This presentation was held at the FoME Symposium, Oct. 1-2, 2015 at DW Akademie Bonn. FoME stands for "Forum Medien und Entwicklung". It's the German Forum "Media and Development", a network of institutions and individuals active in the field of media development cooperation. Find the Symposium’s documentation here: http://fome.info/2015

1. DW Akademie, 2.10.2015
The Reflecting Team

2. 2 / 10Reflecting Team: Origin
• created by Tom Andersen
Norwegian psychiatrist
in 1961
• first used as a method of
systemic therapy

3. 3 / 10Reflecting Team: The aim
• to discover new ideas and options
• to use the crowd intelligence of
colleagues

4. 4 / 9Reflection Team: Roles
Focus person A
Reflecting team
Consultant B

5. 5 / 10Reflecting Team: Rund down
Phase 1 The focus Person (A) describes his/her case /
explains his/her inquiry
(leaded by questions of the consultant (B)
The reflecting team is listening silently to the
conversation
Phase 2 The reflecting team discusses the case /
conversation with the aim to develop new hypotheses and
ideas
The focus person A and the consulant B are listening only
Phase 3 The consultant B discusses with the focus person
the hypotheses and ideas trying to find solutions
and strategies for further actions
Phase 4 The focus person A gives feedback on how far
the consultancy process helped him/her
Phase 5 General feedback on the process

6. 6 / 10Reflecting Team: Standards
In phase 1 the consultant B only asks questions to get a
clear picture of the case and the possible need of the
focus person A
Please describe the situation your are in?
What was happening then?
Why did you do this or that?
What should be different / clear at the end of this reflecting process?
In phase 2 the reflecting team discusses possible
solutions as ideas and open hypotheses
Might it be worthwhile to do….?
What is the worst that could happen if…..?
In phase 3 the consultant B avoids to offer fast solutions,
instead he / she supports the focus person A to find
his/her own ideas of strategies and possible solutions

7. 7 / 10Reflecting Team: The benefit
• the reflecting team adds a meta-position to
the consultancy
• the members of the reflecting team are not
directly involved into the consultancy that
gives them more freedom for reflection
• while listening to the reflection team the
focus person and the consultant get time to
reflect on their own position ( no need to
react immediately)
• there are no external experts or trained
consultants necessary

8. Reflecting Team: Hints for the consultant
• listen actively
• resist the impulse to offer quick
solutions
• ask systemic questions (i.e.
circular questions, miracle question)

9. Reflecting Team: Hints for the focus person
• try to describe the case short but
precisely
• listen carefully to the discussion of the reflecting
team
• try to cooperate with the consultant, don‘t expect
from him/her to offer the right solution
• all reflections are offers, it‘s up to you to take or
leave them
• try to resist the impulse to defend yourself

10. Reflecting team: Hints for the reflecting team
• try to avoid to offer first solutions
• discuss first what you heard,
express your impressions
• appreciate and validate the
statements of your colleagues
• all ideas and propsals should be
expressed in a constructive and
respectful way

11. Reflection Team: General hints
• respect the time!
• save the most important items on a
flip chart
• resist the impuls to discuss or to
defend yourself