Week 3 Discussion
Supporting Lectures:
Review the following lecture:
Before beginning work on this discussion forum, please review the link Doing Discussion Questions Right and any specific instructions for this topic.
Before the end of the week, begin commenting on at least two of your classmates responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.
Introduction
The possibility approach to consulting is a future-oriented, forward-looking approach to solving problems. It relies upon relationships and trust. A consultants goal is to change the employees fixation on problems and wanting answers to a discovery approach. The discovery approach focuses on what is working well in a workplace and creates a story or vision for the future. The discovery approach, therefore, looks to what is possible, which means the consultant must be a little more patient and relaxed when dealing with resistance.
Tasks
Question 1:
As an HR consultant, how will you use the possibility approach when working with difficult people and situations?
Question 2:
As an HR consultant, make a distinction between the stated (presenting) problem and the underlying (drivers) problem.
To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.
Your initial posting should be addressed at 5001000 words as noted in the attached PDF.
Possibility Approach
Employees generally contact human resources because they have a problem and are seeking a
solution. Human resources exist to support employees and work hard to solve problems. HR agents
(also referred to as HR consultants) are trained and ready to provide answers, direction, and support.
This is a worthwhile response to employee needs, but this approach has its limitations as it is problem
based and, therefore, solutions rely upon the HR agent. A new and better approach for an HR is to
move the focus from problems to possibilities.
The possibilities approach is when the HR consultant shifts the focus from what is wrong to what is
working. The consultant looks for strengths instead of weaknesses. He or she digs for treasure instead
of looking to putting problems to eternal rest (burying them)to build bridges to common ground.
The idea, as you can see, is to look for what is possible rather than what seems problematic or
impossible. Hence, this methodology toward solving problems is called the possibilities approach.
Strong relationships built upon trust result in better responses from employees looking for solutions.
Instead of problem-solving, the HR consultant shifts the focus to solutions that the employee may
already possess or know about. Employees are asked to consider what is working well and how might
they improve things. The idea is to shifting the attention of the employee who wants to ght to correct
what he or she perceives as wrong to focusing on what is right and helpful.
Consultants are paid to solve problems. The possibilities approach to consulting takes a positive,
forward-looking approach to solving problems. It looks to the future. It asks how are things working
well . . . how can they work better? It looks to future instead of the present. It builds upon the
strengths of people. Therefore, it is a people-based approach, and as such, a successful consultant
works to build and maintain relationships.
AdditionalMaterials
From your course textbook Flawless Consulting: A Guide to Getting Your Expertise Used, read the
following chapter:
From Diagnosis to Discovery
