively cope with problems, like, How come things aren’t worse for you? What stopped total disaster from occurring? How did you avoid falling apart? (Australian Institute of Professional Counsellors, 2009).

The most powerful word in the Solution Focused Brief Therapy vocabulary – The Solution Focused Universe

A typical treatment plan in SFBT will include several factors relevant to the treatment, including:

The reason for referral, or the problem the client is experiencing that brought him or her to treatment;
A diagnosis (if any);
List of medications taken (if any);
Current symptoms;
Support for the client (family, friends, other mental health professionals, etc.);
Modality or treatment type;
Frequency of treatment;
Goals and objectives;
Measurement criteria for progress on goals;
Client strengths ;
Barriers to progress.

All of these are common and important components of a successful treatment plan. Some of these components (e.g., diagnosis and medications) may be unaddressed or acknowledged only as a formality in SFBT due to its usual focus on less severe mental health issues. Others are vital to treatment progress and potential success in SFBT, including goals, objectives, measurement criteria, and client strengths.

To this end, therapists are increasingly leveraging the benefits of technology to help develop, execute, and evaluate the outcomes of treatment plans efficiently.

Among these technologies are many digital platforms that therapists can use to carry out some steps in clients’ treatment plans outside of face-to-face sessions.

For example, by adopting a versatile blended care platform such as Quenza , an SFBT practitioner may carry out some of the initial steps in the assessment/diagnosis phase of a treatment plan, such as by inviting the client to complete a digital diagnostic questionnaire.

Likewise, the therapist may use the platform to send digital activities to the client’s smartphone, such as an end-of-day reflection inviting the client to recount their application of the ‘Do One Thing Different’ technique to overcome a problem.

These are just a few ideas for how you might use a customizable blended care tool such as Quenza to help carry out several of the steps in an SFBT treatment plan.

Some of the potential disadvantages for therapists include (George, 2010):

The potential for clients to focus on problems that the therapist believes are secondary problems. For example, the client may focus on a current relationship problem rather than the underlying self-esteem problem that is causing the relationship woes. SFBT dictates that the client is the expert, and the therapist must take what the client says at face value;
The client may decide that the treatment is successful or complete before the therapist is ready to make the same decision. This focus on taking what the client says at face value may mean the therapist must end treatment before they are convinced that the client is truly ready;
The hard work of the therapist may be ignored. When conducted successfully, it may seem that clients solved their problems by themselves, and didn’t need the help of a therapist at all. An SFBT therapist may rarely get credit for the work they do but must take all the blame when sessions end unsuccessfully.

Some of the potential limitations for clients include (Antin, 2018):

The focus on quick solutions may miss some important underlying issues;
The quick, goal-oriented nature of SFBT may not allow for an emotional, empathetic connection between therapist and client.
If the client wants to discuss factors outside of their immediate ability to effect change, SFBT may be frustrating in its assumption that clients are always able to fix or address their problems.

Generally, SFBT can be an excellent treatment for many of the common stressors people experience in their lives, but it may be inappropriate if clients want to concentrate more on their symptoms and how they got to where they are today. As noted earlier, it is also generally not appropriate for clients with major mental health disorders.

solution focused problem solving examples

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First, both SFBT and positive psychology share a focus on the positive—on what people already have going for them and on what actions they can take. While problems are discussed and considered in SFBT, most of the time and energy is spent on discussing, thinking about, and researching what is already good, effective, and successful.

Second, both SFBT and positive psychology consider the individual to be his or her own best advocate, the source of information on his or her problems and potential solutions, and the architect of his or her own treatment and life success. The individual is considered competent, able, and “enough” in both SFBT and positive psychology.

This assumption of the inherent competence of individuals has run both subfields into murky waters and provoked criticism, particularly when systemic and societal factors are considered. While no respectable psychologist would disagree that an individual is generally in control of his or her own actions and, therefore, future, there is considerable debate about what level of influence other factors have on an individual’s life.

While many of these criticisms are valid and bring up important points for discussion, we won’t dive too deep into them in this piece. Suffice it to say that both SFBT and positive psychology have important places in the field of psychology and, like any subfield, may not apply to everyone and to all circumstances.

However, when they do apply, they are both capable of producing positive, lasting, and life-changing results.

Solution-focused therapy puts problem-solving at the forefront of the conversation and can be particularly useful for clients who aren’t suffering from major mental health issues and need help solving a particular problem (or problems). Rather than spending years in therapy, SFBT allows such clients to find solutions and get results quickly.

Have you ever tried Solution-Focused Brief Therapy, as a therapist or as a client? What did you think of the focus on solutions? Do you think SFBT misses anything important by taking the spotlight off the client’s problem(s)? Let us know in the comments section.

We hope you enjoyed reading this article. Don’t forget to download our three Positive Psychology Exercises for free .

Antin, L. (2018). Solution-focused brief therapy (SFBT). Good Therapy. Retrieved from https://www.goodtherapy.org/learn-about-therapy/types/solution-focused-therapy

Australian Institute of Professional Counsellors. (2009, March 30). Solution-focused techniques. Counseling Connection. Retrieved from http://www.counsellingconnection.com/index.php/2009/03/30/solution-focused-techniques/
Berg, I. K. (n.d.). About solution-focused brief therapy. SFBTA . Retrieved from http://www.sfbta.org/about_sfbt.html
Coffen, R. (n.d.). Do one thing different [Handout]. Retrieved from https://www.andrews.edu/~coffen/Do%20one%20thing%20different.pdf
Focus on Solutions. (2013, October 28). The brief solution-focused model. Focus on solutions: Leaders in solution-focused training. Retrieved from http://www.focusonsolutions.co.uk/solutionfocused/
George, E. (2010). Disadvantages of solution focus? BRIEF. Retrieved from https://www.brief.org.uk/resources/faq/disadvantages-of-solution-focus
Iveson, C. (2002). Solution-focused brief therapy. Advances in Psychiatric Treatment, 8 (2), 149-156.
Miller, W. R., & Rollnick, S. (2013). Motivational interviewing: Helping people change (3rd ed.). New York, NY: Guilford Press.
Vinnicombe, G. (n.d.). Greg’s SFBT handout. Useful Conversations. Retrieved from http://www.usefulconversations.com/downloads

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What our readers think.

Thank you. I’m about to start an MMFT internship, and SFBT is the model I prefer. You put everything in perspective.

Great insights. I have a client who has become a bit disengaged with our work together. This gives me a really helpful new approach for our upcoming sessions. He’s very focused on the problem and wanting a “quick fix.” This might at least get us on that path. Thank you!

Hi Courtney, great paper! I will like to know more about the limitations to SFT and noticed that you provided an intext citation to Antin 2016. Would you be able to provide the full reference? Thank you!

Thank you for bringing this to our attention. The reference has now been updated in the reference list — this should be Antin (2018):

– Nicole | Community Manager

The only thing tat was revealed to me while reading this article is the client being able to recognize the downfall of what got them into their problem in the first place. I felt that maybe a person should understand the problem to the extent that they may understand how to recognize what led to the problem in the first place. Understanding the process of how something broke down would give one knowledge and wisdom that may be able to be applied in future instances when something may go wrong again. Even if the thing is new (machine or person) having the wisdom and understanding of the cause that led to the effect may help prevent and or overcome an arising problem in the future. Not being able to recognize the process that brought down the machine and or human may be like adhering to ignorance, although they say ignorance is bliss in case of an emergency it would be better to be informed rather then blindly ignorant, as the knowledge of how the problem surfaced in the first place may alleviate unwarranted suffering sooner rather than later. But then again looking at it this way I may work myself out of a job if my clients never came back to see me. However is it about me or them or the greater societal structural good that we can induce through our education, skills, training, experience, and good will good faith effort to instill social justice coupled with lasting change for the betterment of human society and the world as a whole.

Very very helpful, thank you for writing. Just one point “While no respectable psychologist would disagree that an individual is generally in control of his or her own actions and, therefore, future, there is considerable debate about what level of influence other factors have on an individual’s life.” I think any psychologist that has worked in neurological dysfunction would probably acknowledge consciousness and ‘voluntary control’ are not that straight-forward. Generally though, I suppose there’s that whole debate of if we are ever in control of our actions or even our thoughts. It may well boil down to what we mean by ‘we’, as in what are we? A bundle of fibres acting on memories and impulses? A unique body of energy guided by intangible forces? Maybe I am not a respectable psychologist 🙂

This article provided me with insight on how to proceed with a role-play session in my CBT graduate course. Thank you!

Hi Derrick, That’s fantastic that you were able to find some guidance in this post. Best of luck with your grad students! – Nicole | Community Manager

Thank You…Great input and clarity . I now have light…

I was looking everywhere for a simple explanation for my essay and this is it!! thank you so much for this is was very useful and I learned a lot.

Very well done. Thank you for the multitude of insights.

Thank you for such a good passage discussed. I really have a great time understanding it.

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26 Expert-Backed Problem Solving Examples – Interview Answers

Published: February 13, 2023

Interview Questions and Answers

Actionable advice from real experts:

Biron Clark

Former Recruiter

Contributor

Dr. Kyle Elliott

Career Coach

Hayley Jukes

Editor-in-Chief

Biron Clark , Former Recruiter

Kyle Elliott , Career Coach

Hayley Jukes , Editor

As a recruiter , I know employers like to hire people who can solve problems and work well under pressure.

A job rarely goes 100% according to plan, so hiring managers are more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical.

But how do they measure this?

Hiring managers will ask you interview questions about your problem-solving skills, and they might also look for examples of problem-solving on your resume and cover letter.

In this article, I’m going to share a list of problem-solving examples and sample interview answers to questions like, “Give an example of a time you used logic to solve a problem?” and “Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?”

Problem-solving involves identifying, prioritizing, analyzing, and solving problems using a variety of skills like critical thinking, creativity, decision making, and communication.
Describe the Situation, Task, Action, and Result ( STAR method ) when discussing your problem-solving experiences.
Tailor your interview answer with the specific skills and qualifications outlined in the job description.
Provide numerical data or metrics to demonstrate the tangible impact of your problem-solving efforts.

What are Problem Solving Skills?

Problem-solving is the ability to identify a problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation.

Problem-solving encompasses other skills that can be showcased in an interview response and your resume. Problem-solving skills examples include:

Critical thinking
Analytical skills
Decision making
Research skills
Technical skills
Communication skills
Adaptability and flexibility

Why is Problem Solving Important in the Workplace?

Problem-solving is essential in the workplace because it directly impacts productivity and efficiency. Whenever you encounter a problem, tackling it head-on prevents minor issues from escalating into bigger ones that could disrupt the entire workflow.

Beyond maintaining smooth operations, your ability to solve problems fosters innovation. It encourages you to think creatively, finding better ways to achieve goals, which keeps the business competitive and pushes the boundaries of what you can achieve.

Effective problem-solving also contributes to a healthier work environment; it reduces stress by providing clear strategies for overcoming obstacles and builds confidence within teams.

Examples of Problem-Solving in the Workplace

Correcting a mistake at work, whether it was made by you or someone else
Overcoming a delay at work through problem solving and communication
Resolving an issue with a difficult or upset customer
Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
Troubleshooting and resolving technical issues
Handling and resolving a conflict with a coworker
Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
Taking initiative when another team member overlooked or missed something important
Taking initiative to meet with your superior to discuss a problem before it became potentially worse
Solving a safety issue at work or reporting the issue to those who could solve it
Using problem solving abilities to reduce/eliminate a company expense
Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
Changing how a process, team, or task is organized to make it more efficient
Using creative thinking to come up with a solution that the company hasn’t used before
Performing research to collect data and information to find a new solution to a problem
Boosting a company or team’s performance by improving some aspect of communication among employees
Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem-Solving Examples for Recent Grads/Entry-Level Job Seekers

Coordinating work between team members in a class project
Reassigning a missing team member’s work to other group members in a class project
Adjusting your workflow on a project to accommodate a tight deadline
Speaking to your professor to get help when you were struggling or unsure about a project
Asking classmates, peers, or professors for help in an area of struggle
Talking to your academic advisor to brainstorm solutions to a problem you were facing
Researching solutions to an academic problem online, via Google or other methods
Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

How To Answer “Tell Us About a Problem You Solved”

When you answer interview questions about problem-solving scenarios, or if you decide to demonstrate your problem-solving skills in a cover letter (which is a good idea any time the job description mentions problem-solving as a necessary skill), I recommend using the STAR method.

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them.

Start by briefly describing the general situation and the task at hand. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact. Finally, describe the positive result you achieved.

Note: Our sample answers below are structured following the STAR formula. Be sure to check them out!

EXPERT ADVICE

Dr. Kyle Elliott , MPA, CHES Tech & Interview Career Coach caffeinatedkyle.com

How can I communicate complex problem-solving experiences clearly and succinctly?

Before answering any interview question, it’s important to understand why the interviewer is asking the question in the first place.

When it comes to questions about your complex problem-solving experiences, for example, the interviewer likely wants to know about your leadership acumen, collaboration abilities, and communication skills, not the problem itself.

Therefore, your answer should be focused on highlighting how you excelled in each of these areas, not diving into the weeds of the problem itself, which is a common mistake less-experienced interviewees often make.

Tailoring Your Answer Based on the Skills Mentioned in the Job Description

As a recruiter, one of the top tips I can give you when responding to the prompt “Tell us about a problem you solved,” is to tailor your answer to the specific skills and qualifications outlined in the job description.

Once you’ve pinpointed the skills and key competencies the employer is seeking, craft your response to highlight experiences where you successfully utilized or developed those particular abilities.

For instance, if the job requires strong leadership skills, focus on a problem-solving scenario where you took charge and effectively guided a team toward resolution.

By aligning your answer with the desired skills outlined in the job description, you demonstrate your suitability for the role and show the employer that you understand their needs.

Amanda Augustine expands on this by saying:

“Showcase the specific skills you used to solve the problem. Did it require critical thinking, analytical abilities, or strong collaboration? Highlight the relevant skills the employer is seeking.”

Interview Answers to “Tell Me About a Time You Solved a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” or “Tell me about a time you solved a problem,” since you’re likely to hear different versions of this interview question in all sorts of industries.

The example interview responses are structured using the STAR method and are categorized into the top 5 key problem-solving skills recruiters look for in a candidate.

1. Analytical Thinking

Situation: In my previous role as a data analyst , our team encountered a significant drop in website traffic.

Task: I was tasked with identifying the root cause of the decrease.

Action: I conducted a thorough analysis of website metrics, including traffic sources, user demographics, and page performance. Through my analysis, I discovered a technical issue with our website’s loading speed, causing users to bounce.

Result: By optimizing server response time, compressing images, and minimizing redirects, we saw a 20% increase in traffic within two weeks.

2. Critical Thinking

Situation: During a project deadline crunch, our team encountered a major technical issue that threatened to derail our progress.

Task: My task was to assess the situation and devise a solution quickly.

Action: I immediately convened a meeting with the team to brainstorm potential solutions. Instead of panicking, I encouraged everyone to think outside the box and consider unconventional approaches. We analyzed the problem from different angles and weighed the pros and cons of each solution.

Result: By devising a workaround solution, we were able to meet the project deadline, avoiding potential delays that could have cost the company $100,000 in penalties for missing contractual obligations.

3. Decision Making

Situation: As a project manager , I was faced with a dilemma when two key team members had conflicting opinions on the project direction.

Task: My task was to make a decisive choice that would align with the project goals and maintain team cohesion.

Action: I scheduled a meeting with both team members to understand their perspectives in detail. I listened actively, asked probing questions, and encouraged open dialogue. After carefully weighing the pros and cons of each approach, I made a decision that incorporated elements from both viewpoints.

Result: The decision I made not only resolved the immediate conflict but also led to a stronger sense of collaboration within the team. By valuing input from all team members and making a well-informed decision, we were able to achieve our project objectives efficiently.

4. Communication (Teamwork)

Situation: During a cross-functional project, miscommunication between departments was causing delays and misunderstandings.

Task: My task was to improve communication channels and foster better teamwork among team members.

Action: I initiated regular cross-departmental meetings to ensure that everyone was on the same page regarding project goals and timelines. I also implemented a centralized communication platform where team members could share updates, ask questions, and collaborate more effectively.

Result: Streamlining workflows and improving communication channels led to a 30% reduction in project completion time, saving the company $25,000 in operational costs.

5. Persistence

Situation: During a challenging sales quarter, I encountered numerous rejections and setbacks while trying to close a major client deal.

Task: My task was to persistently pursue the client and overcome obstacles to secure the deal.

Action: I maintained regular communication with the client, addressing their concerns and demonstrating the value proposition of our product. Despite facing multiple rejections, I remained persistent and resilient, adjusting my approach based on feedback and market dynamics.

Result: After months of perseverance, I successfully closed the deal with the client. By closing the major client deal, I exceeded quarterly sales targets by 25%, resulting in a revenue increase of $250,000 for the company.

Tips to Improve Your Problem-Solving Skills

Throughout your career, being able to showcase and effectively communicate your problem-solving skills gives you more leverage in achieving better jobs and earning more money .

So to improve your problem-solving skills, I recommend always analyzing a problem and situation before acting.

When discussing problem-solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Don’t just say you’re good at solving problems. Show it with specifics. How much did you boost efficiency? Did you save the company money? Adding numbers can really make your achievements stand out.

To get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t.

Think about how you can improve researching and analyzing a situation, how you can get better at communicating, and deciding on the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem-solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem-solving ability.

More Interview Resources

3 Answers to “How Do You Handle Stress?”
How to Answer “How Do You Handle Conflict?” (Interview Question)
Sample Answers to “Tell Me About a Time You Failed”

About the Author

Biron Clark is a former executive recruiter who has worked individually with hundreds of job seekers, reviewed thousands of resumes and LinkedIn profiles, and recruited for top venture-backed startups and Fortune 500 companies. He has been advising job seekers since 2012 to think differently in their job search and land high-paying, competitive positions. Follow on Twitter and LinkedIn .

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What Is Solution Focused Brief Therapy (SFBT)?

Heather Murray

Counsellor & Psychotherapists

B.A.C.P., B.A.M.B.A

Heather Murray has been serving as a Therapist within the NHS for 20 years. She is trained in EMDR therapy for treating trauma and employs a compassion and mindfulness-based approach consistently. Heather is an accredited member of the BACP and registered with the HCPC as a Music Therapist. Moreover, she has been trained as a Mindfulness Teacher and Supervisor by BAMBA and is a senior Yoga Teacher certified by the British Wheel of Yoga.

Learn about our Editorial Process

Saul Mcleod, PhD

Editor-in-Chief for Simply Psychology

BSc (Hons) Psychology, MRes, PhD, University of Manchester

Saul Mcleod, PhD., is a qualified psychology teacher with over 18 years of experience in further and higher education. He has been published in peer-reviewed journals, including the Journal of Clinical Psychology.

Olivia Guy-Evans, MSc

Associate Editor for Simply Psychology

BSc (Hons) Psychology, MSc Psychology of Education

Olivia Guy-Evans is a writer and associate editor for Simply Psychology. She has previously worked in healthcare and educational sectors.

On This Page:

Take-home Messages

Solution-Focused Brief Therapy (SFBT) is a therapeutic approach that emphasizes clients’ strengths and resources to create positive change, focusing on present and future goals rather than past problems. It’s brief, goal-oriented, and emphasizes solutions rather than delving into underlying issues.
The focus is on the client’s health rather than the problem, strengths rather than weaknesses or deficits, and skills, resources, and coping abilities that would help reach future goals.
Clients describe what they want to happen in their lives (solutions) and how they will use personal resources to solve their problems.
Clients are encouraged to believe that positive changes are always possible and are encouraged to increase the frequency of current useful behaviors.
Research has shown SFBT effectively decreases marital issues and marital burnout in women (Sanai et al. 2015). Research on children has shown an improvement in classroom behavioral problems in children with special educational needs after 10 SFBT sessions (Franklin et al. 2001).

a woman sat on a sofa grasping her hands together

What is Solution-Focused Therapy?

Solution-Focused Brief Therapy (SFBT), also referred to as Solution-Focused Therapy (SFT), is a form of psychotherapy or counseling.

This form of therapy focuses on solutions to problems or issues and discovering the resources and strengths a person has rather than focusing on the problem like more traditional talking therapies do.

Thus, instead of analyzing how the issue arose or interpretations of it and why it is there and what it really means for the person, SFBT instead concentrates on the issue in the here and now and how to move forward with a solution for it (De Shazer, 1988; De Shazer & Dolan, 2012).

Solution-Focused Therapy was created in the late 1970s and early 1980s in the Brief Family Therapy Center in Milwaukee by De Shazer and Berg (De Shazer et al. 1986).

The reason for its creation was that De Shazer and Berg noticed that clients would often speak about their problems and issues, seeming unable to notice their own inner resources for overcoming these problems and focusing on the future.

They also noticed that the client’s problems or issues showed inconsistency in the way that sometimes they were present and other times they were not, as the person did have moments in life where they could function without the problems being there.

Thus it was important to think about and explore these exceptions when the problem is not affecting the person (Iveson, 2002).

What is Solution-Focused Therapy used for?

Solution-Focused Therapy is currently used for most emotional and mental health problems that other forms of counseling are used to treat, such as:

Self-esteem
Personal stress and work-related stress
Substance abuse/ addiction
Relationship problems

SFBT is best used when a client is trying to reach a particular goal or overcome a particular problem.

While it is not suitable to use as a treatment for major psychiatric conditions such as psychosis or schizophrenia, it could be used in combination with a more suitable psychiatric treatment/ therapy to help alleviate stress and bring awareness to the person’s strengths and internal resources.

Research has shown that after a one-year follow-up, SFBT was effective in reducing depression, anxiety, and mood-related disorders in adults (Maljanen, et al., 2012).

A study on substance abuse in adults showed SFBT to be just as effective as other forms of talking therapy (problem-focused therapies) in treating addiction and decreasing addiction severity and trauma symptoms (Kim, Brook, & Akin, 2018).

A literature review showed SFBT to be most effective on child behavioral problems when it was used as an early intervention before behavioral issues became very severe (Bond et al. 2013).

Solution-Focused Therapy Techniques

In a solution-focused therapy session, the practitioner and client will work collaboratively to set goals and find solutions together, to overcome the problem or issue.

The practitioner will ask questions to gain an understanding of the client’s strengths and inner resources that they might not have noticed before.

The practitioner will also use complimentary language to bring awareness to and to support the strengths that the client does have, to shift the client’s focus to a more solution-oriented, positive outlook, rather than ruminating on the problem, unaware of the strengths and abilities that they do have.

Sessions usually will last between 50 – 90 minutes, but can be as brief as 15 – 20 minutes, usually once per week, for around 6 – 12 weeks, but are also given as one-off, stand-alone sessions.

There are lots of techniques used in SFBT to shift the client’s awareness onto focusing on the future and on a solution.

These techniques include the miracle question, coping questions, exceptions to the problem, compliments, and using scales, which are explained in more detail below:

1. The Miracle Question

This is where the practitioner will ask the client to imagine that they have gone to sleep and when they wake up in the morning, their problems have vanished.

After this visualization, they will ask the client how they know that the problems or issues have gone and what is in particular that is different.

For example:

‘Imagine that when you next go to sleep, a miracle occurs during the night, so that when you wake up feeling refreshed, your problem has vanished. I want to ask you how do you know that your problem has gone? What is different about this morning? What is it that has disappeared or changed in your life?’

This question can help to identify and gain a greater understanding of what the problem is and how it is affecting the person and can provide motivation to want to move forward and overcome it after imagining what it could be like to wake up without it (De Shazer et al., 1986).

2. Coping Questions

Coping questions are questions that the practitioner will use to gain an understanding of how the person has managed to cope.

When someone has been suffering from depression or anxiety for a long time, it often begs the question of how they have continued in their life despite the potentially degrading or depleting effects of such mental and emotional health problems.

Examples of coping questions include:

‘After everything you have been through, I am wondering what has helped you to cope and keep you afloat during all this?”;

‘I feel to ask you, what it is exactly that has helped you through this so far?’.

These questions cause the client to identify the resources they have available to them, including noticing the internal strength that has helped them make it thus far, which they might not have been consciously aware of before (De Shazer et al., 1986).

3. Exceptions to the Problems

Solution-focused therapy believes that there are exceptions or moments in a person’s life when the problem or issue is not present, or the problem is there; however, it does not cause any negative effects (De Shazer et al., 1986).

Thus, raising the question of what is different during these times. The practitioner can investigate the exceptions to the problem by asking the client to think about and recall moments in their life when the problem was not an issue; they can then inquire as to what was different about these moments.

This could lead to clues for helping to create a solution for the problem. It also will help the client to know that there are times when they are not affected by the problem, which could help lessen the power it has over their emotional and mental state.

As we can often be ‘clouded’ or consumed by our problems, it can be empowering to notice or be reminded of times when we were not.

4. Compliments

This involves the practitioner actively listening to the client to identify and acknowledge their strengths and what they have done well, then reflecting them back to the client whilst also acknowledging how difficult it has been for them.

This offers encouragement and values the strengths that the client does have. The practitioner will use direct compliments (in reaction to what the client has said), for example, ‘that’s amazing to hear!’, ‘wow, that’s great.’

Indirect compliments are also used to encourage the client to notice and compliment themselves, such as coping questions or using an appreciatively toned voice to dive deeper into something highlighting the positive strengths of the client.

For example, ‘How did you manage that?!’ with a tone of amazement and happy facial expressions.

The practitioner will ask the client to rate the severity of their problem or issue on a scale from 1-10. This helps both the practitioner and client to visualize whereabouts they are with the problem or issue.

Examples of scaling questions include:

‘On a scale of 1 to 10, where would you rate your current ability to achieve this goal?’;
‘From 1-10, how would you rate your progress towards finding a job?’;
‘Can you rate your current level of happiness from 1-10?’;
‘From 1-10, how much do you attribute your level of alcohol consumption to be one of the main obstacles or sources of conflict in your marriage?’.

They can be used throughout sessions to compare where the client is now, in comparison to the first or second session, and also to rate how far from or near their ideal way of being or to complete their goal.

This can help both practitioner and client notice if something is still left to be done to reach a 9 or 10, and can then start exploring what that is.

Scaling helps to give clarity on the client’s feelings, it also helps to give sessions direction and highlights if something is holding back the client’s ability to solve the problem still or not.

Critical Evaluation

SFBT is a short-term therapy; on average, sessions will last for 6-10 weeks but can even be one stand-alone session, which helps it be more cost-effective compared to longer-term therapy that lasts for months or years (Maljanen et al. 2012).
It can help clients to identify their problems and then find a goal to overcome them; the practitioner also offers the client support through compliments which gives them the motivation to notice their strengths, increase their self-esteem, and keep striving to achieve their goals.
It is future-oriented, so it helps to motivate the client to move forward in life and not to feel stuck in their past; also, SFBT is positive in nature, so it gives the client the optimism needed to move forward into the future.
It is non-judgmental and compassionate in its approach; the client chooses their own goals, not the therapist, and they are praised/ complimented for their strengths no matter how small; even if they fail at achieving their set goal, they are praised for showing their strengths in other ways in life, helping them not to lose sight of their inner resources and still feel encouraged.

Disadvantages

Because it is short term, it is not a good fit for everyone, for example, clients with more severe problems that need more time and clients who are withdrawn or struggle to speak and open up fully to the therapist, who would naturally need more time to gain trust and feel comfortable, before being able to work towards a solution with the help of the practitioner.
Has less importance placed on past traumas, giving less room during sessions to explore these significant events (sometimes of great complexity), and help the client to understand why something in their past happened and why it is still affecting them today.
As it is solution-focused, it could minimize the client’s pain, making them feel like their past traumas have not been heard or felt by the counselor, which can and does affect the therapeutic alliance, as you are more likely to openly and honestly speak about something traumatic, if you feel the other person deems it important as well, and if they give you space for it. It is also a reason some people choose to see a counselor because they have not had the opportunity to speak about their problems or traumas with other people in their life.
As the therapy is client-led, this could lead to a few problems. For example, if the client wishes to talk about and explore a past trauma or gain an understanding of a past issue, despite cues from the practitioner to focus on the near future in a solution-focused way, then it will be difficult for the practitioner to actually use this method at all with the client, as SFBT requires the client to actively be ready and want to find a solution and focus towards their near future.
Also, the client-led approach means that the client can decide when their goals have been sufficiently reached. Therefore, they can end the therapy sessions early if they feel it’s enough, even if the practitioner is concerned about this.

Bond, C., Woods, K., Humphrey, N., Symes, W., & Green, L. (2013). Practitioner review: The effectiveness of solution focused brief therapy with children and families: A systematic and critical evaluation of the literature from 1990–2010 . Journal of Child Psychology and Psychiatry, 54 (7), 707-723.

De Shazer, S. (1988). Clues: Investigating solutions in brief therapy . New York: Norton & Co.

De Shazer, S., Berg, I. K., Lipchik, E., Nunnally, E., Molnar, A., Gingerich, W., & Weiner-Davis, M. (1986). Brief therapy: focused solution development. Family Process , 25(2): 207–221.

De Shazer, S., & Dolan, Y. (2012). More than miracles: The state of the art of solution-focused brief therapy . New York: Haworth Press

Franklin, C., Biever, J., Moore, K., Clemons, D., & Scamardo, M. (2001). The Effectiveness of Solution-Focused Therapy with Children in a School Setting. Research on Social Work Practice, 11 (4): 411-434.

Iveson, C. (2002). Solution-focused brief therapy . Advances in Psychiatric Treatment , 8(2), 149–157.

Kim, J, S., Brook, J., Akin, B, A. (2018). Solution-Focused Brief Therapy with Substance-Using Individuals: A Randomized Controlled Trial Study . Research on Social Work Practice, 28 (4), 452-462.

Maljanen, T., Paltta, P., Härkänen, T., Virtala, E., Lindfors, O., Laaksonen, M. A., Knekt, P., & Helsinki Psychotherapy Study Group. (2012). The cost-effectiveness of short-term psychodynamic psychotherapy and solution-focused therapy in the treatment of depressive and anxiety disorder during a one-year follow-up. Journal of Mental Health Policy and Economics. 15 (1), 13–23.

Sanai, B., Davarniya, R., Bakhtiari Said, B., & Shakarami, M. (2015). The effectiveness of solution-focused brief therapy (SFBT) on reducing couple burnout and improvement of the quality of life of married women. Armaghane danesh, 20 (5), 416-432.

Further Information

Solution-Focused Therapy Treatment Manual.

De Shazer, S., & Berg, I. K. (1997). ‘What works?’Remarks on research aspects of solution‐focused brief therapy. Journal of Family therapy, 19(2), 121-124.

Dermer, S. B., Hemesath, C. W., & Russell, C. S. (1998). A feminist critique of solution-focused therapy. American Journal of Family Therapy, 26(3), 239-250.

Trepper, T. S., Dolan, Y., McCollum, E. E., & Nelson, T. (2006). Steve De Shazer and the future of solution‐focused therapy. Journal of Marital and Family Therapy, 32(2), 133-139.

De Shazer, S., Berg, I. K., Lipchik, E. V. E., Nunnally, E., Molnar, A., Gingerich, W., & Weiner‐Davis, M. (1986). Brief therapy: Focused solution development. Family process, 25(2), 207-221.

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Key Skills for Solution-Focused Problem-Solving

Imagine that you just received an unexpected complex problem and need to find a solution fast. You have never experienced this situation before. What is your approach? Most of us focus on the problem by asking questions such as: “Why do I have this problem? What shall I do to get rid of this problem? Are you sure this is my problem?” Before you know it, the challenge becomes bigger by the minute. Your attention and effort are fully focused on overcoming the problem and you begin to feel less resourceful to find an acceptable solution.

When you focus on the problem instead of the desired outcome, you get stuck in the depths of the problem, as if you are in quicksand. Some people walk into the quicksand with lead boots on. One of the most powerful frames you can use to achieve results is to shift from a problem approach (I don’t want X) to an outcome approach (What I want is Y). This immediately shifts your thinking and the way you feel.

Only when your frame of mind is changed to focusing on the desired result can you begin to move forward toward the desired outcome. Using the Solution-Focused approach, you will be surprised how competently you can tackle even the thorniest of problems and turn them into opportunities.

Interested in becoming a coach? Discover how Solution-Focused coaching skills enable you to create transformational change in yourself and others.

Solution-Focused communication magnetizes our attention toward getting the desired outcome, and so the outcome is held in mind as the vision for the future . Others naturally tend to respond positively to our leadership because we hold the vision that serves everyone. Rather than dwelling on the difficulties or the setbacks, the idea of the solution becomes the road to results, and people feel cheered when they can see a strong pathway toward the solution and are inspired by the plan.

Imagine running a race where there are hurdles every 100 yards. With problem framing, you are focused on the hurdles, “Oh my, how high they are! How hard will I have to work to jump them?” Such a focus, with little or no attention on the finish line, will not make you a champion—guaranteed! The hurdles symbolically (and in reality) stand in your way. When you are focused on the hurdles, you cannot see past them to the finish line that is your true aim. The hurdles loom large in your mind, and the race seems difficult (if not impossible) to run.

With a Solution-Focused approach to communication, your mind is galvanized by your purpose and you are able to see past the hurdles before you. Your purpose always leads you to the finish line, and the hurdles become less important and less of an obstacle. In fact, they may seem so unimportant that they become nonexistent and are just part of the journey. They are still the same height and you’ll still have to jump as high. Yet with the focus on the value of the goal and what is working to move forward towards it, jumping hurdles seems natural and easy. The end of the race is always drawing you onward. The race itself becomes a means to achieve the vision, and it’s the vision—who you are becoming and who you are contributing to—that looms large in your mind. This difference in your focus is the power that leads you to success.

Notice how efficient this approach is – Solution-Focused thinking is far more useful than problem-focused thinking because the focus is on getting the desired outcome, rather than dwelling on the difficulties or setbacks. Constantly operating from a solution perspective is a noticeable characteristic of high achievers.

Focusing on who you are becoming

One of the main ways of producing Solution-Focused results that serve the world is to focus the mind and heart on who you are becoming— and not what you are overcoming. Allowing yourself to go into the lower energies of an overcoming focus puts you into a very challenging and unpleasant hurdle race. People can spend most of their lives running such a race. As soon as you put your attention on what doesn’t work as a ‘reality,’ it is hard to explore what really could work. This is one reason why the Erickson Solution-Focused method is successful in moving people quickly beyond mindsets and models that ‘realistically’ start by focusing on the problem as the necessary aspects to deal with.

As a transformational communicator using the coaching approach, once you are secure in this skill for yourself, you will quickly discover the value of using it consistently in coaching conversations with others. This simple and subtle skill of flipping a problem or conflict into a Solution-Focused orientation may be the single most powerful characteristic of transformational coaches who become known as integral change maestros.

Declaring and visualizing outcomes

When outcomes are declared and visualized carefully, people move toward them naturally, almost effortlessly. What was once considered a problem is now little more than a pebble on the road! Having a strong, inspiring, value-based vision for the future cuts all other concerns down to size. We grow and our ‘problems’ diminish.

Once you, the transformational communicator, know how to consciously assist people to orient toward their larger purpose and goals, your clients will move consistently and more easily toward their desired outcomes. They will achieve their outcomes by choice, not by chance.

Creating a compelling future

Developing, holding, and feeling a vision of a compelling future is the single most important task for a person, in order to achieve their goals and dreams.

Without this vision and the process of consistently visualizing potential action steps to accomplish it, people move in a random, scattered fashion. They are likely to struggle and get frustrated and stuck.

When people make the choice to hold a specific outcome securely on the movie screen of their minds, they naturally begin to move toward making their vision a reality—no matter how large or small it is. Their chosen outcome becomes their future.

Who you are is the future you are moving into! What is in your mind becomes your reality. You have two choices. You can visualize how your problems continue, which will move you towards having even more problems. Or, you can visualize your outcome becoming real and move toward having it. Which do you prefer?

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What is Solution-Focused Therapy?

Solution-Focused Brief Therapy (SFBT), also called Solution-Focused Therapy (SFT) was developed by Steve de Shazer (1940-2005), and Insoo Kim Berg (1934-2007) in collaboration with their colleagues at the Milwaukee Brief Family Therapy Center beginning in the late 1970s. As the name suggests, SFBT is future-focused, goal-directed, and focuses on solutions, rather than on the problems that brought clients to seek therapy.

Solution-Focused Brief Therapy (SFBT) is a short-term goal-focused evidence-based therapeutic approach, which incorporates positive psychology principles and practices, and which helps clients change by constructing solutions rather than focusing on problems. In the most basic sense, SFBT is a hope friendly, positive emotion eliciting, future-oriented vehicle for formulating, motivating, achieving, and sustaining desired behavioral change.

Solution-Focused practitioners develop solutions by first generating a detailed description of how the client’s life will be different when the problem is gone or their situation improved to a degree satisfactory to the client. Therapist and client then carefully search through the client’s life experience and behavioral repertoire to discover the necessary resources needed to co-construct a practical and sustainable solution that the client can readily implement. Typically this process involves identifying and exploring previous “exceptions,” e.g. times when the client has successfully coped with or addressed previous difficulties and challenges. In an inherently respectful and practical interview process, SF therapists and their clients consistently collaborate in identifying goals reflective of clients’ best hopes and developing satisfying solutions.

The practicality of the SFBT approach may stem in part from the fact that it was developed inductively in an inner-city outpatient mental health service setting in which clients were accepted without previous screening. The developers of SFBT spent countless hours observing therapy sessions over the course of several years, carefully noting any sorts of questions, statements or behaviors on the part of the therapist that led to positive therapeutic outcome. Questions, statements, and activities associated with clients reporting progress were subsequently preserved and incorporated into the SFBT approach.

Since that early development, SFBT has not only become one of the leading schools of brief therapy , it has become a major influence in such diverse fields as business, social policy, education, and criminal justice services, child welfare, domestic violence offenders treatment. Described as a practical, goal-driven model, a hallmark of SFBT is its emphasis on clear, concise, realistic goal negotiations.

SFBT has continued to grow in popularity, both for its usefulness and its brevity, and is currently one of the leading schools of psychotherapy in the world.

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Key Concepts and Tools

Almost all psychotherapy is language-based and each utilizes its own form of specialized conversations. With SFBT, the conversation is directed toward developing and achieving the client’s envisioned solutions. The following techniques and questions help clarify those solutions and the means of achieving them.

Goal Development Questions

SF therapists variously begin a first session with one or more goal development question. These might variously include asking clients to describe their best hope for what will be different as a result of coming to therapy, what needs to happen as a result of coming in so that afterwards the client (and/or a person who cares about them) will be able to look back and think that it had been a good idea to come, or what needs to happen so that clients would be able to say afterwards that coming was not a waste of their time.

Once a goal has been identified, SF therapists ask their clients questions designed to generate a detailed description of what the client’s life will be like when the goal has been achieved. In some cases, this may include the SF Miracle Question (see below). Once a detailed description has been developed of how the client’s life will be different after the goal has been achieved, the therapist and client begin searching through the client’s life experiences and behavioral repertoire for exceptions, e.g. times when in at least some parts of the goal have already happened.

Pre-Session Change Question

In first sessions, once a client has identified a goal, a SF therapist usually asks some version of the following question: We have learned over the years that sometimes in between making an appointment and coming in, something happens to make things better. Did anything think like that happen in your case?

If the client answers no, the SF therapist simply moves on, however in the event that the client answers in the affirmative, it may likely be that the solution-development process has already begun in which case the SF therapist follows up with questions about the details of how, when and where things have begun to get better and how this might possibly continue.

Looking for previous solutions

As illustrated above, SF therapists have learned that most people have previously solved many, many problems and may likely have some ideas of how to solve the current problem. To help clients discover these potential solution ingredients, they may ask, “Are there times when this has been less of a problem?” or “What did you (or others) do that was helpful?” Or “When was the last time when something like this (client’s goal description) perhaps happened, even a little bit?”

Looking for exceptions

Even when a client does not have a fully developed previous solution that can be readily repeated, most have recent examples of at least partial exceptions to their problem; no problem happens to the same degree all the time. There are for example, times when a problem could occur, but does not.

The difference between a previous solution and an exception is small, but potentially significant. A previous solution is something that clients previously that worked, but was perhaps later discontinued. An exception, on the other hand, is something that happens instead of the problem, sometimes spontaneously and without conscious intention. SF therapists may help clients identify these exceptions by asking, “What is different about the times when this is less of a problem?”

Present and future-focused questions vs. past-oriented focus

The questions asked by SF therapists are usually focused on the present or on the future. This reflects the basic belief that problems are best solved by focusing on what is already working, and how a client would like their life to be, rather than focusing on the past and the origin of problems. For example, they may ask, “What will you be doing in the next week that would indicate to you that you are continuing to make progress?”

Compliments

Direct and indirect compliments based on careful observation of positive things the client has done or said are an essential part of solution focused brief therapy and are used throughout the therapeutic process. Validating what clients are already doing well, and acknowledging how difficult their problems are encourages the client to change while giving the message that the therapist has been listening (i.e., understands) and cares.

Compliments in therapy sessions serve to punctuate and validate what the client is doing that is working. In SF therapy, indirect compliments are often conveyed in the form of appreciatively toned questions of “How did you do that?” that invite the client to self-compliment by virtue of answering the question.

Inviting the clients to do more of what is working

Once SF therapists and their clients have identified some previous solutions and exceptions to the problem, the therapists gently invite the clients to do more of what has previously worked, or to try changes they have brought up which they would like to try – frequently called an “experiment” or a “homework experiment.”

Miracle Question (MQ)

The Solution-Focused Miracle Question is oftentimes used as a vehicle for clients identifying the unique details of the first small behavioral steps that gradually lead towards a viable solution in the context of their everyday life. Here is an example of the Miracle Question:

T: I am going to ask you a rather strange question . . . that requires some imagination on your part . . . do you have good imagination. C: I think so, I will try my best.

T: Good. The strange question is this; After we talk, you go home (go back to work), and you still have lots of work to do yet for the rest of today (list usual tasks here). And it is time to go to bed . . . and everybody in your household is sound asleep and the house is very quiet . . . and in the middle of the night, there is a miracle and the problem that brought you to talk to me about is all solved . But because this happens when you are sleeping, you have no idea that there was a miracle and the problems is solved . . . so when you are slowly coming out of your sound sleep . . .what would be the first small sign that will make you wonder . . .there must’ve been a miracle . . .the problem is all gone! How would you discover this? C: I suppose I will feel like getting up and facing the day, instead of wanting to cover my head under the blanket and just hide there.

T: Suppose you do, get up and face the day, what would be the small thing you would do that you didn’t do this morning? C: I suppose I will say good morning to my kids in a cheerful voice, instead of screaming at them like I do now.

T: What would your children do in response to your cheerful “good morning?” C: They will be surprised at first to hear me talk to them in a cheerful voice, and then they will calm down, be relaxed. God, it’s been a long time that happened.

T: So, what would you do then that you did not do this morning? C: I will crack a joke and put them in a better mood.

These small steps become the building blocks of an entirely different kind of day as clients may begin to implement some of the behavioral changes they just envisioned. Most clients visibly change in their demeanor and some even break out in smiles as they describe their solutions in the context of the Miracle Question.The next step is to invite clients to identify the most recent times when the have experienced some aspect (even the smallest pieces) of their miracle description (exceptions) and invite them to experiment with replicating these in the context of their everyday life.

Scaling Questions

Scaling questions simultaneously allow both client and therapist to assess the client’s situation, identify their current distance from the goal, what it will to maintain their current level of progress and move forward. Clients can variously be invited to rate their level of motivation, confidence, as well as identifying what specifically helps them progress on the scale in the direction of their goal, “best hope,” or “miracle.”

The couple in the following example sought help to decide whether their marriage can survive or they should get divorced. They reported they have fought for 10 years of their 20 years of marriage and they could not fight anymore.

T: Since you two know your marriage better than anybody does, suppose I ask you this way. On a number of 1 to 10, where 10 stands for you have every confidence that this marriage will make it and 1 stands for the opposite, that we might just as well walk away right now and it’s not going to work. What number would you give your marriage? (After a pause, the husband speaks first.) H: I would give it a 7. (the wife flinches as she hears this)

T: (To the wife) What about you? What number would you give it? W: (She thinks about it a long time) I would say I am at 1.1.

T: (Surprised) So, what makes it a 1.1? W: I guess it’s because we are both here tonight. That’s at least a beginning.

The Miracle 10 Question

A hybrid of the Miracle Question and Scaling, the Miracle 10 Question is worded as follows: Imagine a 0-10 scale in which 10 represents that you have now fully achieved your goal and 0 represents the exact opposite. Let’s suppose that tonight while you are sleeping somethings shifts during the night and when you wake up tomorrow you are suddenly at a 10. But since you were asleep when it happened, you don’t initially realize it. What will be the first differences(s) that you or people around you begin to notice about you that begins to give you (and/or them) the idea that something has changed, that in fact you are a 10 now?

Coping Questions

This question is a powerful reminder that all clients engage in many useful things even in times of overwhelming difficulties. Even in the midst of despair, many clients do manage to get out of bed, get dressed, feed their children, and do many other things that require major effort. Coping questions such as “How have you managed to carry on?” or “How have you managed to prevent things from becoming worse?” open up a different way of looking at client’s resiliency and determination.

Consultation Break and Invitation to Add Further Information

Solution focused therapists traditionally take a brief consultation break during the 2nd half of each therapy session during which the therapist reflects carefully on what has occurred in the session. Some time prior to the break, the client is asked “Is there anything that I did not ask that you think it would be important for me to know?” During the break, the therapist or the therapist and a team reflect carefully on all that has occurred in the session.

Following that, the client is complimented and usually offered a therapeutic message based on the client’s stated goal. Usually this takes the form of an invitation for clients to observe and experiment with behaviors that help maintain or result in further positive movement in the direction of their identified goal.

Research Findings

Solution-focused brief therapy is an evidenced-based psychotherapy approach. There have been close to 150 randomized clinical control studies with different control populations in different clinical settings in multiple countries, almost all showing positive benefit of SFBT. There have also been eight meta-analyses on a range of outcome studies with an overall effect size ranging from small to large, for child, adolescent, and adult populations, for presenting problems such as depression, stress, anxiety, behavioral problems, parenting, and psychosocial and interpersonal problems (Kim et al, 2010; 2019). Click Here for more about the research in SFBT .

Ayisha Amatullah

December 18, 2023

14 Solution-Focused Techniques for Therapy and Coaching

Solution-focused techniques are a transformative approach in therapy and coaching. It emphasizes the client’s potential and resources for change. Instead of focusing on problems, these techniques prioritize the desired future and the steps to achieve it. The goal is to foster a solution-focused mindset and promote resilience, optimism, and self-efficacy.

This guide will explore 14 techniques commonly used in solution-focused therapy and coaching. It will include practical applications and examples.

Solution-focused techniques are effective, but they’re not a one-size-fits-all solution. Take into account each client’s unique needs. Seek professional guidance and tailor techniques accordingly. Exercise caution when working with individuals who have experienced severe trauma. Prioritize their well-being and readiness for solution-focused work. Seek professional supervision when working with this client group.

In This Post

1 Problem-Free Talk
2 Strength-Based Questions
3 Future Perfect
4 Miracle Question
6 Counter Finding
7 Exception Questions
8 Coping Questions
9 Reframing Questions
10 Externalization
11 Affirming and Complementing
12 Feedback
13 Goal Setting and Action Planning
15 Takeaway

Problem-Free Talk

Problem-Free Talk is a technique in solution-focused therapy that involves steering the conversation toward topics unrelated to the client’s problem.

Purpose: The purpose of Problem-Free Talk is to provide a breather from problem-oriented discussions, encouraging clients to explore areas of their life where they experience success, satisfaction, or competence.

Benefits: The benefits of Problem-Free Talk include reducing stress associated with the problem, igniting hope, and fostering a positive therapeutic relationship. It also assists in uncovering resources and strengths that might be useful in addressing the problematic areas.

When to use it: In solution-focused sessions , start with Problem-Free Talk to establish a positive and relaxed tone. This builds rapport and trust, allowing clients to approach problem-solving confidently and openly. It’s also helpful when clients feel overwhelmed or when shifting the conversation to a more positive direction is beneficial.

How to use it: To implement Problem-Free Talk, a therapist or coach can divert the conversation to non-problematic areas such as hobbies, interests, or positive experiences.

A potential question: “Let’s talk about something you enjoy doing during your free time. How does engaging in this activity make you feel?”

Such conversations facilitate a more positive and hopeful outlook, which can be beneficial in the solution-building process.

Strength-Based Questions

Strength-based questions are a key tool in solution-focused therapy and coaching, designed to help clients identify and utilize their personal strengths and resources.

Purpose: Strength-based questions shift the client’s focus from problems to abilities, fostering empowerment and self-efficacy. They help clients recognize their strengths and potential for growth. This approach promotes resilience and the belief in one’s ability to navigate challenges successfully.

Benefits: The benefits of strength-based questions are manifold. They foster positive self-perception, enhance self-confidence, boost resilience, and encourage clients to leverage their strengths to overcome challenges. Additionally, they promote a positive attitude, foster resilience, and facilitate personal growth and self-improvement.

When to use it: Strength-based questions are used to help clients identify their strengths and personal resources to achieve their goals. These questions can be used at the beginning of a session, throughout the process, and during goal setting and action planning. It can be used when clients struggle with self-esteem, feel overwhelmed by problems, or appear stuck in a negative mindset. However, they are not suitable for individuals in severe crisis or trauma who may require a different therapeutic approach.

How to use it: To employ strength-based questions, the therapist or coach may ask the client to reflect on instances where they successfully handled a difficult situation and what personal strengths enabled them to do so. This approach helps clients recognize their abilities, boosting their confidence and motivation to navigate current challenges.

Examples of strength-based questions

Here are a few examples of strength-based questions:

“Can you tell me about a time when you faced and overcame a similar challenge?”
“What personal strengths or skills did you utilize to overcome past challenges?”
“What’s going well in your life right now, and how have you contributed to making that happen?”
“What strengths do you have that can be applied to the current situation or challenge?”
“Can you recall an experience where you felt proud of yourself? What strengths could you draw from that experience?”
“What have you done that has helped in similar situations?”
“Can you describe a time when you felt most alive or fulfilled? What skills or strengths were you using at that time?”

These questions are designed to highlight an individual’s resources, abilities, and skills, encouraging them to draw upon these strengths to devise solutions.

Future Perfect

The Future Perfect is a solution-focused technique that primarily encourages clients to visualize a desirable future where their issues are resolved.

Purpose: This technique aims to help clients identify their goals and desired outcomes in a tangible and concrete manner. It promotes optimism, fosters motivation, and provides a clear direction for the therapy or coaching process .

Benefits: The benefits of the Future Perfect include enhanced clarity, increased motivation, and a proactive approach towards problem-solving. It stimulates constructive thinking and encourages clients to have a forward-looking perspective.

When to use it: The Future Perfect is normally done early in the session, right after the therapist or coach understands the purpose of the coaching session. It is then used to guide the rest of the session. It’s also useful when clients feel stuck or struggle to envision positive outcomes. It’s particularly effective in overwhelming situations or when clients dwell on past failures.

How to use it: To utilize the Future Perfect, therapists or coaches guide clients to envision a future where their problems have been resolved. This approach helps clients articulate their desired outcomes and set tangible targets, facilitating effective action towards achieving their goals.

Examples of Future Perfect Questions:

“Imagine waking up tomorrow and a miracle has happened. How would you know? What would be the first thing you notice?”
“Imagine a hypothetical situation where your current challenges have been resolved. What activities would you engage in that you cannot do now?”
“Let’s say you went to sleep tonight and woke up tomorrow with no problems. What would you do first?”
“If we were to fast-forward to a time when your issues are no longer a barrier, how would that change your approach to achieving your goals?”
“Envision yourself in a future where your current obstacles don’t exist. How would that positively affect your mental and physical wellbeing?”
“In a world where your problems are resolved, what would your ideal day look like?”

Miracle Question

The Miracle Question is the most widely used form of the Future Perfect. It is a fundamental tool in solution-focused therapy that encourages clients to ponder a hypothetical situation wherein their concerns have been magically resolved.

Purpose: The Miracle Question is designed to help clients articulate their desired state of existence and pinpoint the changes required to achieve this. It aims to shift their mindset from problem-oriented to solution-oriented.

Benefits: Utilizing the Miracle Question can increase client optimism and motivation. It encourages forward thinking and helps clients identify and focus on their strengths and resources to bring about positive change.

When to use it: The Miracle Question is normally done early in the session, right after the therapist or coach understands the purpose of the coaching session. It is then used to guide the rest of the session. This technique is also effective when clients find it challenging to envision their lives without their current issues. It is not advisable for severely traumatized individuals or those who are not ready to contemplate the future.

How to use it: To apply the Miracle Question, the therapist or coach asks the client:

“Suppose tonight you go to bed and go to sleep as usual. And during the night, a miracle happens. And the problem vanishes. And the issues that concern you are resolved, but you’re still asleep. Therefore, you don’t know that the miracle has happened. When you wake up tomorrow, what will be the first things that will tell you that the miracle has happened? How will you know that the transformation has occurred?”

This approach aids clients in defining their goals and the steps needed to reach them.

The Miracle Question with Examples, Worksheets, Exercises, & Demo Video

Scaling is a pivotal technique in solution-focused therapy, where clients are asked to rate their problem on a scale, typically from 1 to 10.

Purpose : The primary purpose of Scaling is to provide a visual and measurable representation of the client’s issues and progress. It assists clients in recognizing incremental improvements that may otherwise go unnoticed.

Benefits: The benefits of Scaling include promoting a sense of control and self-awareness in clients. By visualizing their problem and progress, they understand where they are, where they want to be, and the steps needed to get there.

When to use it: Scaling is normally used after the Furtue Perfect. It can also be useful when clients struggle to recognize or articulate their progress. Additionally, it can be helpful when clients are stuck and need to identify small signs of improvement to stay motivated in their continued efforts.

How to use it: To implement Scaling, therapists or coaches might ask:

“On a scale of 1-10, with 1 being the worst possible situation and 10 being the best possible situation (the Future Perfect), where would you rate your current situation?”

Follow-up questions might include:

“What would need to happen for you to move up one point on the scale?”

These questions facilitate self-reflection and goal-setting, furthering the solution-building process.

Counter Finding

Counter-finding is a potent technique in solution-focused therapy that involves identifying potential solutions based on how past situations were managed. This method focuses on finding “counters,” or elements that contribute toward a solution.

Purpose: The main purpose of counter-finding is to draw upon past successes and strengths and use these as a blueprint for managing current and future challenges.

Benefits: This technique allows clients to realize they have previously demonstrated resilience and problem-solving abilities.

When to use it: Counter-finding is used throughout the session. Practioners should use their active listening skills to listen for counters. It is also effective when clients feel overwhelmed by their current situation, as it helps them recall successful ways they have navigated past challenges.

How to use it: To put Counter Finding into practice, therapists or coaches can ask questions like:

“Can you remember a time when you faced a similar situation and found a way to handle it?” or “What skills or strengths did you use then that might be helpful now?”

Such inquiries encourage clients to tap into past successes to devise solutions for present issues.

Exception Questions

Exception Questions are aimed to identify times when the problem was less severe or absent.

Purpose: The primary purpose of Exception Questions is to help clients discover situations or behaviors that contribute to problem resolution, providing a basis for potential solutions.

Benefits: The main benefit of Exception Questions is that they enable clients to recognize their own problem-solving abilities, enhancing self-efficacy and promoting a sense of empowerment.

When to use it: Exception Questions are suitable when clients feel overwhelmed by their problems and struggle to see instances of success. They are less effective with clients who are reluctant or unable to reflect on past experiences.

How to use it: To implement Exception Questions, a therapist or coach might ask:

“Can you recall when the problem was less intense or didn’t occur at all? What was different then?”
“Tell me about a time when you managed the situation better than usual. What was different about that time?”
“Can you recall a moment when you expected the problem to occur, but it didn’t? What were you doing differently?”
“In the past week, was there a day or even just a moment when the problem didn’t affect you as much? Can you describe what was happening then?”

Such questions invite clients to reflect on positive past experiences and identify useful strategies or behaviors.

14 solution-focused techniques for therapy and coaching

Coping Questions

Coping Questions are a tool used in solution-focused therapy to help clients recognize and value their resilience.

Purpose: These questions highlight positive changes, no matter how small, shifting the client’s perspective towards solution-building.

Benefits: This technique can enhance resilience, promote self-efficacy, and create a positive outlook. It can underscore the client’s ability to navigate difficulties and affirm their potential for change.

When to Use: Use this approach at the start of subsequent sessions after establishing a baseline in the first one or whenever there is a need to shift from problem-focused to solution-focused discussions.

How to Use: To use Coping Questions, therapists might ask:

“Despite all your challenges, how are you managing?”
“How did you manage to prevent things from worsening?”
“What helped you keep going despite the difficulties?”

These questions ensure clients appreciate their strengths, resilience, and coping mechanisms, fostering self-efficacy and a positive attitude toward change.

Reframing Questions

Reframing Questions is a significant tool used to change the client’s perspective on their problems or situation.

Purpose: The primary purpose of Reframing Questions is to shift the client’s view from a negative, problem-focused perspective to a positive, solution-oriented one.

Benefits: The strength of Reframing Questions lies in their ability to promote a more positive outlook, enhance resilience, and encourage creative problem-solving skills.

When to Use: Reframing Questions can be employed anytime during the therapy or coaching process , particularly when the client is stuck in a negative viewpoint or when facilitating a shift from discussing problems to exploring solutions.

How to Use: To use Reframing Questions, therapist or coaches might ask:

“What if you viewed this challenge as an opportunity? How would that change your approach?” or

“Despite the hardship, what’s something positive you can take away from this situation?”

These questions inspire optimism and a sense of possibility, stimulating the client’s ability to envision and work toward solutions.

Externalization

Externalization is a strategic technique used to separate clients from their problems.

Purpose: The primary purpose of Externalization is to help clients perceive their issues not as innate, personal failings but as external challenges that can be managed and overcome.

Benefits: Externalization can reduce self-blame and guilt, increase objectivity, and empower clients to confront and handle difficulties more effectively.

When to Use: This technique is beneficial when clients exhibit strong self-criticism or when their identity appears intertwined with their problems.

How to Use: To employ Externalization, therapists and coaches might say:

“If the problem were a separate entity, how would you deal with it?” or “Let’s think of the problem as a ‘monster.’

How would you fight this ‘monster’?” These questions aim to help clients view their problems from a fresh perspective, encouraging problem-solving and resilience.

Affirming and Complementing

Affirming and Complementing is a powerful technique used in solution-focused therapy to reinforce positive behaviors and achievements.

Purpose: The primary purpose of affirming and complementing is to boost the client’s confidence and self-esteem. It encourages clients to continue engaging in behaviors that contribute to their progress.

Benefits: The benefits include enhanced self-efficacy, motivation, and a stronger therapeutic relationship. It fosters a sense of accomplishment and positivity within clients.

When to use it: Affirming and Complementing is beneficial in all stages of therapy or coaching, but especially when a client has made progress, however minor, towards their goals.

I teach my coaching students to use it toward the end of the session, just before action planning. The point is to affirm and summarize everything you heard throughout the session to the client. This helps create an awareness about all the possibilities for the client.

How to use it: To implement Affirming and Complementing, therapists or coaches highlight and praise the clients’ achievements, strengths, and positive actions.

At the end of the session, the therapist or coach might say something like:

“I want to take a moment to acknowledge the courage it’s taken for you to share your experiences and feelings today. I’ve heard you express a lot of resilience in managing your challenges. For instance, you’ve noticed that taking a walk in nature helps alleviate your anxiety, and you’ve been proactively incorporating this into your daily routine. You also shared a recent occasion when you successfully handled a stressful situation at work without letting it overwhelm you. These are significant accomplishments. Your increased awareness and active efforts in managing your stress are commendable. Let’s continue to explore and build upon these strategies in our future sessions.”

Feedback is a crucial technique in solution-focused centered around providing clients with constructive insights on their progress and behaviors.

Purpose: The primary purpose of feedback is to guide clients toward their desired outcomes by clearly understanding their strengths, achievements, and areas for improvement.

Benefits: Feedback fosters self-awareness, informs clients of their progress, and motivates further improvement. It reinforces positive behaviors, aids in the rectification of unhelpful ones, and promotes active participation in their therapeutic journey.

When to use it: Feedback is beneficial throughout the therapy or coaching process but is particularly useful after a significant interaction achievement or when clients seem unsure about their progress.

How to use it: To implement feedback, therapists or coaches should highlight the client’s achievements, discuss areas of improvement, and collaboratively plan future strategies. The feedback should be specific, balanced, and done in a supportive and non-judgmental manner.

For instance: “You’ve made good progress in managing your stress, especially in ‘X’ area. What do you think worked for you there? How can we replicate this success in ‘Y’ area?”

Goal Setting and Action Planning

Goal Setting and Action Planning is an essential technique in solution-focused therapy that involves establishing clear, achievable goals and outlining steps to reach those goals.

Purpose: The primary purpose of Goal Setting and Action Planning is to provide direction and motivation for clients. It helps clients focus on their desired outcomes and the steps necessary to achieve them.

Benefits: Goal setting and action planning enhance clients ‘ sense of control, self-efficacy, and motivation. It enables clients to visualize their progress and holds them accountable for their own change process, which can lead to long-lasting success.

When to use it: Goal setting and action planning mostly come towards the end of the session. It is useful when a client is ready and motivated to make changes but requires structure and clarity in initiating the change.

How to use it: To implement Goal Setting and Action Planning, therapists or coaches might ask:

“What are some of the changes you wish to see? How will you know when you have achieved this?”
“What are some steps you can take towards this goal?”

These questions encourage self-reflection, decision-making, and proactive behavior, which are key components in the solution-building process.

EARS stands for Elicit, Amplify, Reinforce, and Start Again. In solution-focused, this technique identifies improvements and changes since the last session.

Purpose: The primary purpose of using EARS in this context is to help clients recognize the positive changes and progress they’ve made since the last session. This can include any improvements, no matter how small.

Benefits: Using EARS to track progress reinforces a client’s self-efficacy and motivation, highlighting their ability to effect positive change. This can foster a sense of empowerment and boost confidence in their problem-solving skills.

When to use it: EARS is used at the beginning of a follow-up session to gauge changes since the previous meeting. It’s especially beneficial when clients struggle to see their progress or need a boost in motivation.

How to use it: To implement EARS in tracking progress, the therapist or coach should:

Elicit: Ask the client to reflect on any changes or improvements since the last session.
Amplify: Have the client elaborate on these changes and the actions they’ve taken to bring them about.
Reinforce: Highlight these positive changes and actions, reinforcing their ability to effect change.
Start Again: Begin the process anew in the subsequent session, continually helping the client to recognize and build upon their progress.

Check out 101 Solution-Focused Questions for Therapy and Coaching

Solution-focused therapy and coaching offer many techniques designed to shift clients’ perspectives, foster resilience, and enhance their ability to navigate challenges. Factors such as goal setting and action planning, coping and reframing questions, and externalization all play a pivotal role in this therapeutic and coaching approach. Although each technique varies in the application, they share a common objective: to empower clients to envision and work towards solutions rather than remain entangled in their problems. Remember, it’s about facilitating a journey from a problem-focused mindset to a solution-oriented one.

Transformational Coaching Techniques for You Need Know for Client Results

solution focused approach to coaching, therapy, and interventions

Solution-Focused Approach: Coaching, Therapy, Interventions

101 Solution-Focused Questions for Therapy and Coaching

The Miracle Question w/ Examples, Worksheets, Demo Video & Exercises

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Mindset Coaching: Techniques, Exercises, and Applications

How Transformational Coaching Works

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Solution-focused practice toolkit

The solution-focused practice toolkit provides inspiration for worksheets and activities to use, adapt or devise for the children and young people you work with.

Developed by practitioners from our Face to Face service, the toolkit is based on their experiences using a solution-focused approach. It's available as one download or 11 printable sections covering different aspects of solution-focused practice.

Published: 2015

What is solution-focused practice?

Solution-focused practice concentrates on helping people move towards the future that they want and to learn what can be done differently by using their existing skills, strategies and ideas – rather than focusing on the problem.

It was originally developed in the USA in the 1980s and 1990s. The approach has always been used with children and young people, as well as adults. We've been using solution-focused practice in our Face to Face service [internal link] since September 2011.

This approach treats the child or young person as the expert on their own life. Practitioners ask questions to help the young person begin moving towards the future they want and help them make positive changes in their lives.

Although the principle is simple, the delivery is often not an easy process. Practitioners need to ask questions that really get to the heart of the issue and come up with creative ways to help young people find their solution.

Who is the toolkit for?

Practitioners who already have some training in solution-focused practice and are looking for resources to use when working with children and young people.

The worksheets and activities are designed to be used with children and young people aged 5-19 years old.

Creating the toolkit

Our practitioners have lots of experience using a solution-focused approach with children of different ages, interests and needs.

And in the process, they’ve come up with some really creative ways of working with children and young people.

Download the toolkit

Solution-focused practice toolkit: helping professionals use the approach when working with children and young people (PDF)

Ymarfer sy'n canolbwyntio ar atebion: pecyn ar gyfer gweithio gyda phlant a phobl ifanc (PDF)

Download Solution-focused practice toolkit: helping professionals use the approach when working with children and young people (PDF)

Download Ymarfer sy'n canolbwyntio ar atebion: pecyn ar gyfer gweithio gyda phlant a phobl ifanc (PDF)

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What Is Problem-Solving Therapy?

Arlin Cuncic, MA, is the author of The Anxiety Workbook and founder of the website About Social Anxiety. She has a Master's degree in clinical psychology.

Daniel B. Block, MD, is an award-winning, board-certified psychiatrist who operates a private practice in Pennsylvania.

Verywell / Madelyn Goodnight

Problem-Solving Therapy Techniques

How effective is problem-solving therapy, things to consider, how to get started.

Problem-solving therapy is a brief intervention that provides people with the tools they need to identify and solve problems that arise from big and small life stressors. It aims to improve your overall quality of life and reduce the negative impact of psychological and physical illness.

Problem-solving therapy can be used to treat depression , among other conditions. It can be administered by a doctor or mental health professional and may be combined with other treatment approaches.

At a Glance

Problem-solving therapy is a short-term treatment used to help people who are experiencing depression, stress, PTSD, self-harm, suicidal ideation, and other mental health problems develop the tools they need to deal with challenges. This approach teaches people to identify problems, generate solutions, and implement those solutions. Let's take a closer look at how problem-solving therapy can help people be more resilient and adaptive in the face of stress.

Problem-solving therapy is based on a model that takes into account the importance of real-life problem-solving. In other words, the key to managing the impact of stressful life events is to know how to address issues as they arise. Problem-solving therapy is very practical in its approach and is only concerned with the present, rather than delving into your past.

This form of therapy can take place one-on-one or in a group format and may be offered in person or online via telehealth . Sessions can be anywhere from 30 minutes to two hours long.

Key Components

There are two major components that make up the problem-solving therapy framework:

Applying a positive problem-solving orientation to your life
Using problem-solving skills

A positive problem-solving orientation means viewing things in an optimistic light, embracing self-efficacy , and accepting the idea that problems are a normal part of life. Problem-solving skills are behaviors that you can rely on to help you navigate conflict, even during times of stress. This includes skills like:

Knowing how to identify a problem
Defining the problem in a helpful way
Trying to understand the problem more deeply
Setting goals related to the problem
Generating alternative, creative solutions to the problem
Choosing the best course of action
Implementing the choice you have made
Evaluating the outcome to determine next steps

Problem-solving therapy is all about training you to become adaptive in your life so that you will start to see problems as challenges to be solved instead of insurmountable obstacles. It also means that you will recognize the action that is required to engage in effective problem-solving techniques.

Planful Problem-Solving

One problem-solving technique, called planful problem-solving, involves following a series of steps to fix issues in a healthy, constructive way:

Problem definition and formulation : This step involves identifying the real-life problem that needs to be solved and formulating it in a way that allows you to generate potential solutions.
Generation of alternative solutions : This stage involves coming up with various potential solutions to the problem at hand. The goal in this step is to brainstorm options to creatively address the life stressor in ways that you may not have previously considered.
Decision-making strategies : This stage involves discussing different strategies for making decisions as well as identifying obstacles that may get in the way of solving the problem at hand.
Solution implementation and verification : This stage involves implementing a chosen solution and then verifying whether it was effective in addressing the problem.

Other Techniques

Other techniques your therapist may go over include:

Problem-solving multitasking , which helps you learn to think clearly and solve problems effectively even during times of stress
Stop, slow down, think, and act (SSTA) , which is meant to encourage you to become more emotionally mindful when faced with conflict
Healthy thinking and imagery , which teaches you how to embrace more positive self-talk while problem-solving

What Problem-Solving Therapy Can Help With

Problem-solving therapy addresses life stress issues and focuses on helping you find solutions to concrete issues. This approach can be applied to problems associated with various psychological and physiological symptoms.

Mental Health Issues

Problem-solving therapy may help address mental health issues, like:

Chronic stress due to accumulating minor issues
Complications associated with traumatic brain injury (TBI)
Emotional distress
Post-traumatic stress disorder (PTSD)
Problems associated with a chronic disease like cancer, heart disease, or diabetes
Self-harm and feelings of hopelessness
Substance use
Suicidal ideation

Specific Life Challenges

This form of therapy is also helpful for dealing with specific life problems, such as:

Death of a loved one
Dissatisfaction at work
Everyday life stressors
Family problems
Financial difficulties
Relationship conflicts

Your doctor or mental healthcare professional will be able to advise whether problem-solving therapy could be helpful for your particular issue. In general, if you are struggling with specific, concrete problems that you are having trouble finding solutions for, problem-solving therapy could be helpful for you.

Benefits of Problem-Solving Therapy

The skills learned in problem-solving therapy can be helpful for managing all areas of your life. These can include:

Being able to identify which stressors trigger your negative emotions (e.g., sadness, anger)
Confidence that you can handle problems that you face
Having a systematic approach on how to deal with life's problems
Having a toolbox of strategies to solve the issues you face
Increased confidence to find creative solutions
Knowing how to identify which barriers will impede your progress
Knowing how to manage emotions when they arise
Reduced avoidance and increased action-taking
The ability to accept life problems that can't be solved
The ability to make effective decisions
The development of patience (realizing that not all problems have a "quick fix")

Problem-solving therapy can help people feel more empowered to deal with the problems they face in their lives. Rather than feeling overwhelmed when stressors begin to take a toll, this therapy introduces new coping skills that can boost self-efficacy and resilience .

Other Types of Therapy

Other similar types of therapy include cognitive-behavioral therapy (CBT) and solution-focused brief therapy (SFBT) . While these therapies work to change thinking and behaviors, they work a bit differently. Both CBT and SFBT are less structured than problem-solving therapy and may focus on broader issues. CBT focuses on identifying and changing maladaptive thoughts, and SFBT works to help people look for solutions and build self-efficacy based on strengths.

This form of therapy was initially developed to help people combat stress through effective problem-solving, and it was later adapted to address clinical depression specifically. Today, much of the research on problem-solving therapy deals with its effectiveness in treating depression.

Problem-solving therapy has been shown to help depression in:

Older adults
People coping with serious illnesses like cancer

Problem-solving therapy also appears to be effective as a brief treatment for depression, offering benefits in as little as six to eight sessions with a therapist or another healthcare professional. This may make it a good option for someone unable to commit to a lengthier treatment for depression.

Problem-solving therapy is not a good fit for everyone. It may not be effective at addressing issues that don't have clear solutions, like seeking meaning or purpose in life. Problem-solving therapy is also intended to treat specific problems, not general habits or thought patterns .

In general, it's also important to remember that problem-solving therapy is not a primary treatment for mental disorders. If you are living with the symptoms of a serious mental illness such as bipolar disorder or schizophrenia , you may need additional treatment with evidence-based approaches for your particular concern.

Problem-solving therapy is best aimed at someone who has a mental or physical issue that is being treated separately, but who also has life issues that go along with that problem that has yet to be addressed.

For example, it could help if you can't clean your house or pay your bills because of your depression, or if a cancer diagnosis is interfering with your quality of life.

Your doctor may be able to recommend therapists in your area who utilize this approach, or they may offer it themselves as part of their practice. You can also search for a problem-solving therapist with help from the American Psychological Association’s (APA) Society of Clinical Psychology .

If receiving problem-solving therapy from a doctor or mental healthcare professional is not an option for you, you could also consider implementing it as a self-help strategy using a workbook designed to help you learn problem-solving skills on your own.

During your first session, your therapist may spend some time explaining their process and approach. They may ask you to identify the problem you’re currently facing, and they’ll likely discuss your goals for therapy .

Keep In Mind

Problem-solving therapy may be a short-term intervention that's focused on solving a specific issue in your life. If you need further help with something more pervasive, it can also become a longer-term treatment option.

Get Help Now

We've tried, tested, and written unbiased reviews of the best online therapy programs including Talkspace, BetterHelp, and ReGain. Find out which option is the best for you.

Shang P, Cao X, You S, Feng X, Li N, Jia Y. Problem-solving therapy for major depressive disorders in older adults: an updated systematic review and meta-analysis of randomized controlled trials . Aging Clin Exp Res . 2021;33(6):1465-1475. doi:10.1007/s40520-020-01672-3

Cuijpers P, Wit L de, Kleiboer A, Karyotaki E, Ebert DD. Problem-solving therapy for adult depression: An updated meta-analysis . Eur Psychiatry . 2018;48(1):27-37. doi:10.1016/j.eurpsy.2017.11.006

Nezu AM, Nezu CM, D'Zurilla TJ. Problem-Solving Therapy: A Treatment Manual . New York; 2013. doi:10.1891/9780826109415.0001

Owens D, Wright-Hughes A, Graham L, et al. Problem-solving therapy rather than treatment as usual for adults after self-harm: a pragmatic, feasibility, randomised controlled trial (the MIDSHIPS trial) . Pilot Feasibility Stud . 2020;6:119. doi:10.1186/s40814-020-00668-0

Sorsdahl K, Stein DJ, Corrigall J, et al. The efficacy of a blended motivational interviewing and problem solving therapy intervention to reduce substance use among patients presenting for emergency services in South Africa: A randomized controlled trial . Subst Abuse Treat Prev Policy . 2015;10(1):46. doi:doi.org/10.1186/s13011-015-0042-1

Margolis SA, Osborne P, Gonzalez JS. Problem solving . In: Gellman MD, ed. Encyclopedia of Behavioral Medicine . Springer International Publishing; 2020:1745-1747. doi:10.1007/978-3-030-39903-0_208

Kirkham JG, Choi N, Seitz DP. Meta-analysis of problem solving therapy for the treatment of major depressive disorder in older adults . Int J Geriatr Psychiatry . 2016;31(5):526-535. doi:10.1002/gps.4358

Garand L, Rinaldo DE, Alberth MM, et al. Effects of problem solving therapy on mental health outcomes in family caregivers of persons with a new diagnosis of mild cognitive impairment or early dementia: A randomized controlled trial . Am J Geriatr Psychiatry . 2014;22(8):771-781. doi:10.1016/j.jagp.2013.07.007

Noyes K, Zapf AL, Depner RM, et al. Problem-solving skills training in adult cancer survivors: Bright IDEAS-AC pilot study . Cancer Treat Res Commun . 2022;31:100552. doi:10.1016/j.ctarc.2022.100552

Albert SM, King J, Anderson S, et al. Depression agency-based collaborative: effect of problem-solving therapy on risk of common mental disorders in older adults with home care needs . The American Journal of Geriatric Psychiatry . 2019;27(6):619-624. doi:10.1016/j.jagp.2019.01.002

By Arlin Cuncic, MA Arlin Cuncic, MA, is the author of The Anxiety Workbook and founder of the website About Social Anxiety. She has a Master's degree in clinical psychology.

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Article • 10 min read

Solution-Focused Coaching

Using a simple, positive approach to coaching.

By the Mind Tools Content Team

Imagine that one of your team members, Evie, has a hard time meeting her deadlines. It affects her work and her reputation, and she needs a quick, actionable solution to the problem.

So, you schedule a coaching session with her, and you decide to focus almost exclusively on the solution. You ask her to explain how she would feel if she could meet all of her deadlines, and her face lights up as she talks about the sense of pride she would experience.

Together, you come up with a practical approach that will help her do this. You identify what needs to happen, and you outline how Evie will change her behavior to meet her goal. The session lasts less than an hour, and, within three weeks, Evie is delivering her work on time.

You've just used "solution-focused coaching," an approach that encourages you to explore solutions, not problems. In this article, we'll look at how you can use it with your team members.

What Is Solution-Focused Coaching?

According to "The Complete Handbook of Coaching," a solution-focused coaching approach "places primary emphasis on assisting the client to define a desired future state, and to construct a pathway in both thinking and action that assists the client in achieving that state."

In short, it asks coachees to think about what they want to achieve, and it then helps them plan how they'll get there.

It arose out of "brief therapy," a counseling approach that was first developed in the 1950s by Steve Shazer and Insoo Kim Berg, and which is commonly used today.

Therapists realized that the more often clients talked about their problems and the causes behind them, the more entrenched these issues could become. To prevent this, therapists began to shift their focus away from the problem, and towards finding and implementing a solution.

Advantages and Challenges

One of the biggest advantages of solution-focused coaching is that it takes a positive approach to change. This coaching style assumes that the people you're coaching are psychologically healthy, and that they're capable of solving their problems. This belief can empower people, and it can encourage them to become self-confident , self-reliant, and positive about their ability to control their life.

Supporters of solution-focused coaching argue that other coaching approaches can make clients or learners feel negative or powerless to overcome their problems. By contrast, solution-focused coaching demands an immediate shift from "why" to "how to."

Anyone can use solution-focused coaching, and it's applicable in a wide variety of coaching situations. However, this approach is most useful with new coaches, because you don't have to be an expert to use it and deep analysis is often unnecessary. Here, the coach assumes the role of a curious guide walking alongside the coachee, not a "wise sage" who gives out advice.

Solution-focused coaching can be less effective when your people experience problems because of others' behavior. This puts the solution – and the problem's resolution – out of their hands. It's also less effective with people who want to explore deeper issues or identify the root causes of behavior.

Solution-focused coaching is similar to the GROW model – they're both useful approaches that focus on solutions. A key difference is that GROW model explicitly explores problems (the "current reality"), and it doesn't have formal steps for reviewing the coachee's progress and then adjusting his or her approach.

Using the Solution-Focused Coaching Approach

Follow the steps below to use the solution-focused coaching approach with your team members.

Step 1: Identify a Goal or Solution

Your first step is to identify a goal with your coachee.

To do this, use an approach called "the miracle question" to help him or her verbalize the outcome they want.

Ask your coachee the following question: "Imagine that you went to bed tonight, and when you woke up the problem had somehow magically disappeared and the solution was present, but you didn't know how the solution had arrived. What is the first thing that you'd notice, telling you the solution was present?" You can also ask, "Who else would notice this miracle had happened? What would clue those people in?"

Imagine your coachee, Brian, says, "I don't think my people like me, and they don't communicate with me at all."

Your goal with solution-focused coaching is not to identify the root cause of why the team doesn't like Brian. Instead, focus on how Brian can build a better relationship with his people. So, the answer to Brian's "Miracle Question" would be, "My team members like and trust me, and we communicate effectively." This becomes the goal of the coaching session.

Step 2: Create an Action Plan

After identifying the goal, work with your coachee to develop an action plan.

Ask them to describe exactly what the solution looks like. Then, help them identify the issues they will need to work on to make this solution a reality.

Consider these questions:

What resources or skills does this person have?
How can they best use their strengths to do what is needed?
What weaknesses do they need to overcome?
Do they need any additional training?
What do they need to start doing?
What do they need to stop doing?

Bring your answers together in an Action Plan .

You ask Brian to describe what he would experience if he had a great relationship with his team. He says, "My team members would smile when I walk in the door. Everyone would feel comfortable coming to me with problems, and we wouldn't argue so much in meetings."

According to Brian's own definition, his problem would be successfully resolved if the following were true:

His team members liked him.
They felt comfortable talking to him about their problems.
He had good conflict resolution skills, so that he could stop arguments in meetings.

You and Brian now have a clear idea of what the solution looks like, and you can come up with a list of actions to make it a reality. Here are some of Brian's suggested actions:

Schedule an away day , so that he can bond with his team.
Build trust with the team by sharing more personal information regularly.
Strengthen conflict resolution skills , so that Brian can defuse tensions during meetings.

Step 3: Take Action and Monitor Progress

It's now time for your coachee to act on the suggestions that you generated in step 2. Before you end the coaching session, agree how you'll both monitor progress. What metrics will you use to measure success or failure for each action?

Brian comes up with a list of metrics that he'll use to measure the success of his action plan. He decides to do the following:

Ask his team members to give him feedback on the away day. He will use their suggestions to make the next event more successful.
Keep a daily journal to think about how he dealt with people-related situations, and to track how often his team members come to him with problems.
Learn how to deal with conflict , and practice with role play .

You and Brian agree to meet in two weeks to discuss what's working and what he needs to do differently.

Step 4: Change What Isn't Working

If the action steps that you identified aren't working effectively, you need to consider what's working and what isn't, and adjust your action plan so that you can move forward.

In your next meeting with Brian, he tells you that the team away day was a huge success. His team had fun, and they now feel more comfortable talking to him about their work.

Since he completed a training session on conflict resolution, he has learned the skills needed to defuse arguments during team meetings. Because of this, conflicts are healthy and productive, and they no longer damage team morale.

Brian's daily journal revealed that, despite having a better relationship, his team still isn't comfortable coming to his office to talk about problems. He decides to try management by walking around to stay in touch with team members at their desks.

Solution-focused coaching originated from family therapy in the 1950s. In it, the focus isn't on analyzing the "why" of a problem. Instead, you work towards finding and implementing a solution.

Follow these four steps to use solution-focused coaching with a team member or coachee:

1. Identify a goal or solution. 2. Create an action plan to reach the goal. 3. Take action and monitor progress. 4. Change what isn't working.

Solution-focused coaching is often effective because it's positive and action-oriented. However, do not use it with people who want to explore issues more deeply.

Cox, E. et. al. (2009). ' The Complete Handbook of Coaching ,' London: Sage.

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Workplace problem-solving examples: real scenarios, practical solutions.

March 11, 2024

In today’s fast-paced and ever-changing work environment, problems are inevitable. From conflicts among employees to high levels of stress, workplace problems can significantly impact productivity and overall well-being. However, by developing the art of problem-solving and implementing practical solutions, organizations can effectively tackle these challenges and foster a positive work culture. In this article, we will delve into various workplace problem scenarios and explore strategies for resolution. By understanding common workplace problems and acquiring essential problem-solving skills, individuals and organizations can navigate these challenges with confidence and success.

Understanding Workplace Problems

Before we can effectively solve workplace problems , it is essential to gain a clear understanding of the issues at hand. Identifying common workplace problems is the first step toward finding practical solutions. By recognizing these challenges, organizations can develop targeted strategies and initiatives to address them.

Identifying Common Workplace Problems

One of the most common workplace problems is conflict. Whether it stems from differences in opinions, miscommunication, or personality clashes, conflict can disrupt collaboration and hinder productivity. It is important to note that conflict is a natural part of any workplace, as individuals with different backgrounds and perspectives come together to work towards a common goal. However, when conflict is not managed effectively, it can escalate and create a toxic work environment.

In addition to conflict, workplace stress and burnout pose significant challenges. High workloads, tight deadlines, and a lack of work-life balance can all contribute to employee stress and dissatisfaction. When employees are overwhelmed and exhausted, their performance and overall well-being are compromised. This not only affects the individuals directly, but it also has a ripple effect on the entire organization.

Another common workplace problem is poor communication. Ineffective communication can lead to misunderstandings, delays, and errors. It can also create a sense of confusion and frustration among employees. Clear and open communication is vital for successful collaboration and the smooth functioning of any organization.

The Impact of Workplace Problems on Productivity

Workplace problems can have a detrimental effect on productivity levels. When conflicts are left unresolved, they can create a tense work environment, leading to decreased employee motivation and engagement. The negative energy generated by unresolved conflicts can spread throughout the organization, affecting team dynamics and overall performance.

Similarly, high levels of stress and burnout can result in decreased productivity, as individuals may struggle to focus and perform optimally. When employees are constantly under pressure and overwhelmed, their ability to think creatively and problem-solve diminishes. This can lead to a decline in the quality of work produced and an increase in errors and inefficiencies.

Poor communication also hampers productivity. When information is not effectively shared or understood, it can lead to misunderstandings, delays, and rework. This not only wastes time and resources but also creates frustration and demotivation among employees.

Furthermore, workplace problems can negatively impact employee morale and job satisfaction. When individuals are constantly dealing with conflicts, stress, and poor communication, their overall job satisfaction and engagement suffer. This can result in higher turnover rates, as employees seek a healthier and more supportive work environment.

In conclusion, workplace problems such as conflict, stress, burnout, and poor communication can significantly hinder productivity and employee well-being. Organizations must address these issues promptly and proactively to create a positive and productive work atmosphere. By fostering open communication, providing support for stress management, and promoting conflict resolution strategies, organizations can create a work environment that encourages collaboration, innovation, and employee satisfaction.

The Art of Problem Solving in the Workplace

Now that we have a clear understanding of workplace problems, let’s explore the essential skills necessary for effective problem-solving in the workplace. By developing these skills and adopting a proactive approach, individuals can tackle problems head-on and find practical solutions.

Problem-solving in the workplace is a complex and multifaceted skill that requires a combination of analytical thinking, creativity, and effective communication. It goes beyond simply identifying problems and extends to finding innovative solutions that address the root causes.

Essential Problem-Solving Skills for the Workplace

To effectively solve workplace problems, individuals should possess a range of skills. These include strong analytical and critical thinking abilities, excellent communication and interpersonal skills, the ability to collaborate and work well in a team, and the capacity to adapt to change. By honing these skills, individuals can approach workplace problems with confidence and creativity.

Analytical and critical thinking skills are essential for problem-solving in the workplace. They involve the ability to gather and analyze relevant information, identify patterns and trends, and make logical connections. These skills enable individuals to break down complex problems into manageable components and develop effective strategies to solve them.

Effective communication and interpersonal skills are also crucial for problem-solving in the workplace. These skills enable individuals to clearly articulate their thoughts and ideas, actively listen to others, and collaborate effectively with colleagues. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions.

Collaboration and teamwork are essential for problem-solving in the workplace. By working together, individuals can leverage their diverse skills, knowledge, and perspectives to generate innovative solutions. Collaboration fosters a supportive and inclusive environment where everyone’s ideas are valued, leading to more effective problem-solving outcomes.

The ability to adapt to change is another important skill for problem-solving in the workplace. In today’s fast-paced and dynamic work environment, problems often arise due to changes in technology, processes, or market conditions. Individuals who can embrace change and adapt quickly are better equipped to find solutions that address the evolving needs of the organization.

The Role of Communication in Problem Solving

Communication is a key component of effective problem-solving in the workplace. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions. Active listening, clear and concise articulation of thoughts and ideas, and the ability to empathize are all valuable communication skills that facilitate problem-solving.

Active listening involves fully engaging with the speaker, paying attention to both verbal and non-verbal cues, and seeking clarification when necessary. By actively listening, individuals can gain a deeper understanding of the problem at hand and the perspectives of others involved. This understanding is crucial for developing comprehensive and effective solutions.

Clear and concise articulation of thoughts and ideas is essential for effective problem-solving communication. By expressing oneself clearly, individuals can ensure that their ideas are understood by others. This clarity helps to avoid misunderstandings and promotes effective collaboration.

Empathy is a valuable communication skill that plays a significant role in problem-solving. By putting oneself in the shoes of others and understanding their emotions and perspectives, individuals can build trust and rapport. This empathetic connection fosters a supportive and collaborative environment where everyone feels valued and motivated to contribute to finding solutions.

In conclusion, problem-solving in the workplace requires a combination of essential skills such as analytical thinking, effective communication, collaboration, and adaptability. By honing these skills and fostering open communication channels, individuals can approach workplace problems with confidence and creativity, leading to practical and innovative solutions.

Real Scenarios of Workplace Problems

Now, let’s explore some real scenarios of workplace problems and delve into strategies for resolution. By examining these practical examples, individuals can develop a deeper understanding of how to approach and solve workplace problems.

Conflict Resolution in the Workplace

Imagine a scenario where two team members have conflicting ideas on how to approach a project. The disagreement becomes heated, leading to a tense work environment. To resolve this conflict, it is crucial to encourage open dialogue between the team members. Facilitating a calm and respectful conversation can help uncover underlying concerns and find common ground. Collaboration and compromise are key in reaching a resolution that satisfies all parties involved.

In this particular scenario, let’s dive deeper into the dynamics between the team members. One team member, let’s call her Sarah, strongly believes that a more conservative and traditional approach is necessary for the project’s success. On the other hand, her colleague, John, advocates for a more innovative and out-of-the-box strategy. The clash between their perspectives arises from their different backgrounds and experiences.

As the conflict escalates, it is essential for a neutral party, such as a team leader or a mediator, to step in and facilitate the conversation. This person should create a safe space for both Sarah and John to express their ideas and concerns without fear of judgment or retribution. By actively listening to each other, they can gain a better understanding of the underlying motivations behind their respective approaches.

During the conversation, it may become apparent that Sarah’s conservative approach stems from a fear of taking risks and a desire for stability. On the other hand, John’s innovative mindset is driven by a passion for pushing boundaries and finding creative solutions. Recognizing these underlying motivations can help foster empathy and create a foundation for collaboration.

As the dialogue progresses, Sarah and John can begin to identify areas of overlap and potential compromise. They may realize that while Sarah’s conservative approach provides stability, John’s innovative ideas can inject fresh perspectives into the project. By combining their strengths and finding a middle ground, they can develop a hybrid strategy that incorporates both stability and innovation.

Ultimately, conflict resolution in the workplace requires effective communication, active listening, empathy, and a willingness to find common ground. By addressing conflicts head-on and fostering a collaborative environment, teams can overcome challenges and achieve their goals.

Dealing with Workplace Stress and Burnout

Workplace stress and burnout can be debilitating for individuals and organizations alike. In this scenario, an employee is consistently overwhelmed by their workload and experiencing signs of burnout. To address this issue, organizations should promote a healthy work-life balance and provide resources to manage stress effectively. Encouraging employees to take breaks, providing access to mental health support, and fostering a supportive work culture are all practical solutions to alleviate workplace stress.

In this particular scenario, let’s imagine that the employee facing stress and burnout is named Alex. Alex has been working long hours, often sacrificing personal time and rest to meet tight deadlines and demanding expectations. As a result, Alex is experiencing physical and mental exhaustion, reduced productivity, and a sense of detachment from work.

Recognizing the signs of burnout, Alex’s organization takes proactive measures to address the issue. They understand that employee well-being is crucial for maintaining a healthy and productive workforce. To promote a healthy work-life balance, the organization encourages employees to take regular breaks and prioritize self-care. They emphasize the importance of disconnecting from work during non-working hours and encourage employees to engage in activities that promote relaxation and rejuvenation.

Additionally, the organization provides access to mental health support services, such as counseling or therapy sessions. They recognize that stress and burnout can have a significant impact on an individual’s mental well-being and offer resources to help employees manage their stress effectively. By destigmatizing mental health and providing confidential support, the organization creates an environment where employees feel comfortable seeking help when needed.

Furthermore, the organization fosters a supportive work culture by promoting open communication and empathy. They encourage managers and colleagues to check in with each other regularly, offering support and understanding. Team members are encouraged to collaborate and share the workload, ensuring that no one person is overwhelmed with excessive responsibilities.

By implementing these strategies, Alex’s organization aims to alleviate workplace stress and prevent burnout. They understand that a healthy and balanced workforce is more likely to be engaged, productive, and satisfied. Through a combination of promoting work-life balance, providing mental health support, and fostering a supportive work culture, organizations can effectively address workplace stress and create an environment conducive to employee well-being.

Practical Solutions to Workplace Problems

Now that we have explored real scenarios, let’s discuss practical solutions that organizations can implement to address workplace problems. By adopting proactive strategies and establishing effective policies, organizations can create a positive work environment conducive to problem-solving and productivity.

Implementing Effective Policies for Problem Resolution

Organizations should have clear and well-defined policies in place to address workplace problems. These policies should outline procedures for conflict resolution, channels for reporting problems, and accountability measures. By ensuring that employees are aware of these policies and have easy access to them, organizations can facilitate problem-solving and prevent issues from escalating.

Promoting a Positive Workplace Culture

A positive workplace culture is vital for problem-solving. By fostering an environment of respect, collaboration, and open communication, organizations can create a space where individuals feel empowered to address and solve problems. Encouraging teamwork, recognizing and appreciating employees’ contributions, and promoting a healthy work-life balance are all ways to cultivate a positive workplace culture.

The Role of Leadership in Problem Solving

Leadership plays a crucial role in facilitating effective problem-solving within organizations. Different leadership styles can impact how problems are approached and resolved.

Leadership Styles and Their Impact on Problem-Solving

Leaders who adopt an autocratic leadership style may make decisions independently, potentially leaving their team members feeling excluded and undervalued. On the other hand, leaders who adopt a democratic leadership style involve their team members in the problem-solving process, fostering a sense of ownership and empowerment. By encouraging employee participation, organizations can leverage the diverse perspectives and expertise of their workforce to find innovative solutions to workplace problems.

Encouraging Employee Participation in Problem Solving

To harness the collective problem-solving abilities of an organization, it is crucial to encourage employee participation. Leaders can create opportunities for employees to contribute their ideas and perspectives through brainstorming sessions, team meetings, and collaborative projects. By valuing employee input and involving them in decision-making processes, organizations can foster a culture of inclusivity and drive innovative problem-solving efforts.

In today’s dynamic work environment, workplace problems are unavoidable. However, by understanding common workplace problems, developing essential problem-solving skills, and implementing practical solutions, individuals and organizations can navigate these challenges effectively. By fostering a positive work culture, implementing effective policies, and encouraging employee participation, organizations can create an environment conducive to problem-solving and productivity. With proactive problem-solving strategies in place, organizations can thrive and overcome obstacles, ensuring long-term success and growth.

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What is Solution-Focused Therapy: 3 Essential Techniques
Pinpoint the behaviors a client is already engaging in that are helpful and effective and find new ways to facilitate problem-solving through these behaviors; Focus on the details of the solution instead of the problem; Develop action plans that work for the client (Focus on Solutions, 2013).
26 Expert-Backed Problem Solving Examples
The example interview responses are structured using the STAR method and are categorized into the top 5 key problem-solving skills recruiters look for in a candidate. 1. Analytical Thinking. Situation: In my previous role as a data analyst, our team encountered a significant drop in website traffic.
Solution-Focused Approach: Coaching, Therapy, Interventions
The standard approach to problem-solving insists there is a cause and effect between problems and solutions. However, the Solutions-Focused approach skips over the continuous delving and search for what causes problems and goes straight for the solution. ... Solution-Focused Example Coaching Session. If you want to learn how to use the miracle ...
What Is Solution Focused Brief Therapy (SFBT)?
Solution-Focused Brief Therapy (SFBT), also referred to as Solution-Focused Therapy (SFT), is a form of psychotherapy or counseling. This form of therapy focuses on solutions to problems or issues and discovering the resources and strengths a person has rather than focusing on the problem like more traditional talking therapies do.
Key Skills for Solution-Focused Problem-Solving
With a Solution-Focused approach to communication, your mind is galvanized by your purpose and you are able to see past the hurdles before you. Your purpose always leads you to the finish line, and the hurdles become less important and less of an obstacle. In fact, they may seem so unimportant that they become nonexistent and are just part of ...
Problem-Solving the Solution-Focused Way
Problem-Solving the Solution-Focused Way. In the past few decades, a strength-based movement has emerged in the field of mental health. It offers an alternative to problem-focused approaches that ...
What Is Solution-Focused Brief Therapy?
Solution-focused brief therapy (SFBT) is a strength-based approach to psychotherapy that focuses on solution-building rather than problem-solving. Unlike other forms of psychotherapy that analyze present problems and past causes, SFBT concentrates on current circumstances and future hopes. Spouses Steve de Shazer and Insoo Kim Berg developed ...
What Is Solution-Focused Brief Therapy?
Solution-focused brief therapy (SFBT) is a short-term, goal-oriented therapy approach that works with your strengths to help you create the future you desire. In SFBT, you'll discuss with a ...
Solution-Focused Brief Therapy Overview, Solution&n
Solution-focused brief therapy ... practitioners of SFBT support people in therapy as they experiment with new problem-solving approaches. Techniques Used in SFBT. ... for example, can help ...
101 Solution-Focused Questions for Therapy and Coaching
These questions empower individuals to find their own solutions and chart their unique paths toward fulfillment. In This Post [ hide] 1 Problem-Free Talk Question. 2 Strength-Based Questions. 3 Positive Reinforcement Questions. 4 Future Perfect Questions. 5 Miracle Questions.
What is Solution-Focused Therapy?
Solution-Focused Brief Therapy (SFBT) is a short-term goal-focused evidence-based therapeutic approach, which incorporates positive psychology principles and practices, and which helps clients change by constructing solutions rather than focusing on problems. In the most basic sense, SFBT is a hope friendly, positive emotion eliciting, future ...
8 Techniques Used in Solution-Focused Brief Therapy
Discover how solution-focused brief therapy transforms lives with 8 key techniques, focusing on strengths and solutions for positive change. <style>.gatsby-image-wrapper noscript [data-main-image]{opacity:1!important}.gatsby-image-wrapper [data-placeholder-image]{opacity:0!important}</style>
14 Solution-Focused Techniques for Therapy and Coaching
This guide will explore 14 techniques commonly used in solution-focused therapy and coaching. It will include practical applications and examples. Solution-focused techniques are effective, but they're not a one-size-fits-all solution. Take into account each client's unique needs. Seek professional guidance and tailor techniques accordingly.
Solution-focused practice toolkit
The solution-focused practice toolkit provides inspiration for worksheets and activities to use, adapt or devise for the children and young people you work with. Developed by practitioners from our Face to Face service, the toolkit is based on their experiences using a solution-focused approach. It's available as one download or 11 printable ...
Problem-Solving Therapy: Definition, Techniques, and Efficacy
Problem-solving therapy is a short-term treatment used to help people who are experiencing depression, stress, PTSD, self-harm, suicidal ideation, and other mental health problems develop the tools they need to deal with challenges. This approach teaches people to identify problems, generate solutions, and implement those solutions.
Solution-Focused Brief Therapy
Solution-focused brief therapy believes that problems belong to the past while solutions exist in the present and future. Solution-focused brief therapy assumes that the meanings of a problem are artifacts of the context (de Shazer, 1991). Because one can never know exactly why a problem exists and because problem perceptions are not external ...
Problem-Solving Strategies: Definition and 5 Techniques to Try
In general, effective problem-solving strategies include the following steps: Define the problem. Come up with alternative solutions. Decide on a solution. Implement the solution. Problem-solving ...
Solution-Focused Coaching
Instead, you work towards finding and implementing a solution. Follow these four steps to use solution-focused coaching with a team member or coachee: 1. Identify a goal or solution. 2. Create an action plan to reach the goal. 3. Take action and monitor progress. 4.
Solution‐Focused versus Problem‐Focused Questions: Differential Effects
The differential impact of solution-focused brief therapy questions was tested. A total of 246 subjects described a personal problem they wanted to solve and were randomly assigned to one of four interventions that involved answering problem-focused versus solution-focused questions: a problem-focused condition, a miracle condition, a scaling condition or an exception condition.
Leading Teams with Solution-Focused Thinking: A Guide to ...
Traditional problem-focused approaches often lead to frustration, slow progress, and disengagement. Solution- focused c oaching empowers individuals and teams to uncover their potential, identify ...
Solution-Focused Supervision: A Go-To Approach
The principles that undergird solution-focused approach emphasize competence, strength, and possibilities. The focus is on creating solutions rather than examining problems. What's the difference between problem solving and solution finding? Problem solving is limited to looking at one problem at a time. It looks at the past and the present.
Workplace Problem-Solving Examples: Real Scenarios, Practical Solutions
Workplace Problem-Solving Examples: Real Scenarios, Practical Solutions. In today's fast-paced and ever-changing work environment, problems are inevitable. From conflicts among employees to high levels of stress, workplace problems can significantly impact productivity and overall well-being. However, by developing the art of problem-solving ...

What is Solution-Focused Therapy: 3 Essential Techniques

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Download 3 Free Positive Psychology Exercises (PDF)

Download 3 Free Positive Psychology Tools Pack (PDF)

Do One Thing Different

Presupposing Change

The most powerful word in the Solution Focused Brief Therapy vocabulary – The Solution Focused Universe

17 Top-Rated Positive Psychology Exercises for Practitioners

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26 Expert-Backed Problem Solving Examples – Interview Answers

What are Problem Solving Skills?

Why is Problem Solving Important in the Workplace?

Examples of Problem-Solving in the Workplace

Problem-Solving Examples for Recent Grads/Entry-Level Job Seekers

How To Answer “Tell Us About a Problem You Solved”

How can I communicate complex problem-solving experiences clearly and succinctly?

Tailoring Your Answer Based on the Skills Mentioned in the Job Description

Interview Answers to “Tell Me About a Time You Solved a Problem”

1. Analytical Thinking

2. Critical Thinking

3. Decision Making

4. Communication (Teamwork)

5. Persistence

Tips to Improve Your Problem-Solving Skills

More Interview Resources

12 Expert-Approved Responses to ‘What Makes You Unique?’ in Job Interviews

What Is Solution Focused Brief Therapy (SFBT)?

Take-home Messages

What is Solution-Focused Therapy?

What is Solution-Focused Therapy used for?

Solution-Focused Therapy Techniques

1. The Miracle Question

2. Coping Questions

Examples of coping questions include:

3. Exceptions to the Problems

4. Compliments

Examples of scaling questions include:

Critical Evaluation

Disadvantages

Further Information

Key Skills for Solution-Focused Problem-Solving

Focusing on who you are becoming

Declaring and visualizing outcomes

Creating a compelling future

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Key Concepts and Tools

Goal Development Questions

Pre-Session Change Question

Looking for previous solutions

Looking for exceptions

Present and future-focused questions vs. past-oriented focus

Compliments

Inviting the clients to do more of what is working

Miracle Question (MQ)

Scaling Questions

The Miracle 10 Question

Coping Questions

Consultation Break and Invitation to Add Further Information

Research Findings

Suggested Readings and References

Ayisha Amatullah

14 Solution-Focused Techniques for Therapy and Coaching

Problem-Free Talk

Strength-Based Questions

Future Perfect

Miracle Question

Counter Finding