Solution-Focused Conflict Resolution Skills Part 1

1. Solution-Focused Conflict Resolution SkillsPart 1 August 8, 2013 2013 FADAA/FCCMH Annual Conference Arlene Brett Gordon, Ph.D., LMFT Based on work of Steve de Shazer and Insoo Kim Berg

2. Ever have a problem?

3. Solution-Focus Conflict Resolution • It is about their “best case scenario,” or even their “good enough case scenario,” instead of their “worst case scenario”. (Bannink, 2010, p. 3.). • I will listen to you, especially when we disagree. (Barack Obama, Acceptance Speech)

4. Solution-Focused Brief Therapydeveloped by Steve deShazer & Insoo Kim Berg 1. Focus on the client’s strengths and abilities. 2. Find out what is working and do more of it. 3. Clients have the resources for change. 4. Clients generate workable solutions. 5. Change starts small and has a ripple effect. 6. Focus on the future when the problem has been solved. 7. Focus on when the problem is not a problem.

5. The Nature of Problems • Problems • Waves in an ocean • It is what we do with problems that make the difference. • Solution-focused approach • Time when the problem is solved • Values resiliency and hope

6. Conflict Resolution

7. Understanding Conflict • How people perceive their experiences through the most challenging of times affects their understanding of that experience. • weiji: Chinese word for crisis is composed of elements that signify “danger” and “opportunity.” Out of crisis comes the opportunity for positive change. • It is what we do with the conflict that will determine the nature of the resolution: positive change

8. Genogram:Client’s Relationship to Conflict

9. Three Rules • Focus on the solution to the problem, (and not each other). 2. What does the client want i/o conflict? What are their best hopes? 3. Worker: Not knowing stance. Lead from one step behind.

10. Solution Building i/o Problem Solving • Problem solving: • explores the problem, studies the conflict, focuses on the problem • Solution-Building • Focus is on what needs to be different • Focus on resolution of the conflict • Non-blaming stance • The problem is the problem • Seek similarities in your desired outcomes • Develop mutual goals • Preferred future

11. Solution Focused Keys Investment into Resolutions: • Visitor • Not engaged • Little or no hope for resolution • Complainant • Blaming • Pointing fingers • Describes how the “other” should be different • Customer • Seeks resolution • Willingness to change

12. Solution Focused Keys • Worker’s posture: • Respect each person’s perspective • Remain curious • How does each person’s understanding of the problem make sense to them? • How does each person’s understand the other’s perspective? • Role of Hope and Expectancy • People and situations change constantly • Hopefulness that change and resolution can occur • Expectation of change leads to increased motivation to reach goal

14. Joining:Building a Collaborative Relationship Respect each participant’s understanding of the conflict Each person’s commitment to the problem Each person’s commitment to exploring possible solutions Compliment cooperation. Conflict is very challenging Highlight what each person is doing well and compliment focusing on resolution Focus of what each person is doing to move towards positive change. Compliment progress. 14

15. Role of Resilience • How people perceive their experiences through the most challenging of times affects their understanding of that experience. • From a SFBT perspective, most people are resilient and often grow with the experience of a crisis. • Focus on the clients’ resilience and hope helps practitioners engage the client from a place of strength. • Explore what happened and how to the situation.

16. The End (of Part 1) To be continued….