1. The document describes a coaching method that uses questions to help solve problems. It involves the coachee sharing a challenge and the coaching team asking questions about the situation, efforts, and future plans. 2. The coaching team asks questions following the SOLVED acronym - about situation, others' perspectives, level of achievement, variables affecting progress, efforts made, and differences achieved. 3. The goal is for the coachee to gain insight and a plan for moving forward, without the coaching team focusing on causes or blame for the past problem.

1. How do you solve my
problem with a question?
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3. S – When you are doing what you want to have happen, where are you
spending your time and energy?
O – How will other notice this difference?
L – On a scale of 1 to 10, with 10 being you are doing these things and 1
being the opposite, where are you?
V – What are you currently noticing that keeps you at a _?
E – Where are you currently achieving these things? How does your effort
effect other people?
D – What will you do next, and when can we meet to discuss what you
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4. WHAT?
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6. A: SHARE CURRENT
CHALLENGE.
B: LISTENS B: READ THE
QUESTION ON THE
CARD.
A: RESPONDS SWITCH ROLES
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7. SO WHAT?
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9. Project Aristotle shows that the best teams at Google exhibit a
range of soft skills:
1.equality,
2.generosity,
3.curiosity toward the ideas of your teammates,
4.empathy, and emotional intelligence.
5.And topping the list: emotional safety. No bullying. To succeed,
each and every team member must feel confident speaking up
and making mistakes. They must know they are being heard.
- Washington Post – “The surprising thing Google learned about its employees — and what it means for today’s students”
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10. Graphic: LinkedIn Talent Solutions MikeCardus.com 10

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12. NOW WHAT?
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13. “People often find it difficult to stop trying to solve a problem
because ‘deep down’ they (we) stick to thinking that an
explanation is both realizable and indispensable if a problem
is to really be solved.
Solutions to problems are frequently missed because they
often look like mere preliminaries; we end up searching for
explanations believing that without an explanation a solution
is irrational, not recognizing that the solution itself is its own
best explanation.”
– Steve de Shazer
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14. Constructing Solutions Create & notice solutions in
reference to the problems.
Building on Success When something works,
do more of it.
Illuminating Resources Ask about and uncover
competencies and skills.
Finding new Perspectives Change the focus of your
awareness.
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15. No probing questions about the past … … however, questions about shaping the
future
How did the problem arise? What do you need to solve this issue
successfully?
Who caused the problem? When your problems are solved satisfactorily,
what exactly will be different?
What is the worst aspect of this issue? How could you behave differently in the
future?
Why? What behavior would indicate to other
people that you have reached your goal?
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17. 1.
A: Shares challenge or
problem with the team
2.
B: Asks, “How can we be
most helpful to you?”
3.
A: Responds
4.
B: going left to right one
person asks a S question,
next an O, next an L, next
a V, next an E.
5.
A: Responds in turn to
each question
6.
B: going right to left each
person shares what
impressed them, or
admire about A
7.
A: Listens and says
“thank you”
8.
A: Turns their back to the
team
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B: Talks for 3 minutes
about what they would
do or what they feel A
should do.
10.
A: Listens and takes notes
11.
A: after 3 minutes is
invited back. Shares what
was useful or stood out
with the group.
12.
B: Asks A a D question or
how they will notice
progress?
13.
A: Answers
A = person being coached – Coachee
B = coaching team – Coach(es)
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18. How do you solve my
problem with a question?
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