This document discusses solutions to problems addressed in counseling sessions. It introduces the POWER mnemonic for developing effective solutions: P - Practical solutions that are workable and meet organizational needs. Referrals to specialists can be practical solutions. O - Owned solutions that the employee has invested in and wants to make work. The employee must want changes. W - Win-win solutions that meet the needs of both the employee and organization. E - Executable solutions that include an action that can begin right away to set the change in motion. R - Realistic solutions with achievable but not too easy or difficult targets and timeframes. The final point

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MTL: The Professional Development Programme
Counselling Solutions
MTL: The Professional Development Programme
COUNSELLING
SOLUTIONS
Finding a way forward

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MTL: The Professional Development Programme
Counselling Solutions
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Learn.
Counselling
Solutions
Introduction: Counselling solutions exist on three levels. At one level, the outcome is the
resolution of a troublesome problem (to the organisation, if not necessarily to the
employee). At another level, the outcome re-affirms the ability of people to cope. And,
at another level, it is a reminder that, no matter what life throws at us, we are always
able to accept it, integrate it, and move on.

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Counselling Solutions
Sometimes we need help to find our way forward
1. POWER
SOLUTIONS
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Not every solution that is suggested at the
outcome of a counselling session may be an
acceptable one. It may suit you as representative
of the organisation but not suit the employee, eg
a change of job. On the other hand, a solution
that the employee proposes may not be
acceptable to you, eg a break from work of a few
weeks. That's why you should test your solutions
with the mnemonic POWER.

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Counselling Solutions
2. P FOR
PRACTICAL
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Specialist help could be one practical solution
Practical solutions are workable solutions. At
their best, they are what the employee can do
with relative ease, and they also meet the
organisation's aims and ways of working. They
don't set precedents or make special cases. They
don't treat people with favouritism. The solutions
are ones that others in the team can accept.
These solutions include referrals to specialists or
up the line.

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Counselling Solutions
Owning solutions can be like light at the end of the tunnel
3. O FOR
OWNED
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One simple test to see if the solution to a
problem is going to work is to ask how much work
you have to do and how much work the
employee has to do. Beware if it is all down to
you. If it is all down to the employee, then you
are on the right track. When employees own their
solutions, they have invested in them and want to
make them work. The starting point is always that
the employee must want changes to happen.

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Counselling Solutions
4. W FOR WIN-
WIN
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In the best solutions, everyone wins
A win-win solution is one that meets everyone's
needs. The organisation achieves what it wants
and the employee achieves what they want. It
doesn't matter if it is a solution that you propose
or the employee proposes, as long as it is
acceptable all round. When you find a solution
that appears to be a win-win one, always test it to
see if it genuinely does bring benefits to all
parties.

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Counselling Solutions
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Move on the solution straightaway
5. E FOR
EXECUTABLE
NOW
If you find suitable solutions at a counselling
session, aim to include in the plan something that
can be implemented straightaway. This sets the
change in motion and increases the likelihood of
success. Doing this means that there is less
chance of cold feet and inaction once the
counselling session has been forgotten. It also
provides a reason for a further progress check
between manager and employee in the near
future.

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Counselling Solutions
6. R FOR
REALISTIC
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Set your targets within people’s reach
Make sure that the solutions you agree with your
employees are realistic. Don't make the plans too
detailed or imprecise. Don't set targets that are
impossibly high or unexcitedly low, as employees
will give up quickly if they believe the target is out
of reach or too easy. Don't set time frames too far
ahead. And don't set outcomes that are way
beyond a person's hope of achieving. Realistic
plans are those that hold out a realistic prospect
of success.

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Counselling Solutions
Like caterpillar cocoons, people must want to change
7. YOU HAVE
TO WANT TO
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When people get the chance to move forward
with all the help and support they have been
offered, some still hesitate. They may fear
change, having become used to living with a
limiting problem. They may lack the confidence
that they can really do it. They may simply
convince themselves after the counselling that
the risks are too great and that they would rather
stay as they are. In the end, they have to want to
change.

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Counselling Solutions
This has been a Slide Topic from Manage Train Learn
AFinal
Word
A change should always be the outcome of a counselling process. Sometimes the change will solve
the problem at one stroke; sometimes it may just be the first step. Using a POWER-based solution
gives you the best chance of successful change because, that way, you are managing it.